Editorial Board   Guest Author

Mr. Jerome

David Michael Jerome

SVP Corporate Responsibility, InterContinental Hotels Group

David Michael Jerome is the Senior Vice President for Corporate Responsibility at InterContinental Hotels Group based in the United Kingdom. IHG leads the industry in environmental innovation with its guide to sustainable hotel building, construction and operations. IHG is also leading in community investment and local economic development, with over 4200 hotels globally. Before joining IHG in 2006, Mr. Jerome led Corporate Affairs for AB InBev, the world’s largest brewer. Prior to AB InBev, Mr. Jerome worked for General Motors in a variety of staff and operational roles. He was head of GM Korea before assuming responsibility for GM’s global reputation and corporate responsibility activities. Mr. Jerome practiced law in Washington, D.C. before joining GM.

Mr. Jerome can be contacted at 00 44 (0) 1895-512324 or david.jerome@ihg.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.