Editorial Board   Guest Author

Mr. Olivieri

Kevin Olivieri

Social Media Analyst, TIG Global

Kevin Olivieri is the Social Media Analyst at hospitality-focused digital media agency TIG Global, where he focuses on the development of new media strategies for clientele. Mr. Olivieri's role is based on working with clients to develop innovative social media marketing initiatives, monitoring developments in this fast paced segment, and to weigh, balance and refine strategy to ensure that TIG Global’s clients are consistently maximizing their marketing efforts. Mr. Olivieri's interest in social media was initially sparked by an internship completed during his studies for a short lived internet startup company in the healthcare industry, SameDayDr.com. In this role, he was tasked with creating social media and SEO strategies for the company, leading him to focus on this branch of marketing as a career path. Mr. Olivieri is a graduate of American University in Washington, DC. During his time at American, he had the opportunity to travel with a select group of business students to visit multinational corporations in Central Europe to further understand business processes internationally (including Proctor & Gamble and GE). He graduated cum laude with a degree in Business Administration with a specialization in International Marketing in Fall of 2009 You can follow Mr. Olivieri on Twitter under the handle @KevinOlivieri and read his blog at gamehaschanged.me

Mr. Olivieri can be contacted at 301-841-4790 or kolivieri@tigglobal.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.