Editorial Board   Guest Author

Mr. Horner

Russ Horner

Co-founder, Water Management, Inc.

Passionate about saving water and a longtime advocate for the environment, Russ Horner co-founded Water Management, Inc. (WMI) in 1980. As a water practitioner, Mr. Horner provides hands-on technical assistance and advisory services to domestic and international clients in the areas of water conservation, water demand management, water policy, and best management practices. He has been responsible for auditing, pricing, designing and implementing many of WMI's thousands of guaranteed savings programs over the past 30 years. In addition, Mr. Horner has assisted residential, commercial and industrial clients in developing strategies, analyzing and forecasting end use data to determine consumption patterns and forecasts for their specific geographical regions. Mr. Horner has also trained municipalities in developing capacity in water audits, leak detection, conservation techniques, and best management practices. Mr. Horner often consults with and advises fixture manufacturers regarding new government regulations and technologies. As President of WMI, Mr. Horner has been active in promoting public-private partnerships in water demand management activities for many years. Mr. Horner is also a Trustee for the AWWA’s Standards and Codes Committee focusing on Water Conservation.

Mr. Horner can be contacted at 703-370-9070 or russ_horner@watermgt.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.