Editorial Board   Guest Author

Mr. Baker

David Baker

Vice President of Sales & Business Development, Servion North America

David Baker serves as the Vice President of Sales and Business Development for Servion North America. He brings with him over 16 years of experience in selling contact center solutions primarily focused around IVR, CTI, and Speech Recognition. He is an experienced sales executive who is focused on driving profitable revenue growth and increased market share for Servion in North America. Mr. Baker brings a hands-on, action-oriented sales approach to Servion. He has a keen ability to build and lead effective and motivated sales teams that produce consistent revenue growth. While Vice President of Sales at Envox, Mr. Baker was instrumental in taking the company to profitability after having sustained large losses in previous years. This turnaround was a key contributor to the successful sale of the company in 2009 to Syntellect. Since joining Servion in August 2010, Mr. Baker has produced record sales for the North America Enterprise Business Unit. He was recently awarded the Leadership Excellence Award in 2011 for his strong leadership and outstanding contributions to Servion. He has also been featured in industry articles pertaining to the latest trends and solutions in contact centers. Mr. Baker holds a Bachelor of Science degree in Business from Bridgewater State University. Servion excels in delivering CIM solutions and applications for contact centers, enhancing customer interactions via the phone, email, chat, and social media. For more information visit www.servion.com

Mr. Baker can be contacted at 508-634-6787 or david.baker@servion.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.