Editorial Board   Guest Author

Ms. Apke

Marie Apke

Chief Operating Officer, Bensinger, DuPont & Associates

Marie Apke is Chief Operating Officer of Bensinger, DuPont & Associates (BDA), a leading EAP that promotes healthy outcomes for the workplace, employees, individuals and their families. Ms. Apke is a NAADAC Certified Substance Abuse Professional (SAP), Licensed Clinical Professional Counselor (LCPC), a Certified Employee Assistance Program Professional (CEAP), an International Certified Compulsive Gambling Counselor (ICCGC), a Certified Compulsive Gambling Counselor (CCGC), and a Certified Problem and Compulsive Gambling Counselor (PCGC) with extensive training in the diagnosis, referral and treatment of addictive illness, including those of alcohol/drugs and problem and compulsive gambling. She has extensive experience in establishing and implementing EAP policies and programs. Ms. Apke has developed a network of both Associate and provider staff on a nationwide basis and is responsible for monitoring and evaluating the quality of care for assessment, referral and treatment. She believes the possibility of change and the potential that EAP has in influencing change. BDA is one of the ten largest EAPs in the nation, serving approximately 10 million lives. The firm’s diverse offerings, flexibility, and case management approach ensure an individualized experience for its customers. To view Stressed at Work: What We Can Learn From EAP Utilization please visit: http://www.bensingerdupont.com/images/contentfiles/BDA_White_Paper_2013.pdf.

Ms. Apke can be contacted at 312-726-8620 or marie.apke@bensingerdupont.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.