Editorial Board   Guest Author

Mr. Ruggiero

Anders Ruggiero

President, Clefs d'Or Denmark

Anders Ruggiero is 35 years of age, based and living in Copenhagen. He has been married for 7 years and just received the biggest present of his life with his first-born child on August 14. Mr. Ruggiero has worked at two of the largest hotel properties in Copenhagen. He started his career as a Concierge more than 7 years ago, at Scandic Copenhagen, part of the Scandinavian hotel chain Scandic. There he learned the Concierge profession from some of the best concierges in Copenhagen. Last year Mr. Ruggiero started at the Tivoli Hotel & Congress Center, a part of Arp-Hansen Hotel Group, the largest hotel group in Copenhagen. The Tivoli has 400 rooms and room for more than 4000 congress guests. The hotel opened in August 2010 and links to the world famous Tivoli Gardens. At Tivoli Hotel & Congress Center Mr. Ruggiero had the challenge of opening the Concierge Desk. He has been working as Hotel Concierge and Chef Concierge for more than 7 years. Mr. Ruggiero became a member of UICH Les Clefs d’Or and became an International member in 2008. Since January 2012 he has been the President of the Danish Section. With passion, humbleness and great dedication towards his profession, Mr. Ruggiero sees possibilities in everything, not challenges.

Mr. Ruggiero can be contacted at 45-4487-0000 or president@concierge.dk

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.