Monthly Archives: January 2012

Are You a Top 12% HR Organization?

HR Departments in the Top 12% know how to translate and integrate talent challenges to the overall business strategies of the business.

The other 88% of HR organizations? Still spend majority of their time on reactive activities and being bogged down.

Top HR organizations make a point of understanding the business challenges facing each Department. With the help of the management teams in each Department they structure onboarding and retention strategies, training, compensation, coaching and the motivational steps to keep the best employees.

Aberdeen Group ran a survey of 1300 business leaders. 6 of business leaders Top 10 challenges are work force related.

HR organizations at the top not only understand the business challenges of each Department, they also identify how to measure the ROI of all HR initiatives. Measurement drives the performance of any organization.

HR must continually be challenged, and challenge themselves to understand and measure the contributions from their efforts. When it comes to staffing, that means understanding the skill sets the organization is going to need going forward. Often those skills are different than exist now. Then HR needs to anticipate and recruit in advance.

The days of reactive HR Departments is rapidly ending. Reactive HR organizations will find their services sub-contracted out. Pro-active HR organizations that measure the impact of their performance on ROI will be in demand…and those HR people will finally start to get the respect and pay they deserve.

Building a Talent First Culture

People who run companies with a Talent First Culture make more money than their peers. Their businesses also are more successful.

We all know hiring and retaining top talent is the key to solving business challenges and building profits. But how and where to start.

Building a highly talented business culture starts by engaging your employees. Both management and staff level. All can contribute. It’s often amazing the insights various employees have on how to improve your business.

A key to any business is improving the processes used to run the business. The hotel industry is often slow to adopt and develop streamlined/new/better processes. Staff employees are often the key to identifying process improvements. They are familiar with the details of their jobs and departments.Often they have great ideas on how to improve the department while making their jobs easier, and themselves more efficient.

Companies with a Talent First Culture typically are innovative. Because employees are engaged they can be quick to respond. Innovation is concentrated first on improving revenues and profits. You can’t save your way to profitability. Innovate.

Improved processes and innovation lead to improved productivity and profits.

Companies with a ‘Talent First” mentality quickly become known for their agility to take advantage of opportunities. Agility also entails turning challenges to opportunities.

The beauty of a Talent First Culture? It starts with an attitude. Any business person can do it within the frame of their job. Changing a mindset and engaging employees doesn’t require capital or more staff…at least initially.

Anticipate Guest Needs, Then Personalize

Do you remember the last time your hotel anticipated a guest need? Which employee did the anticipating?

Does your blog feature the guest experience when a need was anticipated? Does your blog include guest comments, attributed to the specific guest? When the comments are negative do you identify how you have solved the issue for future guests?

Does your staff talk about ways guest and employee needs were anticipated every week? How much staff meeting time is spent talking about anticipating guest and employee needs?

Does your hotel track when guest needs have converted into additional revenue? How profitable those incremental revenues were?

Hotels that provide great guest service are more profitable. They also anticipate guest needs to minimize “surprises.”

Have a success you would like to share?

Getting Personal with Your Communications

We hear a lot about the importance of appealing to the personal interests of your audience when using Social Media. Isn’t it just as important in all aspects of communications…marketing materials, PR, job postings, internal bulletin boards, emails, etc?

All communications need to be narrowed to the exact audience you are trying to reach.

Big companies use ‘landing pages’ in social and electronic media to guide users to those sections that appeal most to the user.

Each of us need to do the same thing when we communicate. We are in the employment business. We see many companies writing very broad based ads when they have specific skill sets they need. Then they wonder why most of the candidates that apply are unqualified.

Identifying the right audience is critical. I talked to F&B Director at hotel that has outside entrance for their outlets. They have email lists of local customers that frequent each restaurant and lounge. Each week they go out with a very short email telling customers what is going on in the outlet they frequent most, with links to their blog about what’s happening in other outlets. Then they write something similar for their blog. Last they prepare a simple 8 1/2 x 11 flyer to distribute at the Front Desk when guests sign in for the weekend. That sheet describes what is happening in each outlet. Four different communications, but all with similar information so preparation is quick.Results? Sales for 2011 in F&B outlets were up 40%.

What can you do today to better target your communications to make your job easier? (And ‘wow’ your boss?