People
Recruitment.
HRIL seeks out our associates via in-house recruitment activities, third party executive search firms, through local and regional awareness due to our longevity within the market, key contacts with local universities and their alumni outreach programs and through the administration of an internal corporate referral incentive for management level positions.
Orientation.
HRIL ensures that all team members receive excellent orientation tools beginning with new hire training, checklists, shadowing programs as well as the various brand required trainings. HRIL encourages its associates to grow within their roles and contribute to the company's profitability.
Training.
HRIL employs a full time corporate trainer based in New Orleans, LA as a supplement to the individual brand required training. This trainer promotes topics such as etiquette, exceeding customer expectations, leadership and succession planning.
Opinion Survey.
A company-wide survey is conducted annually at all hotels. Results are bench-marked with industry leaders to include action plans implemented to promote high associate morale.
Health and Wellness.
HRI holds health and wellness fairs once a year to promote seasonal health opportunities (such as flu shots and fitness center discounts where available) to blood pressure and cholesterol screening as well as support tools/instruction on smoking cessation. These programs are designed to address our associate's needs.
Benefits Package.
All associates are invited to participate in the company benefits programs including: Medical, Dental, Vision, Life and 401K. The benefits package is rebid annually to secure best pricing.
Wages.
An annual wage analysis is completed for all positions based upon performance and planned through the budget process.
Review.
All associates receive a ninety day review to ensure the company is supporting their needs in order to deliver the expected results. This review is followed by an annual formal review and any coaching, counseling or disciplinary action that may be required. Evaluations for succession planning within the company are designed at this time. HRIL promotes the use of performance improvement plans.
Recognition.
By peer nomination, each hotel nominates an associate of the Month from front line and heart of the house candidates. Managers are also selected and recognized quarterly. In finalizing the year, an employee and manager of the year are nominated and rewarded.
Committees.
Associates develop and manage in house initiatives such as CARE, which stands for Caring, Attentive, Responsive, and Empowered in order to promote a commitment to total service quality that equates the brand personality.
Incentive Program.
HRIL provides a true best in class pay for performance program for hotel Executive Committees, department level and mid-level managers as well as locally administered plans.
Community Participation & Charitable Commitment.
Investment in the community around us is a key component in our success. Each hotel has local outreach efforts they support in conjunction with HRIL's preferred organizations such as the Susan G. Komen foundation, Children's Miracle Network, Ronald McDonald House and the American Red Cross.
Retention.
HRIL conducts annual associate reviews that includes both job training and succession planning to aid in career path development. HRIL offers an education tuition supplement plan for all associates who are interested in improving their job skills. Quarterly instructional courses are offered by HRIL's corporate trainer to ensure motivation, efficiency and effectiveness. HRIL's philosophy is that its best investment is in its associates.
