HR
vjayala
traning_8.pdf
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 1 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
Search Hozpitality Plus- Dedicated Hospitality Networking group Search
Join for FREE Log In again
Home Getting Started My Page Members Reviews Interviews Discussions Blogs Groups Events Photos Videos Top Jobs Latest News Hotel/Travel Bookings Suppliers List Advertise with us Leaderboards Awards -2016 Awards-2015 Kids Mega Fest- 2015 Kids Mega Fest- 2016
All Discussions My Discussions Add
10 best practices for Training needs assessment Posted by Roger Christie Ghirawoo on January 22, 2011 at 16:51 in Knowledge related View Discussions
Given the specialised and dynamic nature of functions in the Hospitality industry, what in the minds of Human Resource Development practitioners would be the best practices intraining needs assessment in 2011? Please walk us through your concept from entry level through to the pinacle of employees' careers. Please also discuss how you engineer the interlock between training and performance management.
I shall reserve my own for the moment, to allow for object approaches to this discusssion.
Like 0 members like this
Share Tweet Facebook
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 2 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
Views: 1048
▶ Reply to This
Replies to This Discussion
Permalink Reply by Edwin H. Calawod on January 22, 2011 at 22:44
As the hospitality industry feels the increasing demands of a dynamic and competitive business environment, this same pressure is felt by members of the staff as the pace of change gets faster. This underscores the need for effective training and development programs.
Foremost, training should provide a balance between the short and long term needs of the organization.
But more importantly is the realization that training and development is the basic responsibility of the line heads. Thus, the line heads should partner with the HR organization in identifying training needs that may be addressed by the appropriate training programs.
Following are the basic principles we use in determining training needs and developing training programs:
Training Needs Analysis should be a consultative process that is heavy on consultation.
Training needs are determined from consultations with line heads. Line heads should be able to determine performance and competency gaps as well as other expectations from their staff members and these are used as inputs in defining and developing training requirements.
Line heads are encouraged to partner with HRD in shaping development plans for the team and individual members. This responsibility is underscored during performance evaluation where weaknesses should be seen as areas for improvement and communicated to the staff member and HRD for intervention. During the performance appraisal, line heads are required to assess their subordinates’ strengths and weaknesses and recommend possible interventions. These are inputs that form the basis of employee development plans, a big component of which is training.
Training programs are linked to corporate goals.
At the corporate level, training needs are determined from medium term plans of the company, including corporate programs.
Training is an effective intervention for change.
Working on the principle of sharing a common vision, staff members needs to internalize the vision, mission and objectives (VMOS) statements of the organization.
Training supports career development and succession planning.
Training programs (on-the-job training) are put in place for new / newly-transferred staff members as well as those who need new competencies for promotion or re-assignment.
0LikeLike
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 3 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
Similarly, there needs to be a supervisory development program which will prepare potential staff members with the knowledge and skills necessary to lead others. This is part of Succession Planning, as it prepares high potentials for higher responsibilities.
Learning is the responsibility of the individual.
We believe in presenting opportunities but it is up to the individual to take advantage of these. While it is the line head’s role to encourage, even mandate attendance to required courses, it is still the staff member’s choice to maximize his learning through active participation.
Finally, we work on a training framework that ensures that the key development and training needs of the different groups / levels of staff members are addressed. Training programs may be categorized under the following:
General education - The orientation for new staff members falls under this category. It is aimed at introducing them to the vision, mission, objectives of the hotel; and the company policies and benefits. Aside from this, we encourage the line heads to conduct an office orientation. General education also includes customer service excellence, teambuilding, and other soft skills trainings. Safety education is an integral part of the general education program, focusing on safety procedures and guidelines. Apart from the orientation on safety procedures, an evacuation drill is likewise carried out to reinforce safety practices.
Supervisory / Management development - Under this category, training programs are designed to prepare staff members for the responsibility of leading people. Ideally, this is composed of behavioral modules; the basics of planning, organizing, leading, and controlling; problem-solving and decision-making; and performance management.
Skills-based / Process-based training - Done at the department level, trainings and/or learning sessions are carried out regularly to refresh staff members with the processes / procedures and policies. Skills (or technical) training are specially required when new systems are implemented.
▶ Reply
Permalink Reply by Daudi Nyambu Mtuacha on January 23, 2011 at 13:31 This is absolutely wonderful. We are sharing the same experience Edwin.
▶ Reply
Permalink Reply by Krishna Kumar Neupane on January 23, 2011 at 15:13
Training gives knowledge, confidence and quality which lifts up a performance of an individual and a company can achieve it's target easily. therefore if a company wants to see the quality management performed by the staffs then they most believe in this principle and should focus on interlocking between training & performance management.
Thank you
▶ Reply
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 4 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
RSS
Welcome to Hozpitality Plus- Dedicated Hospitality Networking group
Join for FREE or Log In again
Or sign in with:
Adverts
To advertise contact:- [email protected].
International Jobs Reservations Manager
Guest Service Agent - English/ Arabic Speaking
Waiter/ Waitress
Executive Secretary (Arabic, English)
Life guard
Guest Service Agent
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 5 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
Assistant Housekeeping Manager
Bakery Chef
Room Attendant
Shisha server
Driver Cum Salesman
Asst. Laundry Manager
Admin Executive
Assistant Sales Manager - UAE Hotel background
Assistant HR Manager
Room Attendant
Front Office Manager
General Manager/ Hotel Manager- Kampala, Uganda
Receptionist
Spa Attendant (Female)
More…
Canadian Jobs Work and Travel program across Canada
Line Cook
Culinary Team- Ontario
Clubhouse Maintenance & Custodial- Ontario
EXECUTIVE SOUS CHEF- ONTARIO
Line Cooks- West Kelowna, BC
Hair Stylist
Front Desk Agent Night Clerk: Russell Inn
Room Attendant: Russell Inn Housekeeping
Server
Storefront Employee: Tim Hortons
Night Watch Security: Russell Inn
Esthetician
Cook
Cooks, Banquet Chef, Banquet Cooks, Pantry Cooks
F&B Server
3/22/16, 10:55 AM10 best practices for Training needs assessment - Hozpitality Plus- Dedicated Hospitality Networking group
Page 6 of 6http://www.hozpitalityplus.com/forum/topics/10-best-practices-for-training
Food and Beverage Manager
Sales Representative
Recreation Coordinator
Food and Beverage Manager
More…
© 2016 Created by Raj. Powered by
Badges | Report an Issue | Terms of Service
Log in again to chat!
