Workplace Training in Hospitality Sector - Essay Example

Skilled chefs and managers are in great demand. Managers require a huge range of competencies such as people management, viable skills, business insights, analytic skills, succession planning, and resource development to get success in this sector. In addition to that, employees are not enough trained in Business Etiquette, Courtesy, and Business Communication. Hospitality is all about handling people. So an employee must have the right attitude, tolerance, and listening skills to move up the hierarchy. There is still a long way to go to inculcate good public relations and interpersonal skills.

With the increase in competition due to the coming up of major players, the need to train employees has increased more than ever before. The major players are now strategizing to increase the turnover of the customers by training their employees on Communication, Dining and Business etiquette, etc. Some of the essentials required by this sector are:
- Good infrastructure,
- Trained trainers,
- Quality of content,
- Certification of training course,
- Effective Training evaluation.

While resources are the most important assets of an organization, particularly in the hospitality sector, they should be trained enough for handling any kind of situation. Most of today’s organization doesn’t provide training to their staff because of the cost and time constrain as they are unable to keep pace with the growing competition in the shorter term hence they do work with untrained workers. In the longer term this cost as the image of the organization and hence on their business.

To deal with the above situation, the organization needs to develop workplace training sessions for adults. There are some prerequisites before conducting the training namely identifying what exactly is needed, why this is needed and what will be the benefits for the same.

The following is the method for identifying the training need:
- questionnaires/surveys,
- Interview,
- Observation,
- Brainstorming,
- Performance appraisal etc.

Once this is done, there need to identify how the training should be conducted.

This will depend on various factors such as:
- Budget,
- Convenience,
- Training needs,
- Resource availability.

Training can be conducted as:
- On job Training,
- On-site Training,
- Off-the-Job Training,
- Off-site Training.

Once all these factors are analyzed, training can be initiated at the workplace.

Training is an investment for the long-term benefit of an organization so it’s become important to track how your investment is doing, whether it’s producing the desired results or not etc. Once an organization has implemented a training program it will hopefully strive to improve it. The first important tool to consider is the training feedback or evaluation survey. These tools should have enough information to be relevant and should be filled out anonymously by the training attendees. If there is criticism, turn that criticism into a positive and put forth the effort to eliminate the cause of the criticism. Once all these things are done, training can be evaluated statically to see whether it met the desired results or not.

While organizations spend significant amounts of money on training it’s become important to define metrics for evaluating the effectiveness of the training. There could be various ways for the same. Some are as:
- Reactions Level: This can be identified by the Body Language of the trainee their Responses and their participation in the training programs. The instructor is the main help in identifying the same.
- Immediate Outcome Level: Assessments are the best way for evaluating the same as the outcome of the same defines the success of the training program.
- Intermediate Outcome Level: This can be seen 2 to 3 weeks after the training. It can be assessed by organisation performance improvement.
- Ultimate Outcome Level: These are the long-term changes which define the ultimate results of training provided to the staff.