Training Methods Used In Four Seasons - Assignment Example

Training Methods used for Managers and Non-Managers in Four Seasons Training Methods used for Managers and Non-Managers in Four Seasons The Four Seasons was designed and build in the 1960s by architect Sharp. The hotel was located in Toronto in proximity to the Canadian broadcasting Company (CBC). The executive vice president for human recourses at the time John Young saw a market niche of providing the CBC staff and guest with comfortable lodgings with a restaurant and a bar. It is apparent that privacy and comfortable physical spaces were provided. The impact of this led Sharp to develop more mid-sized hotels and resort branches of exceptional elegance. This paper discusses the types of training methods used for managers and non-managers in Four Seasons. We have different programs and types of training for the staff. One is an interactive training program that clearly makes the employees to be comfortable with the hotel environment. It is apparent that we have a variety of many interactive sessions. The employee is given an introduction to the hotel. Here he is shown the physical structures of the hotel so as to familiarize with the environment. The culture of property location is also made clear to the employee that we put up a hotel in a city that has long-term strong local economy, and that is a traveler’s destination that chooses top luxury hotels. Our selection is also based on the safety and expensive part of the city for the hotel. As for the resorts it is based on an appealing site and accessibility to recreational facilities. Also, we ensure our employees know that the design for the Hotels and resorts are created to be beautiful, comfortable and personal (Harvard business school, 2000). Additionally, we introduce our new employees to the philosophy that has been embraced since the start of the Four Seasons. The philosophy is that one should treat others as you would want them to treat you. The philosophy led as to concentrate on adaptive focused guest services and the best way to achieve that was by treating our employees well. We provide the employees with the essential things they require to serve our guest (Harvard business school, 2000). A system has been set up to ensure that they have the necessary feedback, information, training and development to enable them advance in their career if they wish to. It is evident that this keeps the employees motivated thus perform a very high standard service to the guest. We also ensure that the new employees get to know the other fellow colleagues. The impact of this is to embrace teamwork that is very essential in the running of Four Seasons Hotels and Resorts. We also introduce the employees with our corporate values that are core to our success in the hospitality sector. One of the values is of building communities through positive economic impact and empowering community goals. The other one is advancing cancer research through raising funds and creating awareness to the public. The third corporate value we hold is supporting sustainability. We are in the front line in the practices that conserve natural recourses and those that reduce environmental degradation (Four Seasons Hotel and Resorts, 2013). The employees who join the company undergo some introduction to the safety regulations that must be followed. One of the safety regulations we emphasize is to know all the entry and exit points in case of a fire emergency in the hotel. We also ensure that the worker know how to use the fire extinguishers that are located in various rooms and corridors. First aid is also key as every employee is trained on how to undertake one. We also ensure that an employee is aware of all the rules to be adhered to in terms of what time to report at work and the quality of work expected to be done. The Interaction Training Program also introduces the employees to the basic guest services are vital for the satisfaction of the customers. Communication skills are also shown in this program where the employees will obtain the technique to relate well with the guest of all types. The second training method is the Standards Training Program (STP). The program takes place on the first day of the job. We assign a trainer to show the new employee on how to do the job. The program entails practical activities in a specific department that the employee will be deployed. We encourage the trainer to be understanding and moderate in showing the employees the duties to be undertaken. The impact of this is evident as the employees end up being responsible. When all the skills are mastered, the standard test of the employees work is done to gauge the quality of work. We also encourage employees to ask questions to the supervisors so as to keep their work to the set standards (Four Seasons Hotel and Resorts, 2013). The third training program is Management Development Program (MDP). This training is specified for the managers as to their area of work and the needs of the hotel. The program is undertaken once every year. Management Development Program entails the skills and knowledge that is essential in managing the employees as per the Four Seasons Hotels and Resorts philosophy. The program also edifies the managers with the leadership skills that lead to development and maintenance of a productive team. The fourth training program is by use of a designated trainer. We encourage the best employee in the team to oversee the department and identify any problems, suggestions or complaints. The impact of the designated trainer is apparent as he knows all the people in the department and the current challenges that are arising. The trainer is efficient in terms of coming up with the solutions to the challenges and making the necessary changes. After making changes he is supposed to make a standard test so as to align with the policies of Four Seasons Hotels and Resorts. The designated trainer program motivates employees to be the best in their departments and work as a team in solving of solutions without the mangers being involved. Direct link meeting is one of the programs that we have embraced in the management of the various branches of Four Seasons. It is a plat form that we have set up to improve on the vertical communication in the company. The General Manager meets with the employees once a month. The meeting involves discussing of suggestions, changes and complaints. The direct link meeting enables the employees to bring forward their grievances and opinions thus they feel special in our company. We also have ESL programs. It is evident that most of our employees don’t speak English, so we have translated our introduction written material into 16 languages. As for those that would like to improve on their skills we have a computer based program. We have also put up bonuses, letters of praise and tips to inspire the employees. Also, we give our regular full-time employees life insurance at no charge, paid holidays and paid vacations so as they may get refreshed. In conclusion, it is evident that we care for our employee’s personal and career development. We have set up programs such as FSITP to create awareness to the employee about the new working environment. The Standard Training Program also has led to empowering the employees to do the best as per the standards set by the Four Seasons Hotel and Resort. We have also come up with motivation strategies to the employees by giving them bonuses, paid vacations and recognizing the employees of the month in various departments. As for those in the managerial position they are empowered through an annual training of skills on leadership and teamwork. References Harvard Business School. (2000). Four Season Hotel and Resort. USA: Harvard Business School. Four Seasons Hotels and Resorts.(2013). Impact Employee Handbook. USA: Four Season Hotels and Resorts. Read More