Human Resource Development in Hotels

This assignment delves into the importance of human resource development (HRD) in the hotel industry. It emphasizes the need for attracting skilled talent through effective training programs and identifying individual competencies to match them with suitable job roles. The paper also highlights how HRD initiatives can help employees adapt to organizational changes, new technologies, and improve overall performance levels within hotels.

Human Resource
Development
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of learning curve and its importance on transfer of learning........................................2
1.3 Contribution on learning styles and theories while planning or designing a learning event. 2
4.1 Role of government in training, development and lifelong learning.....................................2
4.2 Development of competency movement and its impact on public and private section.........3
4.3 Contemporary training initiatives..........................................................................................3
TASK 2............................................................................................................................................4
2.1 Training requirements for the staff at various levels in Sun Court Ltd.................................4
2.2 Various advantages and disadvantages of training methods.................................................5
2.3 Systematic approach in order to plan training and development for different training events
.....................................................................................................................................................6
3.1 Evaluation of training events with the help of suitable techniques.......................................7
3.2 Evaluation of training events.................................................................................................7
3.3 Success of evaluation method used.......................................................................................8
CONCLUSION................................................................................................................................9
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INTRODUCTION
Human resource development plays an important role for the growth of the organization.
The report makes a comprehensive discussion regarding different learning styles and learning
curve. It will also make discussion regarding contribution on learning styles and theories while
planning or designing a learning event. It also discusses, development of competency movement
and its impact on public and private section. In the end, evaluation of training events with the
help of suitable techniques will also be assessed.
TASK 1
1.1 Different learning styles
The learning style of each and every individual may differ based upon the skill set or type
of behaviour carried by a particular individual. Hence, there are seven types of learning styles.
One may be able to understand a particular concept in one manner. However, it cannot prove to
be effective for the other one. In such cases, the tutor or trained must be aware of all types of
learning styles and adopt as per the requirement of the audience and learners. These are: Visual: In adoption of this type of learning style, the trainer opts for pictures, images and
other spatial understanding so as to teach a particular concept (Knowles, Holton III and Swanson,
2012). Aural: This skill is related to preference of sound and music made by the trainer for learners. Verbal: Trainer tend to prefer words, both in the form of speech and writing so as to teach a
particular concept to the learners. Physical: Learners prefer for the use of hand, body and sense of touch for trading the
employees of a particular company. Logical: Logics, reasoning and systems are used to teach the concept in a mathematical
manner. It is considered to be an effective approach of training. Social: People or groups of people are collected together in such a manner that learning can
be effective and output can be unmatchable. It has been ascertained that learning becomes
easy when accepted in group or through group discussion.
 Solitary: There are certain people whose learning is quite effective only when they are alone
or through self-study. It helps in ensuring that all the concepts are being grabbed by them in
the most effective manner.
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1.2 Role of learning curve and its importance on transfer of learning
Learning curve is considered to be the graphical representation of how the learning gets
increased with adequate experience Learning is measured at vertical axis and experience is
measured at horizontal axis. It is generally adopted in two basic ways. The first is when same
type of task is repeated in a series of trials and where the body of knowledge or related concept is
grabbed over a period of time. As an employee, it takes time to understand that how a particular
task is conducted. In such cases, the amount of time they have spent on the floor plays an
important role. As and when time passes, he / she tends to learn the process and can apply it
effectively at the workplace (Briscoe, Tarique and Schuler, 2012).
Learning curve plays an important role in depicting cost per unit of output over time. It
also helps in forecasting of cost, planning and scheduling logistics for the company which are
required to be known to the strategy makers of the organization. Hence, it can be stated that,
learning curve is an important aspect to be ascertained time to time while transferring knowledge
to the employees. Steep learning curve represents that an individual is taking high initiatives for
gaining gain lot of knowledge in short time span. It can be utilized for evaluating workers ability
to produce effective outcome by completing specific activity. By developing the understanding
about different learning styles the human resource manager in Sun Court Ltd can formulate plan
and make proper training arrangement for employees.
1.3 Contribution on learning styles and theories while planning or designing a learning event
Learning styles and theories plays an important role in ascertaining that what type of
knowledge is required to be transferred for a particular set of learners. It also plays substantial
effective role is assessing the learning abilities of learner. Preparation of assessment also
becomes easy with the increasing rate of training session given to the employees. Leering style
have impact on the overall development of the company as well. Based upon the learning curve
of each employee prepared helps in assessing the roles and responsibilities. Learning theories
and styles provide conceptual structure that assist person in achieving their learning objectives.
Learning theories and styles provide an organisation with various techniques of transferring the
knowledge and power.
4.1 Role of government in training, development and lifelong learning
A vital role is played by the UK government to ensure that adequate training has been
provided to the employees before they start working with some organization. Training and
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activities are provided to the potential employment of people so that maximum level of
performance can be attained from their side. It is basically provided to the people who are going
to indulge in some kind of manufacturing process. The ministry is involved in aiding such types
of organization for development of Human resource industry. Proper learning and guidance is
ensured by the government using resources in maximum capacity and convert the unskilled set of
labour in skilled one. Arranging sessions for them for long run as well as short terms helps in
gathering the best skill set for private companies who may not be able to afford training sessions
for them (Bratton and Gold, 2017).
These training sessions help in providing best results to the companies so that they can
provide the best to the ultimate consumers of the hotel. The scheme has been introduced by
regulatory bodies so that unemployed can get employment through the new skill that has been
learnt by them in training sessions. The model has also been able to generate opportunities for
Sun Court hotel in attracting skilled talent to the organization in a cost-effective way. Based
upon the requirements of hiring, employment can be extended to these candidates.
4.2 Development of competency movement and its impact on public and private section
Competency refers to ability hold by an individual to accomplish a particular job.
However, in order to possess the same, it is required that the individual have adequate
qualifications to fulfil the requirements of the pre-requisite jobs. An adequate impact of
competency movement can be stated on both public and private sector companies. There is
increase in intensity and level of competition. This situation has arises due to advancement in
technology and increase in demand. Globalization is another factor that has given rise to stiff
competition. This factor has positive as well as counter impact on the growth and routine
activities. Positive effect of competency movement is that it has provided organisation an
opportunity to improve their business performance. It has encouraged firm to facilitate
innovation and develop uniqueness.
Great effect on the competition in the market. Competition has both positive and negative
effect on the growth and routine activities of firm. Organization are adopting effective
techniques, procedures, plans and policies in order to gain competitive advantage. These
activities assist business entity in improving as well as maintaining their performanceIt is
important for the management to understand the requirement and qualification of skilled worker
and an unskilled worker. It is difficult for the organization to train the untrained ones as it may
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lead to disaster of loss of life and property for the management. Hence, it becomes import to
know individual competency and then decide that to which job an individual is actually fit for.
These strategies will also help in ensuring that Sun court hotel so that it can save the service from
getting collapsed and ultimately the best possible skill set can be hired for the organization. It
helps the employees as well in growing in the sector in which they can give their best and
department may also feel valued of getting a skilled and furnished talent for the company.
If in case, after being skilled, the level of productivity of a particular worker is low,
inefficient and takes low initiatives, there are different learning patterns that can be adopted by
the organization so as to attain the best out so a particular employee, in a well-defined manner. It
helps in developing competency in them. High standard of competency is required s as to serve
the requirements of both public and private sector demands. High competition in public sector
demand and rigorous training session organized for them can make the employees more
competent of the job and they can help the organization in gaining g best possible productivity
(Daley, 2012).
4.3 Contemporary training initiatives
Sun Court hotel have to have higher dependence on Human resource management team of
the company so as to attract right kind of Talen towards the organization. Hence, the HRs of the
company must have appropriate set of skills that can help in hiring effective talent. It ultimately
helps in achieving goals and objectives of the company. They also play a substantial role in
expansion of the business as well. Development of skills and expansion of workable culture I
the environment helps in retaining staff members for longer period of time. It becomes important
for the government as well to train people and provide appropriate and skilled people for job. UK
has been able to launch contemporary training system which helps in development of skillet in
faster and effective manner. There are numerous training and development methods as well as
procedures has been provided by legal authority. Different training camps and events has been
organised by legal authority, which has provided employees an opportunity to develop various
skills and enhance their knowledge. The main intention of government behind training program
me is to reduce the employment rate, reducing poverty, attaining stable position and economic
development of the country. Legal authority has also provided financial assistance to private as
well as public companies in order to help them in improving human resources practices. Some of
the services that are generally provided by the private agencies are as follows:
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 Providing adequate guidance to the business network
 Planning the training events in such a manner that adequate output from it can be generated
from the staff (Cascio, 2018).
 To create skilled workers or a workforce for both public Nd private sector organizations.
 Developing appropriate set of skills in HR professionals
Savour of both employer and employee ease are certain services that are generally extended
by UK regulatory bodied in the favour of employees in the companies.
TASK 2
2.1 Training requirements for the staff at various levels in Sun Court Ltd.
Training requirements are not similar for the organization at various levels of the
organization. Moreover, the similarities at various levels are not similar and hence can
differentiate as per the levels of an individual. It plays an important role in fulfilling the
requirements and objectives of the organization. Training is an important aspect that helps in
bridging the gap between what skills are actually required by the individual and what are
possessed by them. There are certain main elements that are required to be possessed in the
operational requirements of the organization which arises the necessity of training. The three
types of training requirements are: Organizational needs: It has direct relation to competency of the people in jobs. Employees
must be aware of their own job requirements and must also have knowledge regarding
objectives of the company so that training can be given to them accordingly (Buller and
McEvoy, 2012). It Occupational needs: The necessity of the training arises as per the knowledge skills and
attitudes of staff members of Sun court hotel. Example for the same can be word processing
skills and typing requirements of the typists.
 Individual: It is the requirement that is directly related to individual job holders. The
managers are also in requirement of the training so as to achieve the goal of enterprise as
well as the individual requirements as well. In such cases, training requirements arise for
team leads as well which can help in serving the necessity of effective decision making so
that objective of the organization can be fulfilled.
Hence, in such cases, training decision is required to be taken so as to improve the power and
responsibilities of the individual. It helps in communicating current change and making them
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well versed regarding new technology that must have been adopted by the company for its
growth. Training is the responsibility of every individual apart from team manager so as to
develop adequate skills ensuring that appropriate skill seated upon the sessions' is possessed by
each and every individual present in the organization. The requirement for training can be quite
different based upon session’s responsibility. Top level management: At this stage of employment, training is required to be placed for
those who already have been in the industry for many years. Their main role is to ensure that
appropriate strategy is built for the organization I such a manner that growth can be promoted
within the organization. Middle level management: These are the main level of the organization who are the makers
and breakers of the organization. These are the people who are at the actual stage of
performing functions of the organization. In such case, any change that is brought to the
technology or any other functioning of the organization, it becomes important to give training
sessions to them for brushing up their skill set (McKenzie and et.al., 2012).
 Lower level management: These are the people who are in direct and intensive requirements
of training. These people are generally in manufacturing practices or may have to produce
the service that is directly required by the client. In such cases, training sessions must be
organised in adequate interval so as to ensure adequate skills are possessed by them so as to
fulfil the requirements of their job.
2.2 Various advantages and disadvantages of training methods
In order to fulfil the requirements of Sun Court Hotel, there are various advantages and
disadvantages that are directly relate and the employees end to it. Various types of ventures are
listed as under: On the job training: It is considered to be the most effective method that can help in guiding
and training the individual during his / her job period only. The method is considered to be
quite cost effective as separate training sessions are not organized. However, the process may
be monotonous for them as they may not be able to learn too much through this. The process
may not be effective to measure the performance of employees when they are at job. It is a
quick learning process with increased productivity and systematic way of learning. The
method is inclusive of teaching techniques that may not be possessed by each employee at
the senior level in the organization (Vahlne and Johanson, 2017).
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 Induction training: It helps in making the employees adequately skilled to fulfil the rules
and regulations of the enterprise. It is considered to be one of the most important and and
basic model of training that is generally adopted by the organization. It helps in fulfilling the
company’s expectations in the most appropriate manner. The high dependence can be found
on rhea nature of the business that is actuary conducted by the enterprise. The main
disadvantage of this method is that it can lead to reduction in staff retention that can result in
loss to the company as they need to induce new employees in consecutive durations.
 Health and safety training: It helps in working for the health and safety of the workers so
that they can be saved from any type of unwanted disaster in the form of accidents, fire, etc.
It helps in motivating the employees to have a safe working environment with the help of
training. It helps in reduction of cost and risk that is required to be managed by the
management through effective training techniques.
2.3 Systematic approach in order to plan training and development for different training events
A systematic approach of training consists of different stages. The first step is to deify the
aim of the enterprise and generally las step is related to implementation of training program that
is being developed by the management. For the present Sun Court Hotel, the plan for training
event can be prepared in the following manner:
Aim of the organization: The main aim of Sun Court Hotel is to increase its revenue and profit
ratio to an extent that it can help in earning highest market share in the hospitality industry. In
order to reach to this height, the organization is continuously involved in providing quality
services to its customers (Berman and et.al., 2012).
Strategy to design training sessions: The hotel is involved in designing training sessions for its
employees who belongs to different departments. Based upon their performance in the sessions,
their responsibilities are decided.
3.1 Evaluation of training events with the help of suitable techniques
Evaluation plays an important role in training sessions as it assists in understanding the
effectiveness of training sessions and ensure that whether the objectives of training has been
achieved by the team or not. There are various methods based on which it can be evaluated.
Based on the performance of staff, it can be ascertained that whether it has been improved or not.
Assessing their performance helps in ascertaining that whether there is any requirement to come
up with more training sessions on the stated topic or not.
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In case of Sun Court Hotel, human resource manager is responsible for evaluating the
effectiveness of staff and thereby staff members. The data and skill set performance is compared
of the present one with that of historical data. The manager can opt for analysing the
performance of staff which were involved in training sessions. And collect feedback from their
side. In order to collect a quick feedback on the same, questionnaire method is generally adopted.
Interview method can also be performed by the managers for detailed discussions. Based on the
data collected and possessed skills set of the employees, team evaluation sheet is prepared which
further helps preparation of further training plans.
Questionnaire method- This technique can be utilized for seeking feed back or suggestion
from customers. Comments given by service user help management in identifying the need of
training by workers.
Feedback from management-The mangers observation on the execution, betterment and
contradictory issuance of employees. Management feedback will help worker in improving their
level of performance within an enterprise.
3.2 Evaluation of training events
There are various steps that can be adopted for evaluation by the human resource team.
The certain steps that are are generally adopted are as follows:
Satisfaction and participation reaction: It is importation to ascertain prima facie reactions of the
employees who have been involved in training sessions. It helps in ascertaining that whether the
sessions are effective or not. It also helps in preparing an assessment of trained in detail as well.
It has been found that the involvement of employees is quite positive in case of Sun Court Hotel.
Knowledge Acquisition: It helps in making an assessment of knowledge power of the staff
members by making the session interactive and asking them questions regarding what was
actually taught in the session.
Behavioural application: It is also considered to be a substantial part of training program. The
change in behaviour of staff members regarding one or the other task help in ascertaining any
type of improvement taken place in working procedure.
Measurable business improvement: It becomes important for HR to ascertain the changes and
improvement that could have taken place within the employees through observation of the
performance of staff members. Provide adequate guidance to the workers in such a manner that
maximum amount of profitability can be attained by the organization through the same.
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Guidance to workers. It helps in increasing the overall profits of the organization. Moreover,
feedbacks from the side of customers can also help in drawing adequate results regarding the
performance of employees after training has already been given to them (Brewster, Chung and
Sparrow, 2016).
Measuring performance with benchmark: In the end, sun court hotel, it is important for HR
team to ensure that results are actually being achieved by the employees and thereby by the
organization as well. It helps in ensuring that the heals that were framed by the organization has
been achieved or not. A high standard can also be set by the organization comparing the training
session achievement and potential of employees in comparison to the previous one.
The above mentioned can be effectively followed for the overall betterment of the
organization. An effective evaluation of results can help in achieving higher profits for the
company.
3.3 Success of evaluation method used
There are different approaches that are actually followed by the organization in order to
evaluate training aspect of the organization. It is required to be well structured in such a manner
that best output can be attained out of it. Training session must be considered as a collective
activity which is required to be carried out by management level and working staff together. It
helps in improving the skills in such a manner that it can help in acquisition of knowledge to the
maximum level. hence, it becomes important to ascertain and measure the knowledge that has
been acquired by the employees through the training sessions attained by them. It helps in
understanding that what changes can be brought in achievement of objectives of the organization
through the knowledge being collected from training program. Since, it is a tool of improvement,
there is a specific process that is required to be followed by the Human Resource Team to
ascertain that has been brought in knowledge aspect of hotel through training sessions being
given to them. Adequate guidance can help in enhancing the overall learning process in such a
manner that overall business objectives can be attained effectively. It also provides adequate
opportunities to the employees to enhance their knowledge base regarding the subject matter
(Jiang and et.al., 2012).
Hence, it can be stated that training sessions not only help in fulfilling the requirements of
the organization but it plays a substantial role in development and growth prospects of individual
employees as well. Questionnaire method used for measuring the effectiveness of the training
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method has helped an organisation in identifying the area of improvement and recognising the
techniques which can be used by the firm for brining change in particular field. Management
feedback will help worker in improving their level of performance level.
CONCLUSION
In the end, it can be concluded that, it is important to ensure that human resource
development is an important aspect to be considered in so as to attract right kind of talent
towards the organization. training sessions help in providing best results to the companies so that
they can provide the best to the ultimate consumers of the hotel. It becomes import to know
individual competency and then decide that to which job an individual is actually fit for. Training
decision is required to be taken so as to improve the power and responsibilities of the individual.
It helps in communicating current change and making them well versed regarding new
technology that must have been adopted by the company for its growth.
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REFERENCES
Books and Journals
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2012. The adult learner. Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
McKenzie, L. M. and et.al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total
Environment. 424. pp.79-87.
Vahlne, J. E. and Johanson, J., 2017. The internationalization process of the firm—a model of
knowledge development and increasing foreign market commitments. In International
Business (pp. 145-154). Routledge.
Berman, E. M. and et.al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
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