Factors That Determine Happiness Among Hotel Marriott International's Employees

The assignment content discusses Hotel Marriott International's approach to employee training and development. The company uses a range of techniques, including quality improvements, performance enhancement, and labor turnover reduction. Training events are also designed to boost employees' confidence and recognition from management. The role of government in training, development, and lifelong learning is also touched upon, highlighting various initiatives introduced by the UK government for managing human resource development.

Human resource development

TABLE OF CONTENTS
Introduction....................................................................................................................................................1
Task 1 Understand different learning theories and learning styles................................................................1
1.1 Compare different learning styles........................................................................................................1
1.2 Explain the role of learning curve and the importance of transferring learning to the workplace......4
1.3 Assess the contribution of learning styles and theories when planning designing a learning event....5
Task 2 Be able to plan and design training and development........................................................................7
2.1 Compare training needs for staff at different levels in Hotel Marriott International...........................7
2.2 Assess the advantages and disadvantages of training methods used in Hotel Marriott International. 9
2.3 Use a systematic approach to plan training and development for a training event............................11
Task 3 Be able to evaluate a training event.................................................................................................12
3.1 Prepare an evaluation using suitable techniques................................................................................12
3.2 Carry out an evaluation of training event...........................................................................................13
3.3 Review the success of the evaluation methods used..........................................................................13
Conclusion...................................................................................................................................................14
References....................................................................................................................................................15

INTRODUCTION
Human Resource Development is concerned with the continuous improvement in human
resource management and this also aids in increasing efficiency of employees. The present
research report has been made on Hotel Marriott International which is being involved in
continuous improvement of human resources so as to facilitate growth and success. Thus in
context to that, different learning styles have been stated along with the role of learning curve
and theories of planning and designing learning event. Furthermore contribution of different
learning styles and importance of transferring learning at the workplace is also discussed in
subsequent research study. Training is considered as the one of the most crucial aspect of human
resource development since it aids human resources to increase efficiency level with numerous
tools and approaches (Eisele and et.al., 2013).
TASK 1 UNDERSTAND DIFFERENT LEARNING THEORIES AND LEARNING STYLES
1.1 Compare different learning styles
Explain what is meant by learning styles
Learning styles are useful for the purpose of encouraging the efficiency of individual at
workplace and through this; the current level of understanding and ability level can be identified.
(O’Grady, 2013). These are the generalized styles that have been working in different levels and
many people at workplace also find these styles as efficient for knowledge and capability
enhancement. Amongst these styles, it is evident that some people learn with verbal tools and
methods whereas some increases their learning level by other methods.
Briefly explain learning styles and theories
Honey and Mumford style
Honey and Mumford style is also the other example of learning styles in which it is stated
that how learners usually develops learning level in different ways. The categories are
differentiated in numerous ways such as activist, pragmatist, theorist and reflector.
 Activist are those people who learn usually many things by doing it and they need to get
their hands dirty so as to do the work in concentrated manner (Leadbeater, 2000). These
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learners usually have open minded approach to learning and they involve themselves
fully in identifying new things in order to enhance the degree of experience.
 Theorists are those learners who comprehend things behind the actions and they also
need models and concepts to engage themselves in learning process. They usually prefer
to analyze new things and information for developing logical thinking.
 Pragmatist increases their learning level by applying the knowledge in practical actions,
they usually learn through making experiments on different aspects. These types of
learners get the things done in proper manner for exploring new ideas and information.
 Reflectors are also the other type of learners that usually learn things by observing and
thinking about what happened (Bagshaw and Bagashaw, 2002).
Myers- Briggs
Hence from the discussion, it is clear that all the above mentioned styles are useful for
different purposes and as per the requisites, styles can be applied in practical terms. Apart from
this, Myers- Briggs learning indicators are also discussed:
 Extroversion: Through this learning style, learner focuses outwardly and tries to gain
energy from others.
 Introversion: These learners emphasizes inwardly and they gain energy from cognition.
Learners also speak less while acquiring training and comprehends more.
 Sensing: Here the main focus is being paid on the five senses and experience.
 Intuition: People focuses on many possibilities due to having sense of bog pictures
(Bennett, 2006).
 Thinking: Learners mainly focuses on objective, facts, effect and causes.
 Feeling: Here learner focuses on subjective meaning and values so as to manage their job
roles in effective manner.
 Judgment: Here an individual focuses on time element and planned decisions which are
must for learning and development.
 Perception: Focus is being paid on oriented decision making.
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Kolb's learning style
All the mentioned theories are suitable for these four learners; however another learning style
can also be adopted in the same case that is of Kolb's learning style:
 Concrete experience: A new experience of situation is encountered, or a reinterpretation
of existing experience.
 Reflective observation: People learn through observing others and they also develop their
own ideas and views (Freeman and Ceriello, 2011).
 Abstract conceptualization: People considers modifications in existing ideas for
comprehending actual situations.
 Active experimentation: Learner applies concepts practically so as to seek desired
outcomes.
Use of any of the above to compare the learning style of 4 people
There are numerous styles through which learning of individual can be augmented such
as visual, aural, verbal, physical, logical, social and solitary. These different styles should be
properly used by the learners so that knowledge level and learning type can be encouraged in
suitable manner. As per the present case, four learning styles are stated here which different
learners could adopt for managing their growth aspects.
 Visual: Learner in this style can prefer images, diagrams, colors and mind maps to
comprehend different things. This is the most effectual style whereby learner can get
knowledge of varied facets merely through pictures and posters (O’Grady, 2013).
 Physical: Such style means learning through doing and this is also essential in terms of
enhancing experience on varied aspects. Drawing diagrams, using pictures and role plays
usually aids learners to learn many things.
 Aural: In aural style of learning, people prefer music sources and rhythms so as to
identify things going around them. This style is also suitable in the case when learner is
unable to speak.
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 Verbal: One of the most effective ways of learning things is through listening words and
speech which also helps learners to derive knowledge on different aspects (Eisele and
et.al., 2013). Hence all the four learners here can use these styles for increasing their
learning curve.
1.2 Explain the role of learning curve and the importance of transferring learning to the
workplace
Explain what is a learning curve
Learning curve helps learners to identify the level of learning and the areas where
improvements are required. With the help of learning curve, students and other learners can
identify and compare themselves with others. Learning curve plays crucial role in ascertaining
knowledge and understanding level of individual and hence on that basis, improvements can be
stated (Bennett, 2006). As per the views of many authors, experience and learning curve models
are developed especially for individuals and organizations for the main aim of acquiring
knowledge on different aspects. The learning curve discusses that employees of an organization
are emphasized towards improvements and development.
How it is used in an organization
With the help of continuous learning curve, learners of Hotel Marriott International can
identify the need for training and development and this is also useful in encouraging the level of
services. In Hotel Marriott International, learning curve is made so as to analyze continuous
improvement in employee performance and this is one of the criteria by which performance
appraisal method can be managed (Bertocci, 2009). Learning curve is essential for the hotel to
use since through that, the ability and performance of the employees can be analyzed. In the
present case also, learning curve is used as a source for employee appraisal and recognition and
on that basis, employees are further provided with different roles and responsibilities.
What is meant by transfer of learning
Learning is required to transfer at workplace so as to increase overall productivity level
of the organization and through that; competitive advantage can also be acquired at the same
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time. At Hotel Marriott International, the hotel has been transferring learning among employees
so that they can learn different ways to maximize customer satisfaction by serving adequate
amenities. There must be different learning sessions at Hotel Marriott International for
management of diverse processes and this is also crucial for facilitating employee development
in the organization. Learning is necessary to transmit so that other workforces of the business
entity can also learn many new and innovative ideas (Boaden, 2006). The main aim of
transferring learning at Hotel Marriott International is to enhance learning level of the employees
and also to make the customers satisfied in terms of service provision. Employees who
emphasize on different learning styles helps organization to enhance the opportunities of growth
and success.
Benefits of learning transfer to the organization and also the employees
Transfer of learning is essential for both employees and organizations as that develops
suitable environment in the organization. Workplace learning is crucial because that allows other
individuals to learn many things and this also makes things easy. Continuous learning aids in
augmenting the value of employees as they solely put their efforts in managing work practices.
1.3 Assess the contribution of learning styles and theories when planning designing a learning
event
In Hotel Marriott International, numerous learning events are organized yet for the
purpose of facilitating continuous improvement and development in employee and organization’s
performance (Eisele and et.al., 2013). Learning styles such as visual, verbal and social are most
common and frequently used in contemporary scenario as through this, knowledge on different
grounds can be acquired. At the time of planning any learning event, it is essential for the
organization to preplan everything likewise what sorts of learning style will be used in the
session and this is also useful in determining subsequent style so that to make the session more
comprehensive.
Hence from organizational analysis, it is clearly identified that learning styles are usually
dependent on the basis of employee’s ability to comprehend it (Fleetwood and Hesketh, 2010).
At the same time, it is also essential for the planner to identify the area on which employee need
assistance for better productivity. Most of the trainers say that learning is dependent on the areas
which need to be managed in proper manner for augmenting employee performance for quality
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services. At the time of designing learning event, it is essential for trainer to analyze the
efficiency of learning style as well so that its contribution in lifelong development can be
scrutinized. Hence from the discussion, it is clear that learning style is basically critical to
analyze so that employee development can be facilitated. The styles as well as theories should be
appropriately applied in such sorts of events so that systematic success can be facilitated
(Freeman and Ceriello, 2011).
Explain the process of planning a learning event
While planning for learning event, it is crucial for the organization to identify the people
who will participate in such event. Learning styles actually contributes lot many things in
enhancing the efficacy of employees and most importantly, such styles are useful in planning
about numerous aspects. Continuous learning assists employees to comprehend different
dimensions of management and this thereby could help them to deliver proper guidance while
managing learning event.
What should be considered in the planning stage
The process of planning a learning event is being mentioned here:
 Development of goals and objectives for the event
 Organize a team
 Set a date
 Promote the event
 Develop plan to execute
 Identify partners and sponsors
 Specify budgets
 Determine evaluation process
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How understanding of learning styles and theories can contribute
Learning theories and styles are crucial for any organization since this contributes the
employees to get knowledge about different aspect for further management of their job roles.
Use of different styles helps the employees to identify their capabilities and this also aids them to
facilitate improvements in their job roles. Learning contributes more in managing innovation and
development in the organization which further aids in delivering better services to the customers.
TASK 2 BE ABLE TO PLAN AND DESIGN TRAINING AND DEVELOPMENT
2.1 Compare training needs for staff at different levels in Hotel Marriott International
Training is an important source of boosting employee performance in the organization
since it aids in learning numerous ways for managing efficiency development in the employees.
From past many years, training sessions are organized at Hotel Marriott International on different
areas and concerns for augmenting overall development of the hotel. Although the staff members
of Hotel Marriott International have been managing their roles and responsibilities in adequate
manner, still they need training and guidance in numerous areas for enhancing the ratio of
customer satisfaction (Importance of Online Learning, 2011). Thus from the analysis at Hotel
Marriott International, it is being identified that housekeeping department and food & beverage
department needs training for managing the hotel practices in adequate manner. At the same
time, it can be said that on the job and off the job training methods can be used for numerous
purposes as per the requisites.
These are the major aspects that help employees to serve better services to the customers
and hence this is also apparent in managing customer satisfaction on higher extent. Here in the
department, training is requisite so that current menu can be changed and this is also useful in
facilitating innovation and creativity in food services (Leadbeater, 2000). At the same time, F&B
department is considered as the sole area which manages customer satisfaction since it delivers
adequate services to the customers. Hence from the discussion, it is clear that on the job and off
the job training both the methods can be used for the subsequent case.
Give examples of training for staff at different levels in the organization
Hence in order to provide efficient services to the customers and clients, it is crucial for
employees to derive training on several aspects and that is being categorized as follows:
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 Food & beverage department also requires training since through this, menu can be
changed and this is also useful in managing diversified needs of visitors.
 Housekeeping department needs training as the workforces are directly involved in
managing diversified services for the customers. The staff members are entirely engaged
in managing different services such as clean and eco friendly environment, best
accommodation services and etc.
 HR department of the hotel needs to learn different methods so that potential clients can
be retained (Fleetwood and Hesketh, 2010). The department is required to emphasize on
employees as well so that prominent services can be provided.
 Finance department should also acquire training for allocating resources for different
purposes. This could also assist the hotel to manage investment and other aspects in
optimum manner.
Use Katz Skills approach model to identify and compare the skills set required at different levels
in the organization
However on the other hand, Katz skill model can also be used for defining training needs
of the employees. The model emphasizes on three major skills for an employee such as technical
skills, human skills and conceptual skills.
 A person must have technical skill so that complex problems and projects can be solved.
This is also crucial for managing regular work process.
 A human skill is one that enables to work with people. It is different from technical skills
which has to do with working with things (Zepeda, 2011).
 Conceptual skill is also essential for employees since that enables people to undertake
better decisions at workplace.
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2.2 Assess the advantages and disadvantages of training methods used in Hotel Marriott
International
Hotel Marriott International has been using range of training methods so as to guide and
train the employees for efficiency enhancement and this is also useful in boosting the
productivity level of the hotel. Training methods are divided into two distinct categories such as
on the job and off the job methods, in which Hotel Marriott International has been using on the
job methods where in seminars, coaching and rob rotation are the main. Numerous sessions are
being organized at the hotel for varied purposes (Meager, 2008). The hotel has been deriving
great advantages from such sessions such as employees are now enhancing their knowledge level
as compared to past many years which further helps them in acquiring customer satisfaction.
Subsequent training methods are useful for Hotel Marriott International as through this,
employee motivation level; can be encouraged and also they can be directed to attend the same
for self development.
On the job training methods:
Under these methods, new employees learn through observing peers or managers
performing the job and trying to imitate their behavior. These methods are cost effective and are
also less disruptive. On the job training methods includes- coaching, mentoring, job rotation,
understudy, job instruction technology and apprenticeship.
Advantages and disadvantages of On the job training methods
Advantages of On the job training methods:
 Simplicity
 Economy
 Actual work station
 Immediate productivity
 Quick learning
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 Multi skill
Disadvantages of On the job training methods:
 Low productivity
 Errors on production (Eisele and et.al., 2013)
 Costly activity
 Possibilities of absence in training events
Off the job training methods:
Off the job training is provided to the employees when they are not on their job roles and
training is being imparted to them after completion of their respective job roles. The methods of
such training are transactional training, simulation exercises lectures and conferences.
Advantages and disadvantages of Off the job training methods
Benefits of off the job training:
 Experts in the field need not to cover the courses of training since they already have idea
about the subject matter
 Aids employees to get more time for training and coaching
 Helps employees to augment the level of performance
Demerits of off the job training:
 It could enhance overall cost factor (Rennekamp and Nall, 2013)
 High possibilities of employee absence due to feeling of burden
Most of the employees at Hotel Marriott International learn numerous things through
training and they usually attend the same because of getting recognition and appraisal from
higher management. However on the other hand, these methods are time consuming and cost
effective, hence that cannot be practically applied for all purposes. Training methods are useful
only when they are successive and this cannot be applied in the case if the style is able to
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produce optimum results (O’Grady, 2013). At the same this, some workforces of Hotel Marriott
International also considers training sessions as useless and also due to lack of time, some resist
attending the same. This is also the other reason for which most of the organization fails to get
success in development sessions. Thus from the discussion, benefits and disadvantages of all
training methods are clearly stated.
2.3 Use a systematic approach to plan training and development for a training event
In order to plan for training and coaching sessions, it is essential for Hotel Marriott
International to consider a systematic approach in which each and everything should be pre
decided so that session can be properly conducted (Rennekamp and Nall, 2013). Hence for
instance- it is essential for the hotel to identify the sector which has been selected for imparting
training so that as per the capability, requisite method can be adopted for the same. The hotel is
also required to set budget so that within the budgetary system, all the aspects related to training
can be maintained. It is also essential for the sponsor to specify who the trainers are and what
type of method they will be undertaking for imparting training to the work pools. At the same
time, systematic and regular conduction of the session is required as per proper time and
scheduling. Hence this can aid in administering number of people who are involved in such
aspect. Moreover it is also required for the staff members to give their name in advance so that
arrangement can be made. Similarly, the trainers also required to guide the trainees about the
time limit which is being determined for the subsequent session (Sweitzer and King, 2008). Here
all the steps are mentioned which training manager needs to consider while designing such a
event:
 First of all, it is necessary to identify the areas where training is required.
 The implementer of the event should have to find out where learning is required and what
type of methods and styles can be taken for enhancing learning level.
 Afterwards, the trainer must set several objectives for managing the event in successful
manner (Rennekamp and Nall, 2013).
 Involvement of different types of trainers is essential and the event planner here should
collect analyze who will give training on what topics, on which day and to whom.
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 Hence after going through with all these stages, the plan can be executed into action for
deriving the actual outcomes.
TASK 3 BE ABLE TO EVALUATE A TRAINING EVENT
3.1 Prepare an evaluation using suitable techniques
There are so many techniques that can be used to evaluate the efficiency of training
methods and how able they are in producing subsequent results for the hotel (Threeton and
Walter, 2009). Some of the major techniques of evaluation are – check list, self evaluation,
regular monitoring, review, and meeting. These are the major methods which can be used by
Hotel Marriott International so as to identify the feasibility and accuracy rate of training session
and method both. In the contemporary scenario, most of the organizations are using regular
monitoring so that direct evaluation can be made. Self evaluation is also one of the major
techniques which can also be used by the trainer itself as a method of evaluating success and
efficiency of training methods. Check list is the most frequent tool which can be used so as to
identify efficacy ratio of the evaluation techniques and this is also crucial in identifying all those
methods which are suitable for improvements (Tracy, 2013). Here is the list of several
techniques which can be used in the subsequent case for evaluating the efficiency of training
event:
 Trainer and trainee feedback: The comments of trainer and trainee can be counted in the
present case so as to showcase the actual role and contribution of training aspects in
employee performance.
 Customer comments: On the other hand, comments of customers can also be acquired
regarding the efficiency of employees and their services provided to the customers
(Wilkins, 1997).
 Training audits: Trainers can audit the efficacy of training by direct monitoring and
controlling.
 Achievements of awards by trainee: The success of training can be defined by depicting
the ratio of awards achieved by the trainee in specific courses.
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3.2 Carry out an evaluation of training event
It has been observed that in the subsequent case, Marriott International has undertaken
regular monitoring and meetings so as to find out the actual feasibility ratio of training methods
and training itself also. The present case has been using regular monitoring in which trainer
ascertains how much the session is useful in producing appropriate results and how much
capable it is in facilitating efficiency enhancement in employee performance (Wilkins, 1997). At
the same time, management has also used review in which the top management reviews the
percentage of overall productivity so as to ascertain efficiency of the training event. Furthermore
the management is also conducting meetings and seminars on regular basis so that opinion of
each and every member in decision making process can be included. Similarly, this also aids in
managing all the process in adequate manner and along with this, it also ascertains different
aspects that are necessary for improvements and modifications. The subsequent event has been
managed in optimum manner and as per the views of all the stakeholders, employees have shown
several changes in performance. Different techniques which are mentioned in the above section
have been used for carry out the evaluation of training event.
3.3 Review the success of the evaluation methods used
The above mentioned training plan has been implemented adequately in Hotel Marriott
International which has been determined with the help of numerous applied methods. In the
subsequent case, Marriott has used direct observation technique in which trainer has directly
analyzed responses of trainees against training sessions. Furthermore as per the frequency of
trainees, success has been determined which further helped in stating the suitability of the
techniques. As stated in the research that, numerous methods are used in terms of evaluating the
actual effectiveness of training session, so here it can be said that, regular monitoring is the best
technique amongst all and that can be carried forward for other purposes as well (Zepeda, 2011).
Using the tool, accurate and feasible results have been acquired such as Hotel Marriott
International has evaluated that 85% employees are happy when they are imparted with these
training sessions. Hence from the discussion, it is clear that, Hotel Marriott International is not
only concerned towards single tool as range of other techniques is also on the same way.
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 Quality improvements: After evaluating training methods, it has been observed that
quality is being increased in service provision where by employees have been putting
more efforts in performing well.
 Performance enhancement: Afterwards acquiring training, employees are able to boost
the level of performance which in turn also aids them in receiving recognition and
appreciation from the management (Bagshaw and Bagashaw, 2002).
 Labor turnover: The degree of employee turnover is also diminishing since employees
are able to cope up the standards of organizations merely by attending training events.
CONCLUSION
Some of the methods such as on the job and off the job have been stated alongside.
Finally the research has included success aspects of training event and some approaches which
can specify success of training event. Lastly the role of government in training, development and
lifelong learning has been discussed. There are so many contemporary initiatives which have
been introduced by government of UK for managing human resource development at Hotel
Marriott International.
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