The Contribution of Training and Development in Human Resource Management

This presentation discusses the contribution of training and development in human resource management. It explains the importance and benefits of training and development in improving employee performance and career advancement. Various types of training sessions organized in Hilton hotel are also described.

HUMAN RESOURCE MANAGEMENT
IN
SERVICE INDUSTRY
TASK 4

INTRODUCTION
Human resource management is important aspect that help
in improving the skills, efficiency and knowledge of
employees so as to assure its best performance within
company. The HRM practices help in making optimum
use of vital assets of business, human resources
( Renwick, Redman and Maguire, 2013). HRM function
involve series of functions like, recruitment, selection,
training and development, performance appraisal,
reward management etc.

4.1 The contribution of training and development
Training and development is important process used by hospitality
organization to amend the skills of employees, enhance their
performance so they can provide better services to guest (Noe,
2010).
Training and development can be therefore defined as,formal
process within human resource management related with
organizational functions aimed at enhancing the performance of
employees and groups within the company setting.

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Training and development plays important role within Hilton hotel.
It help management in amending the skills of individual so as to increase
their productivity and reduce the chances of mistakes
It further increases the career advancement opportunities for employees by
improving their performance (Cannon and et. al., 2013).
Hilton provide rigorous training to its employees so they render prime
quality services to its guest.
With this aspect, employees are prepared to perform beyond their potential.
Therefore, there is significant contribution of training and development
program to success of organization
It help in boosting the morale of employees due to which quality of work is
good. The need of supervision is reduced as employees are trained to
handle the operations on their own (Appelbaum and et. al., 2014).
Trained employees make less mistakes and wastage of resources which also
reduces the overall cost of operations.

The different kinds of training and development sessions organized in
Hilton are described as follows:
Orientation Training: This type of introductory training that is provided
to new employees of hotel. With the help of power point presentation,
new employees are informed about past history of hotel, awards
achieved so far, key persons of company etc.
Job training: It is important type of training that is provided to employees
so that he/she can meet the requirements of job (Cannon and et. al.,
2013). For instance, front desk employees can be provided training
regarding communication, problem solving skills etc. so that they can
render better services to guest. Similarly, housekeeping staff is trained
to maintain hygienic surroundings within hotel premises and new
gadgets that can be used by them to improve the service quality
Promotional training: It is important type of training that can be provided
to employee so they can attain higher job post in future ( Renwick,
Redman and Maguire, 2013). This training help in boosting the morale
of individuals and stimulating them to stay in organization for longer
duration

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Safety training: This training is important as it prepares the employee of
Hilton to handle the extreme situation and safeguard themselves. It help
in reducing the chances of accidents and damages to hotel property. In
this training, employees are informed how they must use the safety
devices in hotel.

CONCLUSION
Summing up the entire section explained in this report, it can
be concluded that, HRM function is very important for
business. With the help of training and development program
the productivity of employees can be improved along with
ensuring progress in their career. The different kind of
trainings can be used to improve the current performance of
individuals and assure they give maximum support in
attaining the overall objectives of business.

References
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green
human resource management: a review and research agenda.
International Journal of Management Reviews, 15(1), pp.1-14.
Noe, R. A., 2010. Employee training and development. McGraw-
Hill/Irwin.
Cannon, D. F. and et. al., 2013. Training and Development for
the Hospitality Industry (AHLEI). Pearson Education.
Appelbaum, S. and et. al., 2014. Employee empowerment:
factors affecting the consequent success or failure–Part I.
Industrial and Commercial Training. 46(7). pp.379-386.

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