Contribution of Training and Development Activities to the Effective Operation of Hilton Hotel Stratford

This presentation discusses the contribution of training and development activities to the effective operation of Hilton Hotel Stratford. It explores different types of training programs such as job instruction training, induction training, and vestibule training. The presentation also highlights the difference between training and development, the benefits and effectiveness of training, and the role and need of training in the organization. References are provided for further reading.

CONTRIBUTION OF TRAINING AND
DEVELOPMENT ACTIVITIES TO THE
EFFECTIVE OPERATION OF HILTON
HOTEL STRATFORD

TYPES OF TRAINING
Different types of training programs are there through which new skills and
abilities can be developed in the employees. Hilton Hotel Stratford can use
them to make the people know about the organizational environment as well as
make them trained. Some of major training and development programs are
described as follows:

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Job instruction training:
 This type of training programs are given to employees to give them
overview about the responsibilities and duties, which have to be preformed
by them.
 The training is given by the senior officers to their juniors.
 Through this, people will be able to perform their duties effectively.

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Induction training:
 This will be helpful in giving knowledge about Hilton Hotel to the newly joined
people.
 This is done for making the people familiar with the internal environment of the
organization.
 It will make them understand about the code of conduct, procedures and policies
of Hilton Hotel.

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 It will make the employees feel comfortable in the working environment of Hilton
Hotel.
 It is based on giving systematic training to the workforce about the working
practices.

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Vestibule training:
 It is the variant of the job rotation in which a separate working area is setup for the
employees to make them able to understand the actual working practices.
 This will ls make a grate contribution in making the employees self motivated and
confident so that they can face the actual work problems.

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 Candidates are trained by giving the real working problems so that they will be able
to deal with the live problems.
 Hilton hotel can also make the employees dedicated and confident through offering
such kind of training.

DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT:
TRAINING DEVELOPMENT
Training is the process of learning
through which employees get the
opportunity to make their skills improved.
Development is the educational process
in which an individual get a chance to
improve his in-depth theoretical
knowledge.
Training is generally the short term
process.
Development is the long term process of
the company.

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Trainers are there who will guide the
candidates.
Non instructor is there in case of
development process.
It make focus on the present situation of
employees.
It focuses on the future improvement in
the skills of employes.

BENEFITS AND EFFECTIVENESS OF
TRAINING
 Training will help Hilton Hotel to make their employees trained.
 It will also help to increase productivity of the organization.
 It will also reduce the workplace conflict.
 It will help to generate scope of profitability within the organization as it makes
employees more skilled.

THE ROLE AND NEED OF TRAINING:
 It is required for new joiners as it will help them to learn new things regarding
their work.
 It will also help the employees to deal with the major issues regarding the work.
 Apart from this, It will also help the employees to know about the working
environment of the organization.
 It will also give an opportunity of learning to the staff member so that they will be
able to do their work more effectively.

REFERENCES
Brookes, M., Brewster, C. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers. Human Resource Management.
54(4). pp.577-597.
Kumpikaitė, V., 2015. Human resource training evaluation. Engineering economics.
55(5).
Wright, P. M. and Kehoe, R. R.,2013. The impact of high-performance human
resource practices on employees’ attitudes and behaviors. Journal of Management.
39(2). pp.366-391.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up
to see where it is going longer term?. Human Resource Management Review. 25(2).
pp.176-187.

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Collective Bargaining. 2014. [Online]. Available through: <http://www.worker-
participation.eu/National-Industrial-Relations/Countries/United-Kingdom/Collective-
Bargaining>. [Accessed on 21 May 2016].

THANK YOU...!!!