Hilton Hotel: How Training & Development Activities Impact Operations

This report examines the contribution of training and development activities to the effective operation of Hilton Hotel, Stratford. It differentiates between on-the-job and off-the-job training methods, highlighting the differences between training and development, emphasizing that training is a learning process focused on short-term job-related skills while development is an educational procedure aimed at long-term career growth. The report discusses the benefits and effectiveness of training, including increased employee efficiency, reduced supervision, and improved labor-management relations. It also outlines the role and need for training in Hilton Hotel, such as increased productivity, improved service quality, and reduced employee turnover. The conclusion emphasizes that training enhances existing skills and enables employees to learn new proficiencies, ultimately increasing productivity and profits for the organization, thus proving the significant contribution of training and development activities to Hilton Hotel's operations.

Contribution of training and
development activities to the effective
operation of Hilton Hotel
Task 4 (4.1)

INTRODUCTION
In the highly competitive environment of today’s world, it is significant for
organisations to have skilled workforce so that business can survive in the long run with
gaining a competitive edge over others. Major issue which services industries, especially the
hotel sector is facing, is lack of training to the workers. This is the reason; they are not
having right knowledge regarding the way to perform their tasks which leads to hamper the
firm’s productivity and thus, their profits. Therefore, a discussion will be made here on
contribution of training and development activities in the effective operations of chosen
service firm, that is, Hilton Hotel, Stratford.

DIFFERENT TYPES OF TRAINING
Mainly, there are two types training given to the employees working in a firm
for either acclimating him/her for the new job or to make them able to reach at new
position in the current organisation. These are:
• On-the-job training – Methods under this are considered as the most common ways in
which a trainee is assigned with a specific job in the firm he/she is working and
accordingly, skills and knowledge are imparted to him/her.
• Off-the-job training – In order to make an employee efficient enough in all the aspects,
off-the-job training methods prove to be highly beneficial. This kind of training is
provided away from the field of job of employees.

Cont.…
On-the-job training methods
 Job rotation
 Coaching
 Internship training
Off-the-job training methods
 Role play
 Case study method
 Lectures

DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT
Many a times, both the concepts, that is, training and development are
considered to be similar, however, they are not. Some of the differences are like:
TRAINING DEVELOPMENT
It can be termed as a learning process. It is an educational procedure.
It is done for a short duration of time. It is conducted for longer duration.
Its main concentration is given on the job
of an employee.
It mainly focuses upon the career of an
individual.
Here, the instructor who imparts training is
trainer.
Instructor here is the person himself.
Training is done for enhancing the skills,
knowledge and abilities of employees so
that their work performance can be
improved.
In this, people are prepared for facing the
future challenges.

Cont.…
TRAINING DEVELOPMENT
Under training, there are many individuals. For the development, there is only one
employee.
It is done with a specific aim that is related
to job.
Under this, conceptual and general
knowledge is imparted to the person.
Training is mainly conducted for non-
leadership activities.
Here, the major aim is developing
relationships along with improving
leadership skills.
Training is done for attaining specific
objectives.
It is non-tangible and more general.
It is performed for satisfying the present or
immediate need of an employee.
Here, the development activities are
performed with keeping in mind the future
of individual.

BENEFITS AND EFFECTIVENESS OF
TRAINING
In Hilton Hotel, training proves to be highly effective for rendering lots
of advantages among which some of them are like:
o Increased efficiency of employees
o Reduced supervision
o Better labour-management relations
o High motivation level
o Reduced turnover

ROLE AND NEED OF TRAINING
In Hilton Hotel, training of employees is needed for the following reasons:
 It leads to increase the productivity if employees and firm with reducing the
cost of operations by imparting required skills to the workforce.
 Quality of services gets improved through providing effective training and
development sessions to employees.
 Time that employees take to learn things gets reduced by getting trained
 Major benefits gained by the hotel is reduction in the rate of employee turnover
and their absenteeism.
 Overall, organisation gains the advantage of effective management which
results in creating a healthy working environment.

CONCLUSION
It can be concluded that training is a process by which existing skills
and knowledge of employees is improved and they are made able to learn new
proficiencies as well. It proves to be highly beneficial for the organisation as
ultimately productivity and profits of firm gets increased by which market share
and goodwill of business in the market gets enhanced. Hilton Hotel is gaining a
lot of advantages through providing effective training to employees and thus,
sustaining with consistency. Thus, it has been proved that training and
development activities highly contribute in the effective operations of Hilton
Hotel.

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