Training and Development Practices at Hilton Hotel Stratford: A Report

This report examines the training and development practices implemented at the Hilton Hotel Stratford. It highlights the significance of training in the hospitality industry and its contribution to the hotel's success. The report details various types of training, including induction, vestibule, and refresh training, and explains their specific purposes. It also clarifies the differences between training and development, emphasizing their distinct goals and timeframes. The report further discusses the benefits of training, such as increased employee morale, enhanced customer satisfaction, and the ability to adapt to changing business environments. Finally, it underscores the importance of training in equipping employees with the skills and knowledge needed to meet customer needs and achieve organizational objectives. References from relevant academic sources are also included to support the analysis.

Human Resource Management for
Service Industries
Task 4
(Hilton Hotel Stratford)

INTRODUCTION
 Training and development is important for growth and success of businesses in
hospitality industry.
 Training and development activities contribute to the effective operations of
Hilton Hotel Stratford.
 It depicts different types of trainings given to their employees.
 Key differences between training and development is also highlighted in this
presentation.

CONTRIBUTION OF TRAINING
 To enhance overall operations by providing training sessions to its employees.
 To directs accomplishment of common goal through high degree of customer
satisfaction.
 To provide training program to enhance skill set and knowledge of employees
 To enhance effectiveness of Hilton Hotel Stratford operations by making staff
members aware about technological tools and techniques.
 To attain high degree of customer satisfaction to increase sales of the hotel.

DIFFERENT TYPES OF TRAINING
Induction training
 For new and fresh employees
 To make them aware about organisational culture and working practices.
 To provide information regarding his/her respective roles and responsibilities.
Vestibule training
 Training sessions are conducted away from workplace
 It is a kind of actual work training.
Refresh training
 Aim is to enhance existing skill set of employees
 To develop them to perform better in the future.

DIFFERENCE BETWEEN
TRAINING AND DEVELOPMENT
TRAINING DEVELOPMENT
In simpler terms, training is
the process in which employee
learn new things in order to
improve his/her skills set.
On the other hand,
development is the process
which focuses on providing
education to employees.
Training is a short term
process and this means that it
can be completed within a
short span of time.
However, development is
usually a long term process
which takes times.
Training sessions are organised
on the basis of present needs.
Development programs are
provided to employees by
focusing on their future needs
Training concentrates on
providing better employment
opportunities to workers
In contrary to same,
development enhances career
opportunities.

BENEFITS AND EFFECTIVENESS
OF TRAINING
 Enhancing morale and degree of job satisfaction among workers.
 Supports organisations to increase motivation level of their employees.
 Assists in increasing sales and profits by delivering more satisfactory products
and services to customers.
 Support companies in innovating new products and services in market.
 Provides better and more potential opportunities to employees.

THE ROLE AND NEED OF
TRAINING
 To make employees competent in terms of changing business environment.
 To make them capable enough to satisfy customer with their products and
services.
 To aware them about modern tools, techniques and trends in market.
 To match skills and capabilities of employee with organisation objectives

REFERENCES
 Hashim, J. and Wok, S., 2013. Who benefits from training: big guy or small
fry?. Development and Learning in Organizations: An International Journal.
27(3). pp.14-17.
 Karatepe, O. M., 2013. High-performance work practices and hotel employee
performance: The mediation of work engagement. International Journal of
Hospitality Management. 32. pp.132-140.
 Ramos, C. R. and Harris, R., 2012. Training and its Benefits for Individuals:
What Form, What For and For Whom? Evidence from the Literature and
Implications for Government-sponsored Training. International Journal of
Learning. 18(6).
 Unwin, L. and Wellington, J., 2013. Young people's perspectives on
education, training and employment: Realising their potential. Routledge.

THANK YOU