T&D Impact on Employee Job Performance within UK Hospitality: Hilton

This literature review assesses the impact of training and development (T&D) on employee job performance within the UK hospitality sector, using Hilton as a case study. It covers the concept of T&D, its importance in enhancing employee performance, and different types of training programs provided by companies. The review highlights that effective T&D sessions improve employee skills, job satisfaction, and overall productivity, leading to better financial performance and a healthy work environment. Various training methods, including on-the-job and off-the-job training, are discussed with examples from Hilton's practices, emphasizing the significance of continuous staff development and technological training in the modern era. The review concludes that T&D is crucial for enhancing both soft and hard skills, increasing employee morale, and achieving organizational goals.

Literature Review

Table of Contents
INTRODUCTION...........................................................................................................................1
Theme 1: Concept of training and development....................................................................1
Theme 2: Importance of training and development on employee performance.....................1
Theme 3: Different types of training provided by the company............................................2
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

Title: To assess the impact of training and development (T&D) on employee job performance
within UK hospitality sector” A study on Hilton”
INTRODUCTION
Literature review is used when researcher perform secondary research through books,
journals, articles in order to situate the work in relation to existing knowledge. In the same way,
for current study, scholar uses relevant books and different secondary sources so that it will help
to ascertain the outcome of training and development (T&D) upon worker execution.
Theme 1: Concept of training and development
In accordance with Maity (2019) T&D known to those learning activities within a firm
that is used to raise knowledge and ability of an worker in order to perform specific task. Thus,
an activity which intends to raise present and future performance of an employee through a
activity of learning by dynamical formulation or intensify ability that further help to increase the
knowledge among an individual. On the other side, Brownell (2020) stated that formal and
ongoing efforts which a company is put through different variety of methods is refers as training
and development within staff.
Theme 2: Importance of training and development on employee performance
In accordance with the view of Mahomed and Rothmann (2020) by providing effective
T&D, company improve their employee performance and also satisfy the employee satisfaction
level as well. Therefore, training provide employee a greater understanding of their
responsibilities within their role and this also creates a supportive workplace as well. Moreover,
with the help of effective training session, company increases the productivity and comply with
quality standards as well. As a result, it is analyzed that increased efficiency ensure project
success which will improve the company's turnover and market share as well. Zahoor,
Muhammad and Ali (2019) share their opinion and stated that by using system training model,
company provide training in five different phases through which it make further improvements
and model also used to help employees so that they meet with the required standards of a firm.
Pickett (2019) critically analyses that by using system model of training, the introductory
stage Analysis help to analyze all the aspect of training problem with a firm, while second stage
is Design where acquisition aim and result are ascertained. While, third stage is development in
which grooming system is created and backhand by providing effective encouraging material.
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Fourth stage is, implementation where system is delivered to worker and then results are
measured so that it will creates impact upon the company's and employee's performance. Last
stage is evaluation, where results are measured and feedback is taken in order to determine the
actual performance Eren and Kurt (2020) reflected that by providing effective T&D session,
there will be increase innovation in new strategies and products which creates direct result. Also,
it assist to reduce employee turnover and this shows that it is an additional benefit for a company
that help to lower down the staff holding (T&D: benefits and its importance, 2019).
Moreover, Al Karim (2019) argued that T&D is consider the basic need for a company
because it enhances the company reputation and profile which is affected by employee
performance. As a result, it also assist to promote healthy work environment that further build
the team spirit. Overall, KOKILA and PUNITHAVALLI (2020) also critically analyzed that if
effective T&D session are not provided then it degrade the learning culture which bring variety
of new product and services within a firm. For example, when Hilton provide effective training
session to their employees, they are able to perform the job and build employee's confidence in
order to understand employee's confidence. Cooper and et.al., (2019) supported their views and
stated that by providing nonstop training also keep the workers to promote the development
within a firm. Also, it leads to satisfy the need of employee from a company, like investment in
training reflected that company values their employees which in turn creates a supportive
workplace as well.
Blume and et.al., (2019) share their views that with that training and development
programs creates direct impact upon employee performance because through this, workers of a
firm are ready to learn new skills and improve learning so that they are able to generate new
innovative things for customers and this in turn improve productivity level of a firm up to some
level. Overall, it assist to meet the specified task within a country.
Theme 3: Different types of training provided by the company
Singh and et.al., (2019) provide their views that in hospitality industry, there are various
kind of training offered but among all. On the job and off-the-job training are consider two
important training programs which help a firm to meet the define aim. Such that under on the job
training session, company keep their employees happy and improve the morale and significance
with improve the overall employee retention. On critically note,, without ongoing staff
development, company did not keep with industry changes and also did not provide them a way
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through which workers determine how to be in touch with all latest technology development.
While on the other side, Choy and Chua (2019) stated that off-the-job training happen when
company take workers away from firm's premises with an aim of trained. Through this, a broad
scope of skill will be gained and also find out from the external expert and also employees are
more confident. On contrary side, it is critically analyses thatt his method is consider more
expensive because it require transport and accommodation facilities and also new employees
need some induction training that reflected that company do not choose this option.
Further, as per the view of Sujchaphong and et.al., (2020) on-the-job training session,
company provide different approaches of training such that instructor-led classroom training and
interactive method, computer based or e-learning training session which enhance the knowledge
among employees. For example, Hilton is always conduct effective training session with regards
to quality training that helps to provide best quality services to their customers. Also, company
keep focusing on team training because it help to attain the results in define time and also
motivating the team in order to stay happy and put their 100% efforts in order to accomplish the
define goals. Ogbonnaya and Messersmith (2019) suggested their views that company should
also focused on safety training because it help to protect the employees to use chemical and
different types if hazard material in their production such that eye safety, first aid etc. This type
of training is also provided within Hilton because it is deal in hospitality industry and that is
why, some in-house training is also provided by the firm in order to let employees understand
that they are consider an important key element.
In addition to this, Younas and et.al., (2018) explain that HR of top companies are also
make sure that they provide training related to technology because in this modern era, every
company wants to comply with advance tool and techniques and this is possible only when it
have specialized employees in IT field. In the same, Hilton also deal with advance technologies
in bookings, provide road maps by using application which make sure that their customers are
satisfied with the offered product and services. Mahomed and Rothmann (2020) reflected that
company keep focusing on the quality of services and by analyzing the need of their users, it
arrange training session which in turn aid to accomplish the specific demand within a limited
time.
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CONCLUSION
As per the above report, it can be summarized as T&D session are consider important
element for the company because it assist to raise the overall skills i.e. soft and hard skills. Also,
study concluded that it creates direct impact upon the employee performance such that increase
the employee satisfaction and morale which in turn assist to meet the specific goals of a firm.
Moreover, study also concluded that with an effective T&D practices, company enhance the
productivity of an employee and also promote healthy working environment so that employees
happily perform which in turn leads to increase financial performance of a firm.
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REFERENCES
Books and Journals
Al Karim, R., 2019. Impact of different training and development programs on employee
performance in Bangladesh perspective. International Journal of Entrepreneurial
Research.2(1).pp.8-14.
Blume, B.D. and et.al., 2019. A dynamic model of training transfer. Human Resource
Management Review.29(2). pp.270-283.
Brownell, J., 2020. Training and Development. The Handbook of Listening, pp.303-314.
Choy, W. K. and Chua, P. M., 2019. Professional development. In School leadership and
educational change in Singapore (pp. 69-86). Springer, Cham.
Cooper, B. and et.al., 2019. Well‐being‐oriented human resource management practices and
employee performance in the Chinese banking sector: The role of social climate and
resilience. Human Resource Management.58(1). pp.85-97.
Eren, A. and Kurt, M., 2020. An analysis of the issues in English language teacher training and
development. Malaysian Journal of ELT Research, 16(2), p.12.
KOKILA, C. and PUNITHAVALLI, S., 2020. The Effect of Training and Development on
Employee Performance in an Organization. Studies in Indian Place Names.40(70).
pp.568-571.
Mahomed, F. E. and Rothmann, S., 2020. Strength use, training and development, thriving, and
intention to leave: the mediating effects of psychological need satisfaction. South African
Journal of Psychology. 50(1). pp.24-38.
Mahomed, F. E. and Rothmann, S., 2020. Strength use, training and development, thriving, and
intention to leave: the mediating effects of psychological need satisfaction. South African
Journal of Psychology.50(1). pp.24-38.
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal.29(3). pp.509-526.
Pickett, C.L., 2019. The Increasing Importance of Training Awards in the Careers of Early-
Stage Biomedical Academic Researchers. bioRxiv, p.622886.
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Singh, S.K. and et.al., 2019. Environmental ethics, environmental performance, and competitive
advantage: role of environmental training. Technological Forecasting and Social
Change. 146. pp.203-211.
Sujchaphong, N. and et.al., 2020. A framework of brand-centred training and development
activities, transformational leadership and employee brand support in higher
education. Journal of Brand Management. 27(2). pp.143-159.
Younas, W. and et.al., 2018. The impact of training and development on employee
performance. IOSR Journal of Business and Management, IOSR-JBM.20(7). pp.20-23.
Zahoor, H., Muhammad, G. and Ali, M., 2019, February. Impact of Training and Development
on Nursing and Technical Staffs’ Performance and Motivation: A case of secondary
health care sector at Shamsi hospital Karachi. In Conference Book (p. 21).
Online
T&D: benefits and its importance. 2019. [Online]. Available through:
<https://www.getsmarter.com/blog/employee-development/employee-training-and-
development-the-benefits-and-why-its-important/>.
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