Impact of Training & Development on Hilton's Covid-19 Performance

This report examines the crucial role of training and development sessions in ensuring the sustainability of the Hilton hotel chain, particularly within the UK hospitality sector, during the challenging period of the COVID-19 pandemic. The report delves into the impacts of the pandemic on Hilton's overall performance, the significance of effective recruitment processes in securing a skilled workforce, and the positive effects of training on employee performance and retention. It also explores the concept of sustainability in the context of the hospitality industry and analyzes the various barriers and challenges associated with implementing successful training programs. The report highlights Hilton's specific training strategies during COVID-19 and concludes with recommendations for optimizing training initiatives to enhance organizational resilience and long-term success.

Research Project
1

Table of Contents
TITLE: The Role and Impact of Training & Development Session on Organization’s
Sustainability during Covid-19 within UK Hospitality Sector: A study on Hilton.........................3
INTRODUCTION ..........................................................................................................................3
Aim and Objectives......................................................................................................................4
LITERATURE REVIEW................................................................................................................5
Impacts of Covid-19 on overall performance of Hilton...............................................................5
Main meeting points in the recruitment process for making pool of skilled workforces............6
Impacts of training and development session on employees' and hotel's performance...............6
RESEARCH METHODOLOGY.....................................................................................................8
Concept of sustainability............................................................................................................10
Impacts of Covid-19 on performance of Hilton hotel................................................................11
Benefits of effective training and development session............................................................12
Barriers or challenges associated with training and development session................................13
Training strategy of Hilton during Covid-19.............................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18
2

TITLE: The Role and Impact of Training & Development Session on
Organization’s Sustainability during Covid-19 within UK
Hospitality Sector: A study on Hilton.
INTRODUCTION
Training and development is an important HR function and educational activity that
increase skills of employees by providing instructions and guidance as how to better perform
(Haugen and et.al., 2019). Having skilled workforce play a vital role in company's success,
growth and sustainability. Employees are the one who help company in accomplishing their
goals as they play several roles and functions. Employers' impression and image also affect
employees' performance to the great extent. When employers interact and behave with
employees in an effective manner then employees support company in meeting their goals and it
makes them loyal toward company. Training and development session helps employees in
increasing knowledge and skills and they are more likely to improve their performance. It also
reduces their errors and mistakes in tasks and this improved performance help them out in
making companies sustainable. It becomes e4ssential for employers of hospitality sector to
provide training to their employees in the situation of Covid-19 for making them able to perform
functions without getting affected. Training increases knowledge and skills of employees to the
great extent and also boost their confidence because they do not commit mistakes in their
projects with proper training. So, it is beneficial for both employees and employers to develop
training and development session (Bhattacharya, Singh and Hossain, 2020). In some exceptional
situations, lead or caused by Covid-19 has affected performance of employees to the great extent
and now for regaining image as like before and working in this exceptional situation, training is
must. Overall it can be said that training can provide several benefits and advantages of external
opportunities to hospitality sector.
An ability to make natural resources in an effective manner and reducing waste is known
as sustainability. This ability makes hospitality sectors well-known and increasing sales. This
present study is based on Hilton hotel, global brand of full service hotels and resorts. It is stated
that hospitality sector, including Hilton is facing several problems due to Covid-19. Covid-19
and pandemic affected performance and also in attracting skilled workforces (Moore and et.al.,
3

2017). But employers' image and their behaviour plays a vital role in improving performance and
retaining them within organization. Training and development session also have positive impacts
in increasing staff retention rate and making Hilton sustainable. Training increases employees'
knowledge and it helps in improving performance and with the help of training employees can
bring innovation and effective ways of performing functions that can make company sustainable.
Having skilled workforce and retaining them within hospitality sector had become an important
and the main task in pandemic. Hospitality sector is facing several problems in having skilled
workforce and the main factor that is associated with this problem is employers' image on
employees. Employers can retain employees with the help of training and development sessions
(Luthuli, Nyawo and Mashau, 2019). So, in this regard it can be said that training and
development plays a vital role and helping out hospitality sector about knowing importance of
this session of becoming sustainable and employees' retention, this topic has been selected.
Aim and Objectives
Aim
“To identify impacts of training and development session on organization's sustainability
during Covid-19. Study on Hilton, hospitality sector”.
Objectives
 To identify impacts of Covid-19 on overall performance of Hilton.
 To discuss meeting points in the process of recruitment for employing skilled workforce.
 To identify impacts of training and development session on performance of employees.
Research questions
 What impacts is Covid-19 having on performance of Hilton?
 What are the main meeting points in the recruitment process for employing the best
employee?
 What impacts does training and development session can have on employees'
performance?
4

LITERATURE REVIEW
Impacts of Covid-19 on overall performance of Hilton.
According to the view of Davies, Mete and Whelan, (2018) coronavirus and pandemic
affected employers of hospitality sector to the great extent. It is found that employers are finding
problems in getting skilled workforces. Due to increasing risk of coronavirus employees are not
preferring working in hospitality sector. So it has become the most challenging task for hotels
including Hilton to attract and retain employees. In this regard they also said that hotels need to
focus on improving employers image for getting skilled workforces and reducing negative
impacts. Scott and et.al., (2017) said in this regard that
Bagha, (2020) argued and said that during covid-19, hospitality industry including Hilton
had to shut down many of its hotels and due to this around 1500-2000 employees had to leave
their job. In the time of covid-19, employees were seeking for jobs. So it can be said that
employees were facing problems more than employers. But as of now Hilton is trying to attract
skilled employees and for making them feel safe. Good impression and image of employers have
great impact on employees’ performance. For supporting this view, Gayed, A. and et.al., (2018)
said that by treating with employees in an effective manner, employer can solve this problem and
can attract as well as retain skilled employees within business. Covid-19 will have long term
effects and all companies are striving hard for employing skilled workforces.
Covid-19 affect the world to the great extent. Hospitality is the one that get affected the
most because for this sector and hotels it was not possible to run business activities from home. It
decreased guests visit and stay rate at hotels. In this context Forsythe and et.al., (2020) said that
Covid-19 is having long term impacts and it can lead to several exceptional situations. It can
become difficult for employees to work in exceptional situations, caused by Covid-19.
Employees find problems in working under pressure and some exceptional situations that caused
by Covid-19.
Jeba, (2019) contradicted and said that covid-19 is affecting both employees and
employers. Decreasing sales is the main challenge for employers and hotels and employees also
finding problems in getting job.. Customers have become selective and due to economic crisis
after Covid-19, they do not invest money in products that they do not require and that do not give
value to them. So, for retaining customers, it is important to have skilled workforce as they can
only satisfy customers' needs and it is possible when they get proper training.
5

Main meeting points in the recruitment process for making pool of skilled workforces
Recruitment has become one of the main important task and HR function for hospitality
industry. According to the view of Li, (2021) if companies in hospitality sector makes use of
some effective words and content then it can help out in attracting or recruiting skilled
workforces. Many companies in hospitality sector cuts down job and it had negative impacts on
employees and employer image will be important for future recruitments until the exceptional
circumstances caused by the pandemic end. So, it can be suggested to Hilton and other hotels to
focus on some factors. Employers can improve their image in the mind of employees by treating
with them effectively, providing better training to employees and helping out employees in
career development.
David, Banerjee and Ponnam, (2017) said that there are some meeting points that can be
used in the process of recruitment and by considering all factors, employers can make an
improved image in the mind of customers and employees as well. Some factors and meeting
points that author discussed are: communication, integrity, empathy, sense of belongingness and
others. While recruiting, HR needs to makes employees and candidates feel valued and make
them sure that they will be provided valuable pay and perks if they put efforts. When HR
communicates with candidates in an effective manner and use polite words then they are more
likely to get potential employees. Rana, Agarwal and Sharma, (2021) argued and said that
because of Covid-19, many companies allowed work from home and it becomes difficult to
manage performance of employees. So, it is important for HR to have effective online portal and
increasing trust of employees for getting work done with effectiveness. It is also said by
Aldousari and et.al., (2017) that by focusing on communication, ways of interacting and empathy
skill, employers can increase trust and along with it they can have improved image in the mind of
employees and customers. According to them, employers' image play a vital role as it can make
companies able to increase staff retention rate by increasing loyalty and trust. Employees can be
made trained by providing proper training and Hence it can help both employees and employers
in improving performance of Hilton and hospitality sector.
Impacts of training and development session on employees' and hotel's performance
As it is already stated that hotels including Hilton are finding problems in retaining
employees because of Covid-19. So, they need to focus on some factors that can improve their
performance and employees retention rate. According to the Jaworski and et.al., (2018) training
6

and development session plays a vital role in improving performance of employees and making
them able to make company sustainable. Training and development session increase knowledge
of employees and by getting training they can provide innovative ideas to Hilton regarding
attracting customers. By making use of innovative ideas and creativity Hilton can reduce waste
and improve overall productivity. When employers provide better training at the time of Covid-
19 then it can help them out in retaining skilled workforce and making them able to provide
better products to customers
Jaiswal and Dhar, (2017) also stated that exceptional situation, caused by Covid-19 have
great impact on performance of employees and the main example of it is work from home. No
one has ever thought that this situation can occur in companies. This situation can have negative
impacts on employees and employees with this situation can affect performance of companies.
So, by providing training, employers can make able to employees in better performing functions
even while working from home. It can help them out in making themselves as per the
exceptional situations.
Kahn, Lange and Wiczer, (2020) contradicted and said that rather than training,
employers' image also play a vital role as it keeps employees motivated and valued. Employees
with good image of employers can never get frustrated and loyalty and trust keeps them
motivated towards performing functions and accomplishing goals. So, it can be said that work
load and pressure cannot keep employees apart from companies. So, as per this it can be said that
employers' image along with training and development play a vital role and it can help
hospitality sector in meeting goals by getting work done from employees. Mullen, Kelloway and
Teed, (2017) argued this view and said that exceptional situations that is being caused by Covid-
19 is affecting employees' performance and due to lack of work pay, employees are becoming
de-motivated and due to changing situations, they are committing mistakes. So, by getting
training they can reduce such errors and can satisfy customers.
Santos and et.al., (2019) stated that employers' are finding problems in maintaining image
in the eyes of employees and customers. Due to exceptional situations, caused by Covid-19 such
as work from home and decreasing rate of sales, pressurized and bound to employees to cut
down jobs and salaries as well. They are not able to pay employees as much they want. It is
affecting employer's image in the mind of employees. Employers cannot satisfy employees'
7

needs until this exceptional situations, caused by Covid-19 ends. But by motivating employees
and providing training employers can increase staff retention rate and can promise to satisfy all
needs after ending all these unexpected or exceptional situations. So, overall it can be said that
such situations and Covid-19 affected employers' image to the great extent that is affecting
overall performance and rate of staff retention.
RESEARCH METHODOLOGY
Research types: As per the type and form of data, research type is being categorized into
2 part such as qualitative and quantitative. Qualitative research is all about gathering data in the
form of words, feelings or non-numerical (Bhattacharya, 2017). Quantitative is just opposite of
qualitative research. In this research type, data are being gathered in numerical or numbers form
by researcher. For this study, qualitative research has been conducted and data are being gathered
in non-numerical form. The reason behind selecting this type is to take decision in an effective
manner and analyse data in a timely manner.
Research approaches: After selecting research type, researcher needs to select research
approach as it refers a detailed plan consists of steps for gathering, analysis and interpreting data.
Inductive and deductive are 2 main approaches of research. Inductive research is all about
developing a brand new theory for gathering appropriate data relevant to the topic. Whereas, the
main aim of deductive research approach is to test and hypothesis of an existing theory. In regard
to effectiveness of inductive research approach, it can be said that it moves from specific
observation to broad generalization (Woiceshyn and Daellenbach, 2018.). Also, researcher can
develop knowledge related to the topic if he develops theory at his own. Whereas, in deductive
approach, researcher generate an existing theory and it is being used when researcher does not
have enough time as it is time saving approach as compared to inductive. For this study,
researcher has developed a new theory or used inductive research approach because it is
associated with qualitative research.
Search engine: Gathering appropriate data is the main key of research success. For
collecting secondary data, researcher needs to make use of appropriate and effective search
engines. There are several search engines in which some are authenticate and some are
unauthenticated (Gusenbauer, 2019). It is important to gather data that are not tool old or not
more than 5 years old. It can help in improving image and gathering validate information. As this
8

topic is all about knowing importance and effects of training and development session on
performance of hospitality sector during Covid-19 situation. For this study the main focused and
used search engine is: google scholar. It helped in gathering real and authenticate data related to
effectiveness of training on sustainability of hospitality sector during Covid-19. Microsoft
academic and google books has also being used for this study as a search engine.
Databases: It is all about a searchable collection of information or it refers a place or
sites from where researcher collects data related to research topic. It is believed that each
database in research collects or consists of thousands of articles which can be searched for
simultaneously as well as quickly to find articles that have higher relevancy than searching in
individual journals. The main aim of using databases in research is to add credibility in research.
It is also known as storehouse of information available online. All information are managed in an
effective manner so that they can be searched easily. For this study, researcher has used Pubmed,
Eric and IEEE explore. Pubmed is one of the effective and the top most used database as it stores
details of more than 30 million papers and also help researcher in providing full text link to the
publisher site.
Data collection: Data collection is being divided into 2 type such as primary and
secondary. When researcher selects and decides to collect primary data, then he may make use of
questionnaire, survey, interviews and others. All data and information, gathered by researcher
with primary data collection are first hand and never being used before that is why it is called
primary data. Whereas, in secondary type of data collection, researcher gathers second hand data
as all data that he gathers, published before and may be used before by other people and
researcher (Johhson and Sylvia, 2018). For this study, secondary data have been collected via
internet, articles, books, online library and others. The reason behind selecting this type is to save
time and cost as well. As compared to primary data, secondary data collection are less time
consuming and cost effective.
Data analysis: After gathering data related to the topic it becomes important for
researcher to analyse them. One of the main reason of following this step is to make all gathered
data accurate by which researcher can make data in taking better decisions. Analysis can
improve image of researcher and study as well. It is also being categorized into 2 parts on the
basis of research type. Selection of data analysis tools also depend on the type of research. For
analysing numerical or quantitative data, researcher must use quantitative data analysis tools
9

such as SPSS, hypothesis and others. Whereas, for analysing non-numerical or qualitative data,
qualitative data analysis tools are being used. As it is qualitative research in which researcher has
gathered non-numerical data so, qualitative data analysis tool will be used. For making data
accurate, researcher has used thematic analysis.
Limitations: Conducting research is not an easy task as several problems may occur
while conducting research. Some changes in climate change and changes in other external
environmental factors can create barriers in successful submission of project. Some problems
and limitations of this research study was: lack of finance, lack of time for submission. Lack of
authenticate primary sources. But by analysing it found that conducting primary research in this
Covid-19 situation is not safe and also it is time consuming process as compared to secondary.
But with secondary data collection, data relevant to specific hospitality sector has been gathered.
It also saved time and finally made able in delivering or submitting project in a timely manner.
Lack of previous research studies on this topic was also other limitation. But Covid-19 has
become a hot topic and now there is even no need to search about it, people know much about it
so, knowledge, gathered from social media platforms and news channels helped in making this
study successful.
FINDINGS AND DISCUSSION
Concept of sustainability
It refers something that is bearable and adjustable. In regard to business practice it can e
said that6 sustainability refers an ability of companies of making use of natural and other
resources in an effective manner by which they can not hamper needs of the future generation.
There are some companies that make use of natural and other resources to the great extent but it
can hamper and affect needs of the future generation. So, it is important for companies specially
of hospitality sector to focus on this and develop this skills. In the context of Hilton hotel it is
found that it is making itself sustainable and promised to reduce waste to the great extent in order
to provide value to customers and improving image as well. It is also analyzed that by 2030 it
will reduce carbon intensity by 61% and carbon commission intensity by around 26%
(Environmental Impacts: Hilton, 2020). It is also found that it is the one among all hotels that set
science based carbon target aligned with climate science. It believes that environmental
protection is other main key of success of their hotel and it is beneficial for community members
as well. But now it becomes more important for all hotels in hospitality sector to focus on this
10

factor and gradually add new pieces that connect sustainability with the current corona virus
outbreak.
In addition, some other factors have also been identified that can lead to sustainability in
this critical situation such as: supply chain. Hilton supply chain management is known as global
procurement of it. It supply programs with around 1100 suppliers that make all available and
qualitative goods and services at the variety or combination of prices. Hilton won several awards
for maintaining sustainability. It is also found that some quality management tools and waste
management tools play a vital role in improving sustainability (Salas‐Zapata and Ortiz‐Muñoz,
2019). Some effective operational management approaches and tools that are being used by
Hilton hotel for reducing waste and promoting sustainability are: total quality management, six
sigma and others.
Impacts of Covid-19 on performance of Hilton hotel
In the context of impacts of Covid-19 on overall performance of Hilton hotel and
hospitality sector it is known that, managing all professional stress was the main problem. It
impacted to its deeply valued team members and they all have become frightened about getting
affected by corona virus. They also said that hotel and travel tourism industry is the one that has
been hit hard by Covid-19 or pandemic. It is also analyses from research that around 9 in 10
hotels have been forced to lay off employees. It affected sales and productivity of hotels to the
great extent and also employees of this industry became unemployed. It is also found that most
of the employees of Hilton hotel were immigrants and due to lock down, caused by Covid-19,
bound them to go back to their home. It made them jobless (Hilton CEO Discusses Impact of
Covid-19, Plan for Future, 2021). The main impacts of Covid-19 on Hilton hotel was decreasing
sales and it affected overall economy of the country. It is believed and stated that hospitality
sector contribute in improving country's economy to the great extent. Improved economy can
help country in attracting visitors. So, it can be said that due to poor economy, employees are
facing problems in getting employment opportunities. Employers are hiring employees at lower
wages due to decreased job rate after Covid-19 and lockdown.
Due to Covid-19, there were decline of 56% in revenue per room. Around 1000 Hilton
hotels have been shut that is accounts for around 16% of the chain's total global properties
(Hilton Sees 56% Decline in Revenue Per Room Due to Covid-19, 2020). But on the other hand
it found that Hilton helped to many people in this situation and improved image by offering
11

around 1 million rooms at free of cost to US medical professionals. So, it can be said that Covid-
19 affected this in a negative manner but it proved that why it is called the best by offering
rooms at free of cost. It made use of its savings and pay salary even in the time of lock down. It
is stated by CEO of this hotel that skills and experience play a vital role and with these skills and
experience they can regain their image and can also earn profit as like before.
Benefits of effective training and development session
Training and development session gives several positive impacts on overall performance
of companies. There are some common benefits that every company can take such as:
employees' retention, workplace engagement, employee empowerment, digital learning, increase
flexibility skills and others. It is stated that Hilton provide training to their employees for
increasing their knowledge. It is also stated that at the time of Covid-19, Hilton develop training
session for their employees because of making them able to adapt changes and performing
functions accordingly. They also said in this regard that they made their employees about ways
of performing functions while working from home. The main problem that employees were
facing at the time of Covid-19 was adopting technology and access to internet (Jaworski and
et.al., 2018). All employees can be taught about effective ways of accessing internet and making
their use in performing day to day business operations. It is possible only with effective training
and development session. It can make employees flexible as well and by getting training in an
effective manner, employees can adapt changes that happen in business environmental factors. It
can make easier for companies to develop team and growing even in changing situations.
From articles related to impacts and benefits of training and development session it is
found that it can help companies in increasing job satisfaction. The reason behind it is it
increases knowledge and skills of employees. It makes them able in working even under pressure
and in critical situations. It reduces their errors in tasks that boost their confidence, improve
performance and loyalty. From gathered data it is also being analyses that training and
development session at the time of Covid-19 can increase capacity and knowledge of employees
regarding adopting new technologies and methods as well. It can increase employees' efficiency
in processes that is beneficial for both companies and employees (Ibrahim, Boerhannoeddin and
Bakare, 2017). So, overall in the context of training and development session it can be said that it
can provide financial gain to hospitality sector and Hilton hotel if it is being developed at the
time of Covid-19 situation in an effective manner.
12

Barriers or challenges associated with training and development session
It is found that providing training to all employees specially at the time of Covid-19 is not
an easy task. Employers have to face several problems while providing training t9o employees.
From report of Hilton hotel it is found that while providing training to employees at the time of
Lock down and Covid-19, employers of hotel faced problems because of widespread employees
at different locations. They were bound to give training to employees via internet or online.
Some major problems that may occur and are being faced by hospitality sector while providing
training include: lack of engagement. In this context it is analyses that employees at their homes
do not behave professionally and due to disturbance they also find problems in engaging training
and development sessions. It can affect both employees and employers as they may commit
mistakes because of not taking training in a proper manner and because of lack of engagement
(Cardinale and Varley, 2017). Some exceptional situations, lead by Covid-19 is making difficult
for employees to work. It is also creating problems for companies in successful training session
because employees are widespread and because one type of training cannot be suitable for
different learning style of employees.
In addition, from some effective articles it is found that other main problem associated
with training and development session is communication barriers. Due to widespread employees
at different places, employers needed to conduct online training program but due to some
technical problems and internet interruption, communication barriers occur. It creates situations
of miscommunication and affect performance of employees. When employees do not get proper
training then they can get confused about ways of performing functions and it can hamper
quality of products and overall performance. Other main barrier in training and development
session that most of the companies including Hilton hotel faced is different learning habits of
employees. Different employees have different style of learning as some prefer audio based
training, some prefer visual and video based training. But it is not possible to develop training in
different styles as per the different learning styles of employees. So, this problem sometimes DE-
motivate employees (Morris and Kuratko, 2019). Because of DE-motivation, employees do not
give their 100% to company in accomplishing their goals. So, it can be said that different
learning, communication and other training barriers can affect overall performance and quality of
products and employees as well. Cost of training is other main problem that can reduce profit
margin. At the time of lock down and Covid-19 situations, hotels of hospitality sector invest in
13

training and development session to the great extent and in this training they mainly focused on
learning about ways of performing functions in this changing situation and work from home.
Training strategy of Hilton during Covid-19
Hilton hotel announced a new customers service and cleanliness program and by research
and efforts by all employees, clean Stay was shaped. For knowing effectiveness and better
improving this, feedback from event and meetings were gathered. It is analyzed and well-known
to all that Covid-19 has had a disproportionate as well as devastating impacts on employment
status and economic security. It is not limited to security impacts but also affected people in all
physical, mental, emotional and professional level. There are several strategies of providing
training to employees and make them able to understand ways of performing or continuing
functions at the time of this critical situation and helping out companies in meeting their goals.
One of the best strategy that is being identified from some articles is mentoring. In this context it
is also found that there are several companies that mainly use this type of training for increasing
knowledge of their employees. Those companies that value the collective knowledge base of
their workforce are more likely to develop an effective mentoring program. In regard to
effectiveness of this type of training it is also known that it makes employees feel valued. They
value and feel that company consider their needs and are concerned with their learning needs and
performance as well.
It is found and analyses that Hilton hotel focuses on job shadowing type of training as it
can promote culture of company and can also promote team working. Team working is also
effective and can improve relation with each others. Some elements of both types of training
such as coaching and mentoring are being used in training and developing session in the role of
having another employee shadow them. It is also found and analyzed that Hilton provide E-
learning training to employees as per their convenience. Employees at different place can get
training and increase leaning with E-learning program and it is cost effective and compared to
tradition way of providing training (E-Learning Solutions at Hilton, 2020). The main reason of
making use of this strategy of training is to track and measure effectiveness. By providing E-
learning training, companies can know effectiveness of training session and accordingly can
make changes. But there are some factors that need to be focused while providing such training
14

such and communication modes because in this type miscommunication can create several
problems and create barriers in the path of success. So, overall, it can be said that by focusing on
some common factors, any type of training type can be used and can be accomplished goals of
providing training.
REFLECTION
In the context of this study, I want to share my experience and feelings that I felt while
conducting this. By conducting this study, I came to know about importance of training and
development session. I knew several consequences and negative impacts of Covid-19 on
hospitality sector. I also found some reasons or causes of Covid-19 as why this situation affected
hospitality sector to the great extent. Why companies are facing problems related to staff
retention. The main reason of conducting this study was knowing importance of training and
development session and how hospitality sector can increase staff retention rate and can employ
skilled workforces by developing effective training strategy. It increased my knowledge to the
great extent and I learned about the best way of conducting research study. I came to know about
importance of secondary research and data collection. Data collection and data analysis are
known as the main key of success. I learned the importance of being calm and passionate in
difficult situations and rather avoiding risks, taking risks as an advantage increase several skills.
It makes me able in making this study successful. There were several limitations and due to lack
of finance, some problems occurred but with the help and support of participants, all problems
were mitigated.
With data analysis and findings on secondary research I came to know about effective
strategies of training and on boarding training is found the most appropriate. When employees
get training specially in Covid-19 situations, they they learn about ways of performing functions
from home and by maintaining social distance. Initially it becomes difficult for them to adapt
changes but training is solution of this problem. I also came to know that Hilton hotel is focusing
on sustainability and reducing wastes to the great extent for attracting customers. It also focuses
on motivating employees for making them able to stay with the company and contribute in
accomplishing goals. The most focused area of training in this Covid-19 for retaining employees
was: work from home, Employees were taught about ways of performing functions while
working from home and how to make a balance between personal and professional life. Overall,
I can say that this study increased my knowledge to the great extent but some skills in which I
15

am lacking behind such as decision making, problem solving created some problems in
submission of project. These weaknesses made me frustrated at some level but with peers
support I completed this project with effectiveness.
CONCLUSION
It has been summarized from the above study that training and development session play
a vital role in managing talented workforces and increasing staff retention rate at the time of
Covid-19 situation. It has also discussed some problems that hospitality sector is facing because
of Covid-19 situations and why they are facing problems in retaining their skilled workforces
with them. It has also discussed concept of sustainability as how sustainability can help
companies in taking competitive advantages and making an effective position in the market. An
ability to make use of natural and other resources to some extent with the main aim of reducing
waste is the main key of success and attracting customers as well as employees. Training and
development session increase knowledge of employees and help them out in reducing errors.
When employees do not commit mistakes and perform all activities in an effective manner then
it boosts their confidence and increase productivity. It is all possible with effective training that
this study has discussed. Further, it has also been summarized from the above study that
communication plays a vital role in making training session effective and helping out employees
in performing functions even in critical situations.
Enabling learning and development is the main reason of providing training and
conducting development session for employees. This study has discussed some problems that
occur and companies face while delivering training to employees. Some challenges associated
with training and developments session to employees are: lack of engagement, cost of training,
communicational barriers, dispersed employees and others. It has also shown ways of solving all
these challenges in order to improve training session successful and making all employees able
to work in critical and changing situations. Different learning habits of employees also create
barriers in making training session successful and it created problems for hospitality sector. It
has also discussed some ways by which negative impacts, caused by Covid-19 can be decreased
or mitigated such as: making use of hotel robot for customers' services, allowing 50% booking in
hotels, allowing online booking only, working from home for maintaining data and accounting. It
can help in following all guidelines of Covid-19 and can also protect employees as well as
16

employers against getting affected from Coronavirus and also against from any lawsuit. Wearing
masks, protective PPE kit also help and can protect against this situation.
17

REFERENCES
Books and journals
Aldousari, A.A. and et.al., 2017. Impact of employer branding on organization’s
performance. Journal of transnational management. 22(3). pp.153-170.
Bagha, Z.H., 2020. Effects of Training on Employees’ Performance in Commercial Banks in
Kenya: A Case of Prime Bank Limited, Nairobi County (Doctoral dissertation, United
States International University-Africa).
Bhattacharya, K., 2017. Fundamentals of qualitative research: A practical guide. Taylor &
Francis.
Cardinale, M. and Varley, M.C., 2017. Wearable training-monitoring technology: applications,
challenges, and opportunities. International journal of sports physiology and
performance. 12(s2). pp.S2-55.
David, R., Banerjee, P. and Ponnam, A., 2017. Risks perceived regarding recruitment process
outsourcing: stakeholder concerns. Journal of Global Operations and Strategic Sourcing.
Davies, G., Mete, M. and Whelan, S., 2018. When employer brand image aids employee
satisfaction and engagement. Journal of Organizational Effectiveness: People and
Performance.
Forsythe, E. and et.al., 2020. Labor demand in the time of COVID-19: Evidence from vacancy
postings and UI claims. Journal of public economics. 189. p.104238.
Gayed, A. and et.al., 2018. Effectiveness of training workplace managers to understand and
support the mental health needs of employees: a systematic review and meta-
analysis. Occupational and environmental medicine. 75(6). pp.462-470.
Gusenbauer, M., 2019. Google Scholar to overshadow them all? Comparing the sizes of 12
academic search engines and bibliographic databases. Scientometrics. 118(1). pp.177-
214.
Haugen, T. and et.al., 2019. The training and development of elite sprint performance: an
integration of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-16.
Ibrahim, R., Boerhannoeddin, A. and Bakare, K.K., 2017. The effect of soft skills and training
methodology on employee performance. European Journal of Training and Development.
Jaworski, C. and et.al., 2018. The effects of training satisfaction, employee benefits, and
incentives on part-time employees’ commitment. International Journal of Hospitality
Management. 74. pp.1-12.
Jeba, I.J., 2019. Effectiveness of training & development on enhancing employee performance at
Energypac Electronics Limited.
Johhson, E. and Sylvia, M.L., 2018. Secondary Data Collection. Critical Analytics and Data
Management for the DNP. p.61.
Kahn, L., Lange, F. and Wiczer, D., 2020. Labor Demand in the time of COVID-19: Evidence
from vacancy postings and UI claims. NBER working paper, (w27061).
Li, X., 2021, January. An Optimization Study on Recruitment System of C Company From the
Perspective of HR Three-Pillar. In 6th Annual International Conference on Social
Science and Contemporary Humanity Development (SSCHD 2020) (pp. 839-844).
Atlantis Press.
Luthuli, S., Nyawo, J.C. and Mashau, P., 2019. Effectiveness of training and development on
employees’ performance in South African municipalities with special reference to
18

Umzumbe Local Municipality. African Journal of Development Studies. 9(Special 1).
p.117.
Moore, J.E. and et.al., 2017. Developing a comprehensive definition of
sustainability. Implementation Science. 12(1). pp.1-8.
Morris, M.H. and Kuratko, D.F., 2019. Addressing Major Challenges Associated with
Sustainable Entrepreneurship in Established Companies. American Journal of
Entrepreneurship. 12(2). pp.5-34.
Mullen, J., Kelloway, E.K. and Teed, M., 2017. Employer safety obligations, transformational
leadership and their interactive effects on employee safety performance. Safety
science. 91. pp.405-412.
Rana, G., Agarwal, S. and Sharma, R. eds., 2021. Employer Branding for Competitive
Advantage: Models and Implementation Strategies. CRC Press.
Salas‐Zapata, W.A. and Ortiz‐Muñoz, S.M., 2019. Analysis of meanings of the concept of
sustainability. Sustainable Development. 27(1). pp.153-161.
Santos, V.R. and et.al., 2019. Employer branding: The power of attraction in the EB
group. Journal of Reviews on Global Economics. 8. pp.118-129.
Scott, M. and et.al., 2017. Employers’ perception of the costs and the benefits of hiring
individuals with autism spectrum disorder in open employment in Australia. PloS
one. 12(5). p.e0177607.
Woiceshyn, J. and Daellenbach, U., 2018. Evaluating inductive vs deductive research in
management studies: Implications for authors, editors, and reviewers. Qualitative
Research in Organizations and Management: An International Journal.
Jaworski, C. and et.al., 2018. The effects of training satisfaction, employee benefits, and
incentives on part-time employees’ commitment. International Journal of Hospitality
Management, 74, pp.1-12.
Jaiswal, D. and Dhar, R.L., 2017. Impact of human resources practices on employee creativity in
the hotel industry: The impact of job autonomy. Journal of Human Resources in
Hospitality & Tourism. 16(1). pp.1-21.
Bhattacharya, S., Singh, A. and Hossain, M.M., 2020. Health system strengthening through
Massive Open Online Courses (MOOCs) during the COVID-19 pandemic: An analysis
from the available evidence. Journal of Education and Health Promotion. 9.
Online
Environmental Impacts: Hilton. 2020. Online Available thorough.
<https://cr.hilton.com/environment/>
Hilton CEO Discusses Impact of Covid-19, Plan for Future. 2021. Online Available thorough.
<https://www.travelpulse.com/news/hotels-and-resorts/hilton-ceo-discusses-impact-of-
covid-19-plans-for-future.html>
Hilton Sees 56% Decline in Revenue Per Room Due to Covid-19. 2020. Online Available
thorough. <https://www.hotelierindia.com/business/10646-hilton-sees-56-per-cent-decline-
in-revenue-per-room-due-to-covid-19-crisis>
19

E-Learning Solutions at Hilton. 2020. Online Available thorough.
<https://www.siue.edu/~blavite/Symposium%20Documents/IT520/HiltonCS.pdf>
20