Assessing Training and Development Impact on Hilton's Workforce

This report investigates the impact of training and development on workforce management within the UK hospitality sector, specifically focusing on Hilton hotels in pre- and post-COVID situations. The study aims to assess the significance of training and development programs in managing employees, analyzing factors affecting workforce management before the pandemic and evaluating the influence of training in the post-COVID era. The research employs a qualitative approach, gathering data through surveys and secondary sources. The methodology includes an inductive approach, interpretive philosophy, and random sampling of 30 Hilton employees. The report explores various training methods, their impact on employee performance, and the importance of aligning training with market demands. It also addresses the limitations of the study, such as time and resource constraints, and concludes with recommendations for effective workforce management strategies in both pre- and post-COVID conditions. The report emphasizes the need for top management to foster strong relationships with employees to facilitate open communication and ensure the success of training initiatives.

Hospitality Investigations

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
Background of the study.............................................................................................................3
Research aim and objectives.......................................................................................................3
MAIN BODY...................................................................................................................................4
Theme: Understanding the concept of training and development .............................................4
RESEARCH METHODOLOGY.....................................................................................................6
Research Type.............................................................................................................................6
Research approach......................................................................................................................6
Research philosophy...................................................................................................................6
Data collection............................................................................................................................6
Sampling.....................................................................................................................................6
Data analysis...............................................................................................................................7
Reliability....................................................................................................................................7
Research limitations....................................................................................................................7
TIMELINE.......................................................................................................................................7
REFERENCES..............................................................................................................................11

Topic: To assess the significance of training and development in managing workforce in the
context of pre and post COVID situations within UK hospitality sector: A study on Hilton
INTRODUCTION
Background of the study
Pandemic has been the reason for affecting the economic growth and its development
significantly. In this study the major impacts of the training and development of the management
of working in the hospitality industry specifically Hilton has been considered. It can be said that
providing in-person training both before and after the pandemic has helped this company manage
the work. This study will be using different research methods for being able to analyse the
performance of the company. This research proposal is going to capitalize on research tools and
techniques which can be used for the analysation of the issues for highlighting the time frame
within the investigation.
Research aim and objectives
Aim
The aim of current investigation is to measure to role of training and development for
management of employees with relevance to pre and post Covid situations at Hilton hotels.
Objectives
 To develop understanding about the concept of training and development for managing
workforce.
 To analyse factors affected employee management in pre covid situations in hospitality
sector.
 To assess the influence of training and development in management of work-force in post
COVID situations in Hilton.
 To recommend strategies for management of work-force in both pre and post Covid
conditions for Hilton.

MAIN BODY
Theme: Understanding the concept of training and development
According to Adomi and Famola, (2020) Training and development are the most
important element within any organization as it helps employees learn various skills and
techniques so that various roles within the workplace might be performed efficiently.
However,,,,,argued that providing training and development of the regular basis only cost
additional time of the company and adds unnecessary cost for the future. Moreover, Boadu, Xie,
,Du and Dwomo-Fokuo (2018) stated that training is activity that required presence of the
qualified experts within the workplace so that maximum benefits might be gained from the
training sessions. However, the best training sessions always tends to improve the employees
efficiencies to face the challenging situations in the best possible manner. Furthermore,
Alnawfleh, (2020) stated that training and development in any organization in pre Covid helps in
the firm to retain the best top talent within the workplace and increase the job satisfaction for the
longest time. On the other hand Karam (2019) argued that too much development activities given
to any particular employee group would decrease the interest of employees within the workplace
and makes them feel demotivated. Furthermore, some training programmes that are not
organized in proper manner will only reduce the consistency in delivering the high performance
and create more conflicts at the workplace. Also, Feleke, (2018) stated that training programmes
within the organization are only developed because of the reason that organization are able to
provide the quality services and products in the future to the target customers so that more
consumers are attracted towards the business. Moreover, these training programmes are designed
by the companies' so that cost involved in various levels of the department might be reduced
through identifying the new ways of conducting the business and overcome certain challenges in
the best possible manner.
Furthermore Veličković, Bojić and Berić, (2018).stated that training programmes that are
designed by any organization in pre Covid are based on the current business environment so that
less supervision might be established on the activities that are brought up through any change
brought within the business. However, Yetunde, (2018) argued that in-spite of development of
training programmes if the top management of nay company does not put systematic efforts to
motivate the employees to participate in such programmes than all the efforts are wasted. Hence,
it is very important for the managers of the firms to educate the current workforce about

beneficent of the training programmes so that employees develop interest and are eager to
enhance certain skills through such programmes. Also, Sawarynski and Baxa (2019)stated that
training and development in every firm is provided in accordance with the current market
requirements and along with that these programmes are especially developed to promote healthy
working environment within the workplace so that there are no such kinds of the organizational
issues in the future. Moreover, programmes are not only good for the overall organizational
growth but are also useful for the employee own well-being and the future growth at the
workplace or for any other projects. On the other hand Matloob and Raju (2019) argued that
even though the training programmes are designed in way so that employee turnover is reduced
but in spite of it some employees face difficulties in implementing such learning at the
workplace and requires adequate amount of supervision from the seniors. Hence, in such cases it
can be said that training usefulness is decreased and the adds unnecessary cost to the working of
the business. Also, Sung and Choi (2018) stated that training programmes are designed through
the experts after closely analysing the market demands and the current position of the business.
Also, there are various types of training methods such as on the job training, films and videos,
presentation, case studies depending upon the current situations. However, in most of the cases it
is seen that due to ineffective market research the firm is not able to fulfil the future needs and
enhance the collaboration of the employees at the workplace. Hence, these organizations tends to
have more number of the employee dissatisfactions and negative working culture were work is
carried in the inappropriate manner while missing certain deadlines.
Also, training programmes that are made are with aim of providing more earnings and
attracting the best candidates for the job through established brand image. However, Renfors
(2020) for training programmes to be successful it is essential that top management establish the
best relationships with the employees so that they are bale to share certain queries and problems
in most effective manner. Furthermore, this would help to ensure more stability and flexibility
especially after post Covid in the work so that fewer complaints are gained from the employees
while carrying out various task at different levels within the organization.

RESEARCH METHODOLOGY
Research Type
Research can be of two different types of qualitative and quantitative. In this study about
the impact of training and development over the hospitality sector during the pandemic the
qualitative study can be analysed in order to understand the theoretical aspect of the performance
of organization after qualitative aspects.
Research approach
The research approach of this study about the training and developments affect in the pre
and post Covid period would be the use of customer decision inductive approach which is going
to be applicable for the approach of assisting and analysing the assessment of qualitative study
effectively (Zhu, Sari and Lee, 2018.).
Research philosophy
It can be said that there are two major philosophies which are used in the research for the
interpretive and positivism. For this study the interpretive philosophy needs to be used for the
evaluation of the qualitative data pertaining to the employee training and development.
Data collection
In order to address the research objective data which will be gathered is going to be from
both the sources such as primary and secondary. For the primary research the survey is going o
be conducted on 30 employees of Hilton with the help of questionnaire. Further it can be noticed
from the past and previous studies that pertaining to the organizational policies and procedures
the business would be developing brief thesis.
Sampling
The purpose of survey is going to be fulfilled with the required amount of appropriate
sample that has been considered to be suitable outcome which can be derived for the purpose of
survey for 30 employees of Hilton which will be selected through random sampling technique
(Cypress, 2018).

Data analysis
For the analysation of the responses which were collected from the survey the research
was able to be analysed with the help of perception test technique. With the help of this
technique the as it helps in the analysation of the qualitative data effectively.
Reliability
This research will be able to ensure the validity of the research papers through the
published articles after the period of 2018.
Research limitations
Time, money and unavailability of the different resources are recognized as the main
limitations to the current study due to which tools like SPSS has not been selected. Further, using
the thematic analysis has helped in overcoming the limitation for this study.
TIMELINE
Activi
ties
Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Week
10
Week
11
Week
12
Select
ing
Resea
rch
topic
Devel
oping
resear
ch
aim
and
object
ives

Devel
opme
nt of
resear
ch
propo
sal
Analy
sation
of
secon
dary
resour
ces to
devel
op
thesis
Select
ion of
assess
ment
of
resear
ch
metho
ds
Devel
opme
nt of
questi

onnai
re
Colle
cting
both
prima
ry and
data
throu
gh
questi
onnai
re
Collat
ion
and
analy
sation
of
data
gather
ed.
Concl
usion
Reco
mmen
dation
s to
the

issues
Arran
ging
the
file in
a
struct
ured
forma
t
Cons
ultati
on
with
tutor
about
the
study
Modif
icatio
n of
the
existi
ng
study
Subm
ission

REFERENCES
Books and Journals
Abdullahi, M.S., 2018. Effect of training and development on employee’s productivity among
academic staff of Kano state polytechnic, Nigeria. Asian People Journal (APJ). 1(2).
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Adomi, E. E. and Famola, M. O., 2020. Training and development of cataloguers in National
Library of Nigeria. International Academic Journal of Social Sciences. 1(1). pp.16-25.
Alnawfleh, S. H., 2020. Effect of Training and Development on Employee Performance in the
Aqaba Special Economic Zone Authority. Journal of Business & Management
(COES&RJ-JBM). 8(1). pp.20-34.
Boadu, F., Xie, Y., Du, Y. F. and Dwomo-Fokuo, E., 2018. MNEs subsidiary training and
development and firm innovative performance: The moderating effects of tacit and
explicit knowledge received from headquarters. Sustainability. 10(11). p.4208.
Cypress, B., 2018. Qualitative research methods: A phenomenological focus. Dimensions of
Critical Care Nursing. 37(6). pp.302-309.
Feleke, A. T., 2018. Assessment of training and development practice the case of human rights
commission hawassa branch. International Journal of Social Sciences Perspectives.
2(1). pp.38-49.
Karam, A.A., 2019. The impact of training and development on different cultural employees
performance through interaction employees motivation in Erbil public and private
Banks. Mediterranean Journal of Social Sciences. 10(1). pp.193-193.
Matloob, H. A. and Raju, V., 2019. The impact of training and development on intrapreneurial
behavior. Journal of Innovation and Management. 4. pp.81-89.
Renfors, S. M., 2020. Identification of ecopreneurs’ business competencies for training program
development. Journal of Education for Business. 95(1). pp.1-9.
Sawarynski, K. E. and Baxa, D. M., 2019. Utilization of an online module bank for a research
training curriculum: development, implementation, evolution, evaluation, and lessons
learned. Medical education online. 24(1). p.1611297.
Sung, S. Y. and Choi, J. N., 2018. To invest or not to invest: strategic decision making toward
investing in training and development in Korean manufacturing firms. The International
Journal of Human Resource Management. 29(13). pp.2080-2105.
Veličković, M., Bojić, I. and Berić, D., 2018. The effects of programmed training on
development of explosive strength in female volleyball players. Facta Universitatis,
Series: Physical Education and Sport. 15(3). pp.493-499.
Yetunde, E., 2018. Impact of Training and Development on Employee Performance and
Productivity among Members of Staff: Case Study of Kogi State Polytechnic. Academy
of Social Science Journal. 3(11). pp.1242-1248.
Zhu, M., Sari, A. and Lee, M.M., 2018. A systematic review of research methods and topics of
the empirical MOOC literature (2014–2016). The Internet and Higher Education. 37.
pp.31-39.