ABSTRACT
This research work is an exploratory study based on
literature review, on training programs within the hotel industry or
hospitality industry. The information gathered and discerned in this research
work will explore the training needs of the employees in hotel industry and
will give an insight on effectiveness of training and development in hotel
industry. Since all employees need training and development no matter what
industry they are in, other industries’ insights may offer new perspectives to
the hospitality industry. Another constraint in this research work is the term
training to encompass both training and development. Training is the activities
that are designed to provide learners with the knowledge and skills needed for
their present jobs whereas development is the learning that goes beyond today’s
job and has a more long-term focus. Although training and development usually
go hand in hand, they differ in that training can be done by all staff, whereas
development is usually undertaken by the trainee’s supervisors or managers.
Training also tends to be more specific while development looks more at the long-term
professional goals. The trainer will teach specific skills and knowledge to the
trainee in order to obtain specific goals for their present position. During
the development process, staff will meet with their supervisor and or manager
to discuss their strengths and weaknesses, and how to improve work performances
to help expand and broaden their current career path. This research work
critically examines the importance and the evaluation of training and
development needs in the hospitality industry or the importance to an
organization’s success.
CHAPTER ONE
1.0 INTRODUCTION
Training or Staff training and development is chosen
to be the topic of this research work and its evaluation in view to the
hospitality industry, because understanding Human Resource Management
extensively in business brings unimaginable benefits and due to the author's
personal interests in this subject after finishing her practical training.
Moreover, this is also a great opportunity to get to
know Human Resource Management in a deeper perspective, although Training and
development is just a small part of Human Resource Management, it is really
interesting to take a close look at it and evaluates is need in the hospitality
industry.
In this chapter, the background of the research work
and the aim of this study study will be introduced, objectives, motivation
statement of problem, samples of research question, the hypothesis that will be
hypotheses in the light of this research and then the significance and scope,
limitation and terms used in the research work will be explained. In the light
of this research work the researcher seek to evaluate the needs for training
and development of workers/staff in the hospitality industry.
1.1 BACKGROUND OF THE RESEARCH
Training and human development activity has increase
greatly over the past few decades. According to Fulmer (1988, p57), annual
estimation of over $40 billion is spent on human resources development (HRD)
and training in schools, Business centers, Tourist centers and Hospitality
industries around the world. Such huge expenditure on HRD requires evaluation
to determine the effectiveness of training and development program whether it
meets its desired objectives, for the course of this study Hospitality
industry.
It is very important to understand the fundamental
differences between training and development, this distinction is necessary
when examine the methods of measuring training and development.
Training
Training is concerned with imparting specific skills
for a particular purpose. Training is the sequence of learning a sequence of
programmed behavior. Training is the act of increasing the skills of an
employee for doing a particular job.
“Training is the process that provides employees with
the knowledge and the skills required to operate within the systems and
standards set by management.” (Sommerville 2007)
Development
Management development is all those activities and
programme when recognized and controlled have substantial influence in changing
the capacity of the individual to perform his assignment better and in going so
all likely to increase his potential for future assignments.
Thus, management development is a combination of
various training programme, though some kind of training is necessary, it is
the overall development of the competency of managerial personal in the light
of the present requirement as well as the future requirement.
Development an activity designed to improve the
performance of existing managers and to provide for a planned growth of
managers to meet future organizational requirements is management development.
Conventional 'training' is required to cover essential
work-related skills, techniques and knowledge, and much of this section deals
with taking a positive progressive approach to this sort of traditional
'training'.
Importantly however, the most effective way to develop
people is quite different from conventional skills training, which let's face
it many employees regard quite negatively. They'll do it of course, but they
won't enjoy it much because it's about work, not about themselves as people.
The most effective way to develop people is instead to enable learning and
personal development, with all that this implies. So, as soon as you've covered
the basic work-related skills training that is much described in this section
- focus on enabling learning and development for
people as individuals - which extends the range of development way outside
traditional work skills and knowledge, and creates far more exciting, liberating,
motivational opportunities - for people and for employers.
Rightly organizations are facing great pressure to
change these days - to facilitate and encourage whole-person development and
fulfillment - beyond traditional training.
The world is changing rapidly in everyday life. In
order to be able to catch up the paces, making the best use of the personnel’s
abilities became of tremendous significance in the businesses, therefore
Resource development and training needs to be carefully considered and
implemented. It should be able to deal with the effects of the changing world
of work, which means that people who work in the industries have to be aware of
the implications of globalization, technology changes, workforce diversity,
labor shortages, changing skill requirements, the contingent workforce,
decentralized work sites, and employee involvement etc. Because when either one
aspect of above changes in the working process, it could change the whole
business operation, therefore, it is important for the industries to be
prepared and to take control. (Christina Pomoni 2009.)
Staff training and development is an essential and
indispensable part of Human Resource Management, “the importance and value of
staff training and development has long been recognized. Consider the popular
and often repeated quotation, Give a person a fish and you feed him for a day.
Teach a person to fish and you feed him for a lifetime‟.”
(Mcclelland 2002, 7) This understandable and far-sighted saying was from a
famous ancient Chinese
thinker and philosopher Confucius. This saying has explained clearly how
important it is to train an employee to conquer his/her work than just give
him/her a job of income. By observing today's business climate and the
exponential growth in technology with its effect on the economy and society,
the need for training and development is more pronounced than ever.
1.2STATEMENT OF RESEARCH PROBLEM
Billions of naira have been spent on training and
developing workers and staffs, in general every organization. Fulmer (1988,
p57) and more are done so as to see that the workers are trained and developed
to stand the task of work ahead of them within the organization, and now,
looking at the situation stated above and the cost of embarking on workers
training and development, which is very high and much have been spent on it,
which is an identified problem that necessitated and deemed it necessary to
evaluate the needs and determine the real stand of training and development,
its concepts and motivation within the hospitality industry, also the
researcher wants to look and see if there is actually need for training and
development needs in the hospitality industry in our country today.
1.3 AIM AND OBJECTIVES OF THE STUDY
This research is going to present to the readers a
thought of what is HRM, Staff Training and development, the importance of staff
training and development in the hospitality/hotel industry, and at the same
time, a research is conducted on staff training and development in the case
hotel where the author did the practical training, in the research opinions
about staff training and development in the hotel from employees in different
positions will be obtained, front line staff, supervisor, manager etc.
The researcher seek to achieve some of the following
points and ideas in the course of this study as its objectives, which are:
1.To determine the cost involved in each of the
hotel/hospitality industry in carrying out their staff training and development
for each occasion.
2.To ascertain the level of input of trained worker
and that of a non-trained staff in the industry.
3.To evaluate the needs on workers training and
development within the hospitality industry.
4.To promote and highlight the possible ways to attain
success and efficiency in the hospitality industry.
5.To bring to light the real reason for the industry
to embark on training and development of their workers.
1.4 SIGNIFICANCE OF THE STUDY
The outcome of this research work will be of help to
the hospitality industry at a whole, as it will be a key and focal point for
them on how to handle and tackle the case and issues with training and
development within their industry if there is a doubt of mind on it.
This research work, will also, be a source of learning
tools in the hands of students and other researchers in the field of this
study, in general for academic benefits. This research work will serve as a
proposal tools to other hospitality industry in diverse geo-location as it is
capable of forecasting the profit increase rise in training and development as
compared to non-trainee and non-developed workers.
1.5RESEARCH QUESTION
In other to complete this research work, the
researcher have embarked on, and using a survey method and questionnaire to
accomplish this work, the researcher framed out some research questions that
will be administered for the respondents. Which are?
1.What is your estimated cost involved in carrying out
their staff training and development for each occasion.
2.Is there any significant difference in the level of
input of trained worker and that of a non-trained staff in the industry?
3.Do you find any need in workers training and
development within the hospitality industry?
4.Have you ever been trained and developed to face
your job as a worker
5.If yes or No? What was or is there any difference
within you toward your job as a worker/staff
6.Is there any motivation among trained and
development workers love to their work?
7.What is the primary reasons for the management to
embark on training and development?
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