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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