HOSPITALITY INDUSTRY

Training of Employees at the Hospitality Industry

Abstract

This report documents a multi-perspective investigation into the training needs of the hospitality Research on training needs is important, especially in the hospitality industry, which is known for its traditional approach in terms of human resource management. The following report aims to develop an understanding of the current situation concerning hospitality employees' as well as hospitality managers' skills and competencies and career development.

There is a general acceptance that changes have to occur in the provision of training in the hospitality industry. However, these changes are often recommended by academics and not necessarily accepted by the industry. All focus group participants recognized that higher and general skills have to be added to the crafted curriculum as employees need to be more responsive to the changing environments.

Table of Content

Introduction4

Human Resource Management4

Training and Development5

Discussion6

Hospitality Industry7

Audience:8

Objectives of training:8

The Government of Canada supports the hospitality industry in British Columbia in anticipation of 20108

Staff training in hospitality industry as a factor in increasing business competitiveness in today's economy"11

Conclusion15

References16

Training of Employees at the Hospitality Industry

Introduction

In a limited approach, the human resources management is generally associated with the simple management of staff assigned to a chief of staff whose main task is to manage the workforce working from a quantitative point of view and conduct the pay of employees. (D'Annunzio-Green, 2009)

Human Resource Management

The human resource management is the set of measures implemented to ensure the company always a match between its resources and staffing requirements, both quantitatively as qualitatively. The efficiency of institutions relies primarily on the efficiency of the human race and the success of institutions depends on finding the best human elements so you can adjust the performance of the institution and to achieve strategic goals. (Harvey, 2009)

Dealing with Human Resource Management choose the most competent staff to work in the company and also to maintain existing staff through the development of programs and regulations that govern the relationship between the company and employees and aims to get the best performance.

In fact, it appears that human resource management focuses on two variables:

Quantitative aspect: the quantity of labor input available to a firm should match its needs.

Qualitative aspect: the available labor must also possess the skills necessary for the company.

Human resources into several branches, namely:

• Human Resource Planning

• Employment Selection

• Organizing the administrative structure Organization Structure

• Training & Development

• Compensation & Benefits

• Performance audit Performance Management

• Employee Relations

Training and Development

"Organizations are possible because, deep down, we are all learners" -Peter M. Peter M. Senge

For some staff the process of training and development is the key point when judging human resources management in the companies they work, because it means improving the skills and thereby increase the personal value. The process seeks to training and developments to improve the ability of individuals to perform the tasks entrusted to them by increasing their knowledge and their way of jobs and improve their behavior within the ...