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Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retraining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness. Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development. The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now a days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the
organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization. To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses. The progress of each organization depends on how it manpower I is effectively utilized. Learning is a continuous process and employees need also to learn with the changing environment. A person can better do his/her work if he/she I well trained. A persons capabilities and efficiency are improved when he/she is trained. Training and Development programs foster creativity of employees and prevent personal obsolescence. Trained employees are motivated to achieve higher goals. A programme of training and development becomes essential to fulfill organizational goals.
INTRODUCTION TO TRAINING AND DEVELOPMENT
Training Training is the learning experience is that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or social behavior. It may mean changing what employees know, how they work, their attitudes towards their work, or their interactions with their co-workers or their supervisor. Definitions: “Training refers to the methods used to give new or present employees the skills they need to perform their jobs.” -Gary Dessler “Training is the creation o an environment where employees may acquire or learn specific, job-related behaviors, knowledge, skills, abilities, and attitudes.” -Terry Leap and Crino
Development is more future oriented, and concerned with education, than is employee training , or assisting a person to become a better performer. By education, we mean that management development activities attempt to still sound reasoning processes-to enhance one’s ability to understand and interpret knowledge-rather than imparting a body of serial facts or teaching a specific set of motor skills. Development, therefore focuses more on the employee’s personal growth. Definitions: “Development focuses on a developing in a systematic manner, the knowledge base, attitudes, basic skills, interpersonal skills and technical skills of the managerial cadre.” -Jhonson and Sorcher ”Any activity designed to improve the performance of existing managers and to provide a planned growth of managers to meet future organizational requirements is management development.” -S.B. Budhiraja
Training and Development In simple terms, Training and development refers to the imparting of specific skills, abilities and knowledge of an employee. A formal definition of training and development is-
ACTUAL PERFORMANCE What is Training and development in terms of organization? Transferring information and knowledge to employers and equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity.“Training and development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning.” 6 . and the quality of the management of people.” The need for training and development is determined by the employee’s performance deficiency. usually by changing the employee’s attitude or increasing his or her skills and knowledge. computed as follows- TRAINING & DEVELOPMENT NEED = STANDARD PERFORMANCE .
but it will be an outcome It’s not what you dream of doing. skills. Training is about the acquisition of knowledge. but it’s knowing how to reach it It’s not where you want to go. but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present. 7 . the related field of training and development (T & D) deals with the design and delivery of workplace learning to improve performance. and where you will be after some point of time. It’s not what you want in life. Training and development is activity leading to skilled behavior. but it’s knowing how to take off It may not be quite the outcome you were aiming for.It also means that in organizational development. but it’s knowing how to get there It’s not how high you want to rise. but it’s more like a vision It’s not the goal you set. but it’s having the knowledge to do it It's not a set of goals. and abilities (KSA) through professional development.
Concept of training and development and difference between them can be understood through following comments: BASIS TRAINING Operatives DEVELOPMENT Executives Meant for Aim To develop specific skill personality To develop total Contents Time period Initiative Developers’ skills Needed at Technical and mechanical One-short affair From managementexternal motivation Technical and hands-on skills Operating levels Conceptual and philosophical Continuous affair From individual himselfinternal motivation Interpersonal and decisionmaking skills Middle levels 8 .TRAINING & DEVELOPMENT: A COMPARISON Training and development differs from each other as training is offered to operatives while development refers to higher positions.
and Societal. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. 9 . In addition to that. Individual Objectives – help employees in achieving their personal goals. Organizational. which in turn. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. enhances the individual contribution to an organization. there are four other objectives: Individual. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Functional.TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization.
So focus on facilitating learning. 2. If you are in any doubt. beyond skills. 5. and offer opportunities for people to develop as people in as many ways you can. waiting to be fulfilled. not the outside in. and compassion are more important than skills and processes. when actually we should be developing people from the inside out. Talk about learning.e. integrity. 10 . not imposing training. 3. 4. and we all have our own strengths and potential.they will never be skills and processes. Enable and encourage the development of the person . Emotional maturity. from the inside out.in any way that you can. not training.. analyze the root causes of your organization's successes and your failures . i. Give people choice .we all learn in different ways. Focus on the person. 'Training' implies putting skills into people.DIFFERENCE BETWEEN TRAINING AND LEARNING There is a big difference: 1. facilitating learning.
and use other equipments with least damage and scrap. These skills helps a person understand oneself and others better and act accordingly. This is basic skills without which the operator will not function. There is also a need of motor skills or psychomotor skills as they are refer to performance of specific physical activities . A worker needs skills to operate machines. learn theoretical concepts and help acquire vision to look into the distant future. The inputs of training and development are as follows: 1) Skills 2) Education 3) Development 4) Ethics 5) Attitudinal Changes 6) Decision making and problem solving skills 1) Skills Training is imparting skills to the employees. Employees particularly like supervisors and executives. need interpersonal skills mostly know as people skills.These skills involve learning to move various parts of their body in response to certain external and internal stimuli.INPUTS IN TRAINING AND DEVELOPMENT Any training and development programme must contain inputs which enable the participants to gain skills. Examples 11 .
Education is more important for managers and executives than for lower-cadre workers. attended such a two month programme at the Harvard business school. CMD. organizations depute or encourage employees to do courses on a part time basis. It should also help in making the 12 .of interpersonal skills include listening. sometimes. 3) Development Another component of a training and development programme is development which is less skill – oriented but stress on knowledge. It should make their performance result oriented and help them in being more efficient and effective. Development programme should help an employee to be a self-starter. Knowledge about business environment. specific industry analysis and the like is useful for better management of a company. In fact. That any training and development programme must contain an element of education is well understood by the HR specialist. build sense of commitment. Chief executive officers (CEO’s) are known to attend refresher course conducted in many Business schools. Shaw Wallace. Persuading and showing an understanding of others feelings 2) Education The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. management principles and techniques. which should again helps him being self generating. human relations. motivation. The late Manu Chabria.
Negative attitudes needs to be converted into positive attitudes. finance or marketing personnel indulge in unethical practices the fault rest on the HR manager. Changing negative attitudes is difficult because of 13 . a nagging dissatisfaction with the status quo. And finally helps install a zest for excellence. a divine discontent.employee sensitive towards the environment that is his work place and outside. satisfaction and job commitment.e. 4) Ethics There is a need for imparting greater ethical orientation to a training and development programme. Help him see himself as others see him and accept his self image as a prelude to change. his potentials and his limitations. It is his/her duty to enlighten all the employees in the organization about the need for ethical behavior. 5) Attitudinal Changes Attitudinal represents feelings and beliefs an individual towards others. This programme should keep the employee aware of him i. Attitudes affect motivation. They are less seen and talked about in the personnel function this does not mean that the HR manager is absolved if the responsibility. to see and feel points of view different from their own. If the production. It helps teach an individual to communicate without filters. Also helps them understand the powers in their hands and thereby develop leadership styles which inspire and motivate others. There is no denial of the fact that ethics are largely ignored in businesses.
supervisors and professionals. generate alternatives. Learning related to decision-making and problem-solving skills seeks to improve trainee’s abilities to define and structure problems. Training of this type is typically provided to potential managers. Attitude must be changed so that the employee’s feels committed to the organization and give better performance. 6) Decision making and problem solving skills Decision-making and problem solving skill focus on methods and techniques for making organizational decision and solve work related problems. collect and analysis information.(1) Employees refuse to change (2) They have prior commitments and (3) Information needed to change attitudes may not be sufficient. ETHICS ATTITUDINAL CHANGES DECISION MAKING & PROBLEM SOLVING SKILLS SKILLS EDUCATION DEVELOPMENT 14 .
intra group and internal group relation and policy implementation 1) Benefits for the organization a) Improves communication between group and individuals. b) Aid in orientation of new employee and those taking new job through transfer or promotion. 15 . We have categorized as under: 1) Benefits for the organization 2) Benefits for the individual 3) Benefits for personnel and human relation.Importance of Training and development for the organization There are many benefits of Training and Development to the organization as well as employee. c) Provides information on equal opportunities and affirmative action.
knowledge. rules and regulations viable. growth and co ordination. i) Makes the organization a better place to work and live. e) Improve interpersonal skills. c) Aid in encouraging and achieving self–development and self confidence. tension. 16 . g) Builds cohesiveness in group. 2) Benefits for the individual a) Helps and individual in making better decision and effective problem solving. b) Through training and development. communication skills and attitudes. frustration and conflict. f) Increases job satisfaction and recognition. e) Provides information for improving leadership. h) Provides a good climate for learning. f) Makes organizational policies. responsibility and advancement are internalized and operationalised. d) Helps a person handle stress. growth. motivational variables of recognition achievement.d) Provides information on other government laws and administration policies.
h) Satisfies personal needs of a trainee. intra group and internal group relation and policy implementation a) Improves communication between group and individuals. g) Builds cohesiveness in group.g) Moves a person towards personal goals while improving interactive skills. c) Provides information on equal opportunities and affirmative action. e) Improve interpersonal skills. rules and regulations viable. d) Provides information on other government laws and administration policies. 17 . i)Provides the trainee an avenue for growth in his or her future. speaking skills also with his writing skills. j)Develops a sense of learning. f) Makes organizational policies. 3) Benefits for personnel and human relation. k) Helps eliminate fear in attempting new task. b) Aid in orientation of new employee and those taking new job through transfer or promotion. l)Helps a person improve his listening skill.
h) Provides a good climate for learning. growth and co ordination. 18 . THE TRAINING PROCESS The steps of Training Process are as under: Organizational objectives and strategies Needs assessment Training and development objectives Designing training and development programme Conducting training and development activities a) Organizational objectives and strategies The first step Implementationprocesstraining programmein the assessment of in the training of the is an organization its objectives and strategies. What business are we in? At what level of quality do we wish to provide this product or service? Where do we what to Evaluation of the results be in the future? Its only after answering these and other related questions that the organization must assess the strength and weakness of its human resources.
Needs assessment occurs at two levels i. Inadequate in performance may be due to lack of skills or knowledge or any other problem.b) Needs assessment Needs assessment diagnoses present problems and future challenge to be met through training and development.e. Organizational analysis 19 . group level and individual level. an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency. The following diagram explains performance deficiency: Performance Deficiency Lack of skills Or knowledge Training other causes Non training measures Need Assessment Methods: Organizational analysis Task analysis Individual analysis i.
iii. Departmental and unit performance is analyzed in organizational analysis and study. job knowledge tools. Besides performance appraisal questionnaires.Training needs can be identified and diagnosed through study of organizational objectives. Both internal and external factors influencing organization must be considered whe doing organizational study. Is the firm have enough supply of people? Do the people have required knowledge and skills? How do employees contributes to make firm competitive and internationally advanced? Which jobs require training? ii. computer tests. c) Training and development objectives 20 . Individual analysis This method focuses on employees’ knowledge and skills which have been already obtained by him or her. strategies and planning. Task analysis In addition to organizational analysis it is also essential to identify which tasks are needed on each job and which KSAs are necessary to perform a certain job. records of critical incidents. skill tests. attitude surveys. decision making tests and individual assessment tests are also used for individual analysis. By making a comparison between requirements of jobs and employees KSAs training needs can be assessed. The use of performance data is widely used approach for individual analysis.
Goals must be tangible. it is not possible to design a training and development programme and after it has been implemented. college classroom hotel. verifying and measurable. there will be no way of measuring its effectiveness.Once training needs are assessed. Without clearly-set goals. This is easy where skilled training is involved d) Designing training and development program Who are the trainees? Who are the trainers? What methods and techniques? What is the level of training? what are the principles of learning ? where to conduct the program? e) Conducting training activities Where is the training going to be conducted and how? • At the job itself. etc. • Off site such as a university. training and development goals must be established. • On site but not the job for example in a training room in the company. f) Implementation of the training programme 21 .
• Scheduling the training programme. how far the programme has been useful must be judge/determined. g) Evaluation of the results The last stage in the training and development process is the evaluation of the results.Program implementation involves actions on the following lines: • Deciding the location and organizing training and other facilities. Benefits of Training Evaluation: Evaluation has three main purposes: Feedback to help trainers understand the extent to which objectives are being met and the effectiveness of particular learning activities – as an aid to continuous improvement Control to make sure training policy and practice are aligned with organizational goals and delivering cost-effective solutions to organizational issues 22 . In the practice. • Conducting the programme. Evaluation helps determine the results of the training and development programme. Since huge sums of money are spent on training and development. • Monitoring the progress of the trainees. however organizations either overlook or lack facilities for evaluation.
earlier or later in the company calendar 5. Better discrimination of training activities between those that are worthy of support and those that should be dropped 4. new content. Leave well alone The following are the clear benefits of evaluation: 1. Views on how to do it better are formulated and tested . new pre-course work 4. new methods. new trainer 3. Redesign the preparation/pre-work – new briefing material. Redesign the training – new sequence. Rethink the timing of the training – earlier or later in people’s career. Improved ability of the trainers to relate inputs to output 3. Better co-operation between trainers and line-managers in the development of staff 6.Intervention to raise awareness of key issues such as pre-course and postcourse briefing and the selection of delegates Evaluation is itself a learning process. 23 . Improved quality of training activities 2. Better integration of training offered and on the job development 5.The outcome may be to: 1. Evidence of the contribution that training and development activities are making to the organization . Abandon the training 2. Training which has been planned and delivered is reflected on. earlier or later in the training programme.
knowledge and experience of their people. Emphasis on cross-cultural development. 24 . the following trends are likely to be seen: Increased use of virtual reality. In the coming future. working to harness the brainpower. The rend towards a more "empowering" style of management and an increasing emphasis on selfdevelopment have combined to bring about a move away from didactic instruction towards coaching and facilitation and away from "trainer" towards "performance improvement consultant". the internet and multi-media training.The Way Ahead The development of learning organizations. reflects the fundamental importance of training and learning for those organizations that hope to prosper in the new millennium.
also its impact on trainees keeping their background and 25 . which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method.Methods of Training There are various methods of training.
These methods are best used for skill development. The various methods under Cognitive approach provide the rules for how to do something. The various methods that come under Cognitive approach are: LECTURES PROGRAMMED INSTRUCTION (PI) SIMULATION AUDIO VISUALS Behavioral methods are more of giving practical training to the trainees. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Behavioral approach are: MANAGEMENT GAMES CASE STUDIES 26 .skills in mind before giving training. demonstrate relationships among concepts. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. etc. Cognitive methods are more of giving theoretical training to the trainees. written or verbal information.
IN-BASKET TECHNIQUE ROLE PLAYS games METHODS COGNITIVE METHODS Lectures Programmed instruction BEHAVIOURAL METHODS Management games Case studies In basket techniques Role plays Simulation Audio visuals 27 .
A feedback in the form of correct answers is provided after each response. Information is provided to the trainee in blocks. and seminars.COGNITIVE METHODS Lectures Lecture is a verbal presentation of information by an instructor to a large audience. Thus. After reading each block of material. the learner must answer a question about it. The method violates the principle of learning by practice. Limitations of the lecture method account for its low popularity. Continued lecturing is likely to bore the audience. The most important advantage of this method is depth knowledge of instructor. It constitutes a one-way communication. programmed instruction (PI) involves: 28 . There is no feedback from the audience. either in a book form of through a teaching machine. This method is widely used in colleges. Second this method is less expensive as it traines a large number of audience at one time. The lecture is presumed to possess a considerable depth of knowledge of the subject at hand. universities. Programmed Instruction This is the method where training is offered without intervention of a trainer.
If not he or she repeat the same. activities of an organization may be simulated and the trainee may be asked to make the decision in support to those activities.1) Presenting questions. compared to the other methods of training. Simulation then. Strong motivation is provided to the learner to repeat learning. 29 . Material is also structured and self-contained. Cost of preparing books. The main advantage of PI is that it is self-paced-trainees can process through the programmes at their own speed. or problems to the learner. offering much scope of practice. The results of hose decisions are reported back to the trainee with an explanation of what would have happened had they actually been made in the workplace. The disadvantages are not to be ignored. 3) Providing feedback on the accuracy of his or her answers. For example. facts. Simulation A simulator is any kind of equipment or technique that duplicates as nearly as possible the actual conditions encountered on the job. 4) If the answers are correct. The scope for learning is less. Simulations present likely problem situations and decision alternatives to the trainee. is an attempt to create a realistic decision making environment for the trainee. manuals and machinery is considerably high. the learner proceeds to the next block. 2) Allowing the person to respond. The trainee learns from this feedback and improves his/her subsequent simulation and workplace decisions.
This method includes slides. 30 . OHPs. select the best one. They can be used to provide a range of realistic examples of job conditions and situations in the condensed period of time. the need to decide what is going on. Taken from the actual experiences of organizations. real problems that managers have faced. analyze causes. in the reader. Audio Visuals This is an extension of the lecture method. Their reactions are analyzed manually and by a computer. On the completion of the game major effective decisions taken on a critical situation are identified and stored. develop alternative solutions. It also improves the quality of presentation to a great extent. these cases represent attempts to describe. video tapes and films. and implement it. Case Study It is a written description of an actual situation in business which provokes. Trainees study the cases to determine problems. as accurately as possible. what the situation really is or hat the problems are. The game is played into several rounds to draw certain result. role playing and vestibule training. BEHAVIOURAL METHODS Management Games A real problem or situation is made a game and the trainees are divided into teams representing the management of competing firms. and what can and should be done.The more widely held simulation exercises are case study.
Case study can provide stimulating discussions among participants. Role Playing 31 . as well as excellent opportunities for individuals to defend their analytical and judgment abilities. His response and reactions are written down and analyzed. It appears to be an ideal method to promote decision making abilities within the constraints of limited data. e-mail and telephone list. In Basket Technique Another method is used in training is In basket technique. This method is simulation technique based on the manager’s mail. Then feedback is provided to correct his action and behavior. The participants are given materials and descriptions of things to do.
It generally focuses on emotional values (mainly human relations) issues rather than actual ones. For example. and the supervisor may assume the role of a male worker. as in case study. Attitude change is another result of role playing. a male worker may assume the role of female supervisor. both may be given a typical work situation and asked to respond as they expect others to do. Role playing helps promote interpersonal relations. and then have the trainees assume the parts of specific personalities in the situation. The consequence is the better understanding among individuals. The essence of role playing is to create a realistic situation. Then. 32 .
33 . To determine the strategy used for training and developing the employees. To determine the motivation of the employees.OBJECTIVES OF STUDY The main objective of study to identify the training procedure in hotels. To determine how trainers fulfils individual and organizational objectives. To determine what are the methods used In hotels to train and develop the employees so that they can work well with ease.
RESEARCH METHODOLOGY Meaning Research is composed of two syllables. anew. Analytical Research.In this Research the researcher has to use facts or information already available. The major purpose of descriptive research is description of the state of affairs as it exists at present. to test and try. Descriptive Research . 3. Types Of Research 1. to probe. 4. • Search means to examine closely and carefully.This research is mainly concerned with immediate problem facing a society or an industrial/business organization. Research is an organized and systematic way of finding answers to questions.Descriptive research include surveys and fact finding enquiries of different kinds. The two words form a noun to describe a careful and systematic study in some field of knowledge. Applied Research. undertaken to establish facts or principles. • Re means again. over again.Applied research aims at finding a solution for an Fundamental Research. and analyze these to make a critical evaluation of the material. 2. a prefix re and a verb search. 34 . generalizations and with the formulation of the theory.
8..5. Quantitative Research. The PRIMARY DATA is collected by personnel interview (structured) of the HR Managers of different companies in Private sector. Types of data: 1.e. It is generally used by philosophers and thinkers to develop new concepts or to reinterpret existing ones. My source of data is secondary which is collected through web. Empirical Research. often without due regard for system and theory. A survey was conducted keeping in view the objective of the study. Secondary Data – Secondary data is the data which is collected through published data.Conceptual research is that research to some phenomenon i. bulletins and in various sites on net. 35 . 2. Primary Data The Primary data are the data which are to be collected by the researcher for the specific purpose of answering the problem in hand. Qualitative Research.This research is concerned with qualitative Conceptual Research. It is applicable to phenomenon that can be expressed in terms of quantity.This research is based on the measurement of quantity or amount.Empirical Research relies on experience or observation alone. phenomenon relating to quality or kind. 6. reports. 7. abstract idea(s) or theory. magazines and books. magazines. Published data is available in books.
in 1903. The company then undertook major expansion of the Taj Mahal Palace and Tower. Mumbai. Mumbai by constructing an adjacent tower block and increasing the number of rooms from 225 to 565 rooms. With the completion of its initial public offering in 38 . the Taj Mahal Palace and Tower.COMPANY PROFILE OF HOTEL TAJ PRESIDENT Introduction The company was incorporated in 1902 and it opened its first hotel.
he gets permanently placed in the organization. Malaysia.the early 1970s the company began a long term program of geographic expansion and development of new tourist destinations in India which let to its emergency as a leading hotel chain in India. The Taj group has philosophy of service excellence which entails providing consistently high levels of personalized service and innovative means of improving service quality. Maldives. Yemen and Zambia. From the 1970s to the present day. Working in close association with the Indian Government. Australia. TRAINING AND DEVELOPMENT IN HOTEL TAJ 1) Who are the trainees? Every employee walking in with the appointment letter is first a trainee as per the bond he signs and then when the time period of he being a trainee over. The United Kingdom. Locations Hotels operated by Taj group internationally are located in US. Dubai. 39 . Sri Lanka. the Taj group has played an important role in launching several of India’s key tourist designations. Usually the employees other than management heads get selected from the ‘Taj Hotel Management Institute’ in Aurangabad.
The introduction to the work is explained by the training department of human recourse management. Since the software (Orien) was new.R. The trainees are trained on the job. They were also showed audio visual to understand how to use the software.Following are the departments were training is implemented after an employee walks in with the appointment letter (the order is in chronological format): • Food and Beverages • Kitchen • House keeping • Front Office • Finance • Accounts • H.D • Sales 2) Methods or programs conducted for training Taj president trains most of the employees on the job. the employees were given a lecture and practical study of this software. 40 . In case of introduction of new technology .like few days back new software was introduced to the stores department.
They are introduced with the vision & values of the hotel so that they perform their task accordingly. morals and ethics. • Helps the employee to learn new things and increase his knowledge. In case of Kitchen.3) Who trains the new employees? In Case of the departments others than Kitchen. the kitchen employees and chefs are trained personally by the Chief Chef Mr. the Trainees are trained by the Training & Development department which comes under Human Recourses Department. thus satisfying his employer. • Helps the employee to upgrade his personal skills. 4) Why train the employees? What are the benefits? • To understand the Taj policies. • To help the employee build his confidence in performing his work and help him use his theoretical knowledge provided by his hotel management course. values. • To make the employee get use to his job and surroundings and to make him comfortable in performing his job. Aananda Solemon. 41 .
India’s `commercial capital.COMPANY PROFILE OF HOTEL HILTON TOWERS Introduction Reputed among the Five Stars hotels in Mumbai – Hilton Tower Mumbai is hugely popular with all kinds of tourists visiting Mumbai. The exceptional services and facilities available at the 43 .
Locations Hilton Towers Hotel is in the South Mumbai area of Mumbai 40 minutes from the airport and close to the city centre each of the 605 rooms at this fine 5-star hotel feature superior amenities. The hotel lies in Mumbai’s’ commercial hub. There are air-conditioning private safe minibar internet ace. In case of new employment. The hospitality extended towards each and every guest at hotel Hilton Towers in Mumbai is simply outstanding. Hilton selects students from various hotel management institutes and molds them during their graduation period itself. TRAINING AND DEVELOPMENT IN HOTEL HILTON TOWER Hotel Hilton works in a totally different manner from Taj when it comes to training its employees. Each hotel management student is allotted a time 44 . The city has a deep natural harbor and the port takes care of a significant portion of India’s’ passenger and cargo traffic.hotel conform to international standards. A city located on Salsette Island. and is hence easily accessible for major landmarks and business areas within Mumbai city. at a mere 17 miles’ distance from the airport. of the west coast of Maharashtra stateMumbai is considered the commercial and entertainment capital of India.
the student is introduced to the hotel and is told about the training program for the immediate three months of his training and the long term training policies. They are given personal skills and are made presentable. Hilton makes use of this time period and molds the students. 3) What are the training programs? • Introduction or orientation wherein. 45 .period to work as a trainee in any hotel. 1) Who are the trainees? In case of departments other than management. the trainees are undergraduate students from various hotel management institutes. • Grooming sessions are conducted to educate the trainees how to dress and behave to match the standards that Hilton maintains. 2) Who are the trainers? There is a Training department under the HR who takes care of the new trainees and the training programs conducted for them. In case of management the hotel only employees experienced staff with high qualification.
• They are taught values of the hotel that are policies like keeping the customer always satisfied. They also apply the knowledge which they get in these training sessions to their academic knowledge which makes them a better student in all. ANALYSIS OF THE CASE STUDY COMPARISON 46 . 4) What are the benefits for the employee? The employees are students of hotel management. The theoretical knowledge gained by them hotel management course is then converted to practical knowledge. The training sessions provides them with practical knowledge which helps them in their hotel management course and makes it easy to understand the job perspectives during the graduation course itself. The basic principle that is to maintain the old customers and get new customers.
This would result in losses for the hotel. wherein the employees are trained in the hotels as interns and are then made to sign a bond wherein they to agree to work for few years in the same organization would be effective. In case of Hotel Hilton tower The hotel conducts a very well planned and managed programme for training but in all there is no such guarantee that the employee or the trainee would like to join the same organization after his graduation. Therefore a mix strategy.Both the methods of training are effective and have their merits and demerits which can be summarized as follows: In case of hotel Taj President The methods of training are good and effective but it’s not always that the employee changes himself and molds himself as per the organization principles and objectives even though he might be an intelligent and talented employee. CONCLUSION 47 . He may also start his own business or join some other hotel.
Training & Development has transformed from an add-on function to a core function of companies. New technology. view training and development as a stepping stone for enriching their career and fulfilling their personal needs. Companies already foresee this and are already in preparations to make their staff better equipped. It has become more of a science with systematic rules and formats guiding the companies on how to go about training and development. will be more emphasized upon.” BIBLOGRAPHY 48 . complex and rigorous. Training and development is another round of education for them. group culture.Gone are the days when training was a 2 hour process on the first day of the job. The future would demand more from the employees as well as the companies in terms of productivity. Training and development is a necessity for both the trainer and the trainee. It would want its employees to know the latest trends and technologies and use them according to the company’s principles and objectives. And that is the way it should be. the knowledge from which is to be applied later. The trainees (staff) on the other hand. So. it’s more of a mutual necessity and agreement between the companies and their respective employees when it comes to training and development. The trainer (the company) would want to make its staff more efficient in this highly competitive world. This means training and development is going to be even more important. etc. multi-tasking. On this we conclude our report with the following words “Education ends with school but learning ends with life.
PRENTICE HALL OF INDIA. HUMAN RESUORCE MANAGEMENT.WEBBILIOGRAPHY www.com www.allprojectreport.com www. 11TH EDITION.fotolia. 4TH EDITION. 2008 ASWATHAPPA. HUMAN RESOURCE AND PERSONNEL MANAGEMENT. K. 2009 PATNAYAK.com BOOKS REFFERED DESSLER. PRENTICE HALL OF INDIA. GARY.google. 3RD EDITION. 2007 MAGAZINES BUSINESS WORLD BUSINESS TODAY INDIA TODAY 49 . BISWAJEET. HUMAN RESOURCE MANAGEMENT.com www.projectparadise. THE Mc Graw HILL COMPANIES.