A STUDY ON

TRAINING AND DEVELOPMENT

With Reference to

RADISSON BLU RESORT

VISAKHAPATNAM

Under the esteemed guidance of

Dr VARALAXMI., MHRM, MPhil, Ph.D.
Associate Professor,
IIAM Vizag – The B-SCHOOL

Submitted by
DUDDU SATEESH KUMAR

Registration No: 35023

ACADEMIC YEAR: 2021-2023

INTEGRAL INSTITUTE OF ADVANCED MANAGEMENT

(AFFILIATED TO AICTE)
 VISAKHAPATNAM

INDEX:
 INTRODUCTION

 OBJECTIVES OF THE STUDY

 INDUSTRY PROFILE

 COMPANY PROFILE

 THEORITICAL FRAMEWORK

 METHODOLOGY

 QUESTIONNAIRE

 FINDINGS

 SUGGESTIONS

 LIMITATIONS

 CONCLUSION
INTRODUCTION:
HUMAN RESOURCE DEVELOPMENT:
Human resource management is the strategic and coherent approach to the
management of an organization most valued assets the people working
there who individually and collectively contribute to the achievement of
the objectives of the business.

DEFINITION:
Human Resource management is that part of management process which is
primarily concerned with the human constituents of an organization.
Human resource management is organizing, coordinating, and managing
employees within an organization to carry out an organization's mission,
vision, and goals. 

TRAINING AND DEVELOPMENT:

Training and development refer to educational activities within a company

created to enhance the knowledge and skills to employees while providing
information and instruction on how to perform better specific tasks.
Training and development is a process of enriching the skills of an
employee to meet employee’s expectations. Training and development
improve organisational efficiency by increasing productivity and
predictability of behaviour.

TRAINING:
Training is the formal and systematic modification of behaviour through
learning which occurs as a result of education, instruction, development
and planned experience.

DEVELOPMENT:
Developing is improving individual performance in their present roles and
preparing them for greater responsibilities in the future.
OBJECTIVES OF THE STUDY:

 To study the Training and Development of the organisation.

 To evaluate the effectiveness of Training program in Radisson Blu

Resort.

 To examine the behavioural change after Training and Development.

 To know the satisfaction, perception and experience regarding the

training and development in Radisson Blu.
INDUSTRY PROFILE:

The Hospitality Industry is a broad category of fields within the service

industry that includes lodging, food and drink service, event planning,
theme parks, and transportation. It includes hotels, restaurants and bars.
The role of Hotel Industry stems from a long history and development in
the field of hospitality provision.

Sectors:

According to the Cambridge Business English Dictionary the

“Hospitality Industry" consists of hotels and food service, equivalent to
NAICS code 72. "Accommodation and Food Service"

Food and Beverages:

The F&B industry is estimated to provide 50% of all meals eaten in the US
today. It comprises establishments primarily engaged in preparing meals,
snacks, and beverages for immediate consumption on and off the premises.
When a restaurant is part of a hotel, services it renders can enhance the
guest experience by providing excellent food and first-class customer
service.

Travel and Tourism:

Tours and Tourism deal with related to moving people from one place to
another, Buses, cabs, planes, ships, trains and so on are all part of the
travel industry.

Leisure travel is when a person spends money on lodging, food, and

recreation while taking a vacation trip and business travel is when a person
travels for work and spends money on lodging and food. Some people also
spend on recreation while on business.

Lodging:

Lodging means accommodation for a period or a place to sleep for

one or more nights. Fancy hotels, Youth Hostels, elder hostels,
campgrounds, motels and other businesses that provide a place for people
to sleep overnight are all in the lodging industry.

Lodging business markets to other market segments such as business

travelers, leisure travelers, long-stay travelers, budget travelers and special
travelers like people working with the government airlines and military.

Recreation:

Recreation is any activity that people do for rest, relaxation, and

enjoyment. The goal of recreation is to refresh a person's body and mind.
Any business that provides activities for rest, relaxation and enjoyment, to
refresh a person's body and mind is in the recreation business.

Entertainment businesses which provide shows such as movie or

theater, attractions which are places of special interest or visits such as
zoos and museums, spectator sports and participatory sports are all parts of
the recreation business.

A hotel is an establishment that provides paid lodging on a short-term

basis. Facilities provided inside a hotel room may range from a modest-
quality mattress in a small room to large suites with bigger, higher-quality
beds, a dresser, a refrigerator and other kitchen facilities, upholstered
chairs. a flat screen television, and en-suite bathrooms.

Small, lower-priced hotels may offer only the most basic guest services
and facilities. Larger, higher-priced hotels may provide additional guest
facilities such as a swimming pool, business center (with computers,
printers, and other office equipment), childcare, conference and event
facilities, tennis or basketball courts, gymnasium, restaurants, day spa, and
social function services.

Hotel rooms are usually numbered (or named in some smaller hotels) to
allow guests to identify their room. Some boutique, high-end hotels have
custom decorated rooms. Some hotels offer meals as part of a room and
board arrangement. In the United Kingdom, a hotel is required by law to
serve food and drinks to all guests within certain stated hours. In Japan,
Capsule Hotels provide a tiny room suitable only for sleeping and shared
bathroom facilities

The precursor to the modern hotel was the inn of Medieval Europe. For a
period of about 200 years from the mid-17th century, coaching inns served
as a place for lodging for Coach travelers, Inns began to cater to richer
clients in the mid- 18th century. One of the first hotels in a modern sense
was opened in Exter in 1768.
Hotels proliferated throughout Western Europe and North America in the
early 19th century, and luxury hotels began to spring up in the later part of
the 19th century.

COMPANY PROFILE:

RADISSON BLU RESORT VISAKHAPATNAM:

The Radisson Blu Resort Visakhapatnam is perfectly situated for

guests to fully unwind and enjoy everything that Andhra Pradesh has to
offer. Located on the coastline, visitors to Visakhapatnam have the best of
both worlds, with serene beaches and the city close by to explore.

A popular site for weddings and conferences, visitors can host events
facing out to the magical Bay of Bengal. The 99 rooms are all luxuriously
designed and have views of the resort gardens or the ocean, to provide
guests with a perfect space to unwind in Visakhapatnam.

Relax in elegance at the Radisson Blu Resort Visakhapatnam with

99 rooms and villas to choose from. The 7 room types have all been
designed to include contemporary amenities, such as free Wi-Fi, rain
showers, a welcome drink, and views of the Bay of Bengal or the tranquil
resort garden.

At the Radisson Blu Resort Visakhapatnam, guests will find the

perfect setting to host a magical event. Featuring one of the largest
Convention Centers in India, measuring 15,500 square feet, the resort can
tailor events ranging from small, intimate occasions through to grand
celebrations in the 9 meeting spaces
available. The emphasis is on transforming the space according to your
needs, with the space particularly adaptable for large conferences or
weddings.

The Radisson Blu Resort Visakhapatnam is an ideal place for

conferences, weddings, or exhibitions, due to the generous floor space and
availability. The hotel can provide the ideal event for you, with a total of 9
indoor and outdoor venues to suit your expectations. The venue spaces are
versatile and spacious, so guests can plan events with a guest list of
between 100 and 2,000 guests.

There are two large outdoor venues, both of which offer visitors a
wonderful view of the ocean. At Visakhapatnam, guests can plan an event
that can accommodate between 100 people up to 2,000 people. For
wedding events, brides can enjoy the use of our Spa and Salon, as well as
the services of the wedding planner. For business meetings and
conferences, visitors can enjoy the range of food packages available.

MISSION:

At Radisson Hotel Group we strive to be the first choice in the mind

of guests, owners and talent. In our journey to achieve this, we practice
strong beliefs and actions that respect the diversity of people, the
community, ethics and the planet

VISION:
 To be the company of choice for guests, owners and talent.
Whenever a guest plans a trip. or an investor or owner is thinking of a
partner, or whenever someone is looking for a career in the hospitality
industry, they will all think of Radisson Hotel Group first".

RADISSON BLU LOCATIONS:

Stay in a location that suits your needs. Choose from modern, city-
center properties near to cultural landmarks or soothing surroundings
before your upcoming presentation, or discover our impressive conference
space in the middle of the airport. With quick and convenient transport
links, you will spend less time commuting and more time focusing on the
important people, places and things you traveled for.

RADISSON REWARDS:

Join Radisson Rewards for Business to start earning points at 550+

Radisson Hotels in Europe, the Middle East, Africa and Asia Pacific.
Whether you're booking room nights as a travel agent, planning a
conference or making travel arrangements for a colleague, y and more.

THE RADISSON BLU EXPERIENCE:

Your Radisson Blu experience should be all about personalization, every

step of the way. By paying close attention to the small details that make a
big difference, we inspire unforgettable experiences with every stay.
Step into stylish spaces designed for business and leisure in some of the
world's favorite destinations. Our culinary experts strive to deliver cutting
edge, stylish, sophisticated gastronomy to every Radisson Blu dining
experience.

You can earn points from every business booking and receive outstanding
offers along the way. Points can be redeemed for a wide selection of
rewards: from Award Nights to airline miles.

OPENING HOURS:

Opening hours are

 6-30-10 am Breakfast, daily

 12:30-3:30 pm Lunch, daily
 Noon-3:30 pm Sunday Brunch, daily
 7-11 pm Dinner, daily
THEORITICAL FRAMEWORK:

After an employee is selected, placed and introduced in an organization

they must be provided with training facilities in order to adjust him/her to
the job. Training is the act of increasing the knowledge and skill of an
employee for doing a particular job. Training is a short-term educational
process and utilizing systematic and organized procedures by which
employees learn technical knowledge and skills for a definite purpose.
In other words, training improves changes and moulds the employee’s
knowledge, skill, behaviour and aptitude and attitude towards the
requirements of the job and the organization.
Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization to acquire and
apply the knowledge, skills, abilities and attitudes needed by a particular
job and organization. Thus, training bridges the differences between job
requirements and employee ‘s present Specifications.

WHAT IS TRAINING?

Training encompasses activities ranging horn the acquisition of a single

motor skill up to the development of a complex technical knowledge
inculcation of elaborate administrative skills, and the development of
favourable attitudes towards the organization.

Training is a short-term process utilizing a systematic and organized

procedure by which non-management personnel learn technical knowledge
and skills for a definite. Training is a learning experience in that it seeks a
relatively permanent change in an individual that will improve his ability
to perform the job.

WHAT IS DEVELOPMENT?

The term Development refers broadly to the nature and direction of change
induced in employees. particularly managerial personnel through the
process of training and educative process. National Industrial Conference
Board has defined development as follows:

Managerial Development are all those activities and programs when

recognized and controlled, have substantial influence in changing the
capacity of the individual to perform his assignment better and in doing
things properly so as to increase his potential for future assignments.

Thus, managerial development is not merely training or a combination of

various training programs, though some kind of training is necessary, it is
the overall development of the competency of managerial personnel in the
light of the present requirement as well as the future requirement.

The Major Qualities of the Development Programs Are:

 The continuing improvement and development of present managers.

 Provisions of an adequate number of well qualified managers for the
future.
 Optimum utilization of man power of the organization.
 Prevention of managerial absence.
DEFINITIONS:
TRAINING:
According to Edwin Flippo, “Training is the act of increasing the
knowledge and skills of an employee for doing particular job”.
According to Advice saint “Training includes any elicits within the
organization to Teach, Instruct, develop employees in the technical skills
knowledge, principles and to provide insight into attitudes towards the
organization.”

DEVELOPMENT:
According Edwin B. Flippo, «Management Development includes the
process which the managers and executives acquire not only skills and
competency in the present jobs but also capabilities of future managerial
tasks are increasing the difficulty and scope”.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

 Optimum Utilization of Human Resources- Training and

Development helps in optimizing the utilization of human resource
that further helps the employee to achieve the organizational goals as
well as their individual goals.
 Development of Human Resources -Training and Development
helps to provide an opportunity and broad structure for the
development of human resources technical and behavioural skills in
an organization. It also helps the employees in attaining personal
growth.
 Development of skills of employees -Training and Development
helps in increasing the job knowledge and skills of employees at
 each level. It helps to expand the horizons of human intellect and an
overall personality of the employees.
 Productivity - Training and Development helps in increasing the
productivity of the employees that helps the organization further to
achieve its long-term goal.
 Team spirit -Training and Development helps in inculcating the
sense of work, team spirit, and inter-team collaborations. It helps in
inculcating the zeal to learn within the employees.
 Organization Culture -Training and Development helps to develop
and improve organizational health culture and effectiveness. It helps
in creating the learning culture within the organization.
 Organization Climate -Training and Development helps building
the positive perception and feeling about the organization. The
employees get these feelings from leaders, subordinates, and peers.
 Quality- Training and Development helps in improving upon the
quality of work and work-life.

PURPOSE OF TRAINING AND DEVELOPMENT:

Reasons for emphasizing the growth and development of personnel in

an organization are related to the following purposes:

 Creating a pool of readily available and adequate replacements

for personnel who may leave or move up in the organization.
 Enhancing the company's ability to adopt and use advances.
  Building a more efficient, effective and highly motivated team
which enhances company's competitive position and improves
employee morale.
 Ensuring adequate human resources for expansion into new
programs.
 Increases productivity.

PRINCIPLES OF TRAINING:

(a) Motivation: -

As effectiveness of an employee depends on how well he is motivated

by management, the effectiveness of learning also depend on motivation.
Thus the training must be related to the desires of the trainee. Such as
more wages or better job, recognition, status, promotion, etc. The trainer
should find out the proper ways to motivate experiences employees who
are already enjoying better facilities in case of re-training.

(b) Progress information: -

It has been found by various research studies that there is a relation

between learning rapidly and effectively and providing right information
specifically and as such the trainer should not give excessive information
or information that can be miss-interpreted, so, the trainer has to provide
only the required amount of progressive information specifically to the
trainee.
(C) Re-enforcement: -

The effectiveness of the trainee in learning new skills or acquiring new

knowledge should be reinforced by means of rewards and punishments.

Examples of positive reinforcement and promotions, rise in pay

practice etc and punishments are also called negative reinforcement.

Management should take cure to award the successful trainees

(d)Practice: -

A trainee should actively participate in the training programs in order to

make the learning programs, an effective one. Continuous and long
practice is highly essential for effective learning. Jobs are broken down
into elements from which the fundamental, physical, sensory and mental
skills are extracted.

(e)Full vs. Part: -

It is not clear whether it is best to reach the complete job at a stretch or

dividing the job into parts and teaching each part at a time. If the job is
complex and requires a little too long learn, it is better to teach part of the
job separately and then put the parts together into an effective complete
job.

Generally, the Training process should start from the known and
proceed to the unknown and from the easy to the difficult party or taught.
However, the trainer has to teach the trainees based on his judgment on
their motivation and convenience.
(f)Individual differences: -

Individual training is economically viable and advantageous to the

organization. But individuals vary in intelligence and aptitude from to
person. So, the trainer has to judge the Training program to the individual
abilities and aptitudes.

TRAINING NEEDS ANALYSIS:

Training is it essential input in providing learning opportunities to

employees of an organizations to enable them to optimally contribute
towards meeting the shot and long term objective of the organization. Thus
all the activities pertaining to training must be related to the specific need
of both the organization and the individual employees.

The specificity with which training needs are stated will ultimately
determine the effectiveness of the training effort as it will assist in
evaluating firstly, the extent to which the skills required for a particular
task or role have been acquired and utilized in improving once
performance; and secondly, the extent to which the individual interests,
aspirations and potentials have been met the realized for ensuring job
satisfaction and employee growth.

ASSESSMENT OF TRAINING NEEDS:

Training needs are identified on the basis of organizational analysis, job

analysis and man power analysis, training program, training methods and
course content are to be played on the bases of training needs. Training
needs are those aspects necessary to perform the job in an organization in
which employee is lacking attitude / aptitude, knowledge and skill.
 There are mainly two methods usually used and mentioned. They are:
 On the job methods
 Off the job methods

ON THE JOB METHODS

This type of training is also known as job instruction training in the

individual is placed on I regular job and taught the skills necessary to
perform that job on the job training has a advantage of giving first-hand
knowledge and experience under the actual working conditions.

(a) Job Rotation:

This type of training involves the movements of the trainee from
one job to another.
The trainee receives job knowledge and gains experience from his
supervisors or trainer in each of the different job assignments. This
method gives an opportunity to the trainee to understand the problems
of employee on other jobs and respect them.

(b) Coaching:
The trainee is placed under a particular supervisor functions as a
coach in Training the individual, the supervisor provides feed back to
the trainee in his performance and offers him some suggestions for
improvements often the trainees share some of the duties and
responsibilities of the coach and relieves him of his burden.
A limitation of this method of training is that the trainee may not have
the freedom or opportunity to express his own ideas.
 (c) Job instruction:
This method is also known as training through step by step.
Under this method. trainer explains the trainees the way of doing the
jobs. Job knowledge, skills and also him to do the trainee, provides
feedback information and corrects the trainee.

(d) Committee assignment:

Under the committee assignment, groups of trainees are given and
asked to solve on actual organizational problems. The trainees solve
the problems jointly. It develops team work.

MERITS OF ON-THE JOB TRAINING:

On the job training method has the following important advantages for
consideration:

 Training can be delivered at the optimum time.

 The training will have opportunities to practice.
 The training will have immediate feedback
 Training is delivered by colleagues by integration the trainee
into the team.
 Trainee develops confidence by working with own speed and
productivity.

DEMERITS OF ON-THE JOB TRAINING: Some important

disadvantages of on-the job method are stated below for taking
precautions:
  There is a tendency to fit OJT in when it is convenient for office
routine rather than at the optimum time for learning.
 The training may be given piecemeal and not properly planned and
the trainee gains a fragmented picture of the organization.
 Too much training can be delivered in one session leading to
information overload and trainee fatigue.

OFF THE -JOB METHODS

Under this method of training, trainee is separated from the job situation
and his attention in focused upon learning the material related to his future
job performance.

(a) Vestibule training:

In this method, actual work conditions are stimulated in a class-room.

Material, files and equipment those are used in actual jog performance are
also used in training. This type of training is commonly used for training
personnel for clerical and semi-skilled jobs.

(b) Role -playing:

It is defined as a method of human interaction that involves realistic

behaviour in imaginary situation. This method of training involves action,
doing and practice. The particulars play i the role of certain characteristics,
such as the production manager, mechanical engineer, fore - men and the
like. This method is mostly used for developing inter-personal interactions
and relations.

(c)Lecture Method:
This lecture is a traditional and direct method of instructions. The
instructor organizes the material and gives it to a group of trainees in the
form of a talk to be effective. The lecture must motivate and create interest
among the trainees.

(d)Conferences or discussions:

It is a method of training the clerical professional and supervisory

personnel. This method involves a group of people who possess ideas,
examine and share facts, ideas and data. Test assumptions, and draw
conclusions, all of which contribute to the improvement of job
performance. Discussions has the discussion involves two-away
communications and hence feed-back is provided.

(e) Programmed Instructions:

The subject -matter to be learnt is presented in a series of carefully

planned sequential units. These, units are arranged from single to more
complex levels of instructions. The trainee goes through these units by
answering questions or filling in the blanks. This method is expensive and
time consuming.

(f)Audio-visual Media:

Audio-Visual methods take advantage of various media to illustrate

or demonstrate the training material. Audio-visual media can bring
complex events to life by showing and describing details that are often
difficult to communication in other ways. Audio-visual methods can be
classified into three groups: static media, dynamic media, and
telecommunications.

(g)Business Games and Simulations:

Business games are intended to develop or refine problem-solving and
decision-r, making skills. This technique tends to focus primarily
management decisions such as maximum zing profits. Business games,
particularly computer simulations of Organizations and industries and
widely used in business schools.

MERITS OF OFF THE JOB TRAINING:

Off the job training method has the following important merits to be
considered:

 Use of specialist trainers and accommodation.

 Employee can focus on the training and not be distracted by work.
 Opportunity to mix with employees from other businesses.

DEMERITS OF OFF - THE JOB TRAINING:

Off the job training method has the following important demerits:

 Employee needs to be motivated to learn

 May not be directly relevant to the employee's job.
 Costs incurred are more like transport, course examination fees,
material.

BENEFITS OF TRAINING:

Training benefits the organization, individuals, the personnel and human

relations. Let us know how training benefits each of these fields
independently.
BENEFITS TO THE ORGANIZATION:

 Leading to improved profitability and /or move positive attitudes

towards prom orientation.
 Improves the job knowledge and skills at all levels of the
organization. 4 Improves the moral of the workforce.
 Helps people identity with organizational goals.
 Helps create a better corporate image.
 Fosters authenticity, openness and trust.
 Improves relationship between boss and subordinate
 Aids in organizational development.
 Helps keep costs down in many areas, e.g.: production, personnel,
administration etc.
 Helps prepare guidelines for work.
 Develops a sense of responsibility to the organization for being
competent.
 Provides information for future needs in all areas of the organization.

BENEFITS TO THE INDIVIDUALS:

 Helps the individual in making better decisions and effective

problem solving.
 Aids in encouraging and achieving self-development and self1
confidence
METHODOLOGY OF THE STUDY:
Methodology is the procedure in the project report that has been carried
out. The two important sources of the methodology are,
1. Primary source of data
2. Secondary source of data.

1.PRIMARY SOURCE OF DATA:

Primary data of source has been carried out through a study
specifically designed to fulfil the data needs of problem at hand the
data has been collected direct, personnel interview and indirect oral
interviews. During the study opinion and view of various departmental
heads were taken into consideration. Data is collected on discussing
with Human Resource Manager.

2.SECONDARY SOURCE OF DATA:

Secondary data of source have been collected from published source
like past records, journal, magazines, and annual reports and various
files of Tech-sharp environment systems. The main source for
analyzed the profitability and financial position of Tech-sharp
environment systems, is through annual reports have been taken into
consideration.

Taking 200 sample, 100 of them responded to the sample.

The collected data is analysed and formulated with the financial statements
and tabulated the data.
QUESTIONNAIRE:

1.Training and development system plays a key role in your company.

RATING SCALE NO. OF PERCENTAGE

RESPONDANTS
Extremely satisfied 4 4
Satisfied 44 44
Slightly satisfied 32 32
Slightly dissatisfied 20 20
Dissatisfied 0 0
Extremely 0 0
dissatisfied
Neither satisfied nor 0 0
dissatisfied
Total 100 100

Extremely Satisfied

Slightly Dissatisfied

Slightly Satisfied

Satisfied
Overall evaluation through percentage (%): In this Training and
development program majority of employees responded that they are
satisfied (44%) & slightly satisfied (32%) & extremely satisfied (4%) that
Training and development plays a key role in the company, whereas 20 %
were slightly satisfied that it plays a key role. None of the respondents
were extremely dissatisfied or neither satisfied nor dissatisfied.
Interpretation: This shows that the majority of them believe that training
and development is vital for a company to grow and obtain its objectives.

2.To measure if the training and development system is effectively

designed in the company.
RATING SCALE NO. OF PERCENTAGE
RESPONDANTS
Extremely satisfied 10 10
Satisfied 30 30
Slightly satisfied 28 28
Slightly dissatisfied 18 18
Dissatisfied 12 12
Extremely 2 2
dissatisfied
Neither satisfied nor 0 0
dissatisfied
Total 100 100
 Dissatisfied
Extremely dissatisfied
Extremely satisfied
Satisfied
Slightly satisfied
Slightly dissatisfied

Overall evaluation through percentage (%): The response of the

employees in this training and development program was that they were
slightly satisfied (42%) & satisfied (34%) &extremely satisfied, (2%) that
the training and development programs are helping in the career
development. But some employees were slightly dissatisfied (12%) &
extremely dissatisfied (6%) and the remaining employees gave dissatisfied
(2%).
Interpretation: As per the above table 80% of the people were satisfied
with the management as their initiative of the training and development
program was helping them grow in their career for a better future and the
remaining 20% were dissatisfied

3.Your improvement about improvement of knowledge after training

program?

NO. OF
RATING SCALE PERCENTAGE
RESPONDANTS

Extremely satisfied 15 15
Satisfied 35 35
Slightly satisfied 24 24
Slightly dissatisfied 5 5
Dissatisfied 1 1
Extremely dissatisfied 12 12
 Neither satisfied nor
8 8
dissatisfied
Total 100 100

NO OF RESPONDANTS

Extremely satisfied Satisfied

Slightly satisfied Slightly dissatisfied
Dissatisfied Extremely dissatisfied
Neither satisfied nor dissatisfied Total

In this employee training and development program majority of employees

were the satisfied (35%) and slightly satisfied (24%) & extremely satisfied
(15%) ratings throughout the program. But 5 some employees gave
slightly dissatisfied (5%) with this program, and the reaming, employees
gave extremely dissatisfied (12%).

4.Do you think that the feedback can evaluate the effectiveness of
training program?

NO. OF
RATING SCALE PERCENTAGE
RESPONDANTS

Extremely satisfied 20 20
Satisfied 34 34
Slightly satisfied 16 16
Slightly dissatisfied 8 8
 Dissatisfied 2 2
Extremely dissatisfied 12 12
Neither satisfied nor
8 8
dissatisfied
Total 100 100

NO OF RESPONDANTS

Extremely satisfied Satisfied

Slightly satisfied Slightly dissatisfied
Dissatisfied Extremely dissatisfied
Neither satisfied nor dissatisfied Total

In this employee training and development program majority of employees

were the satisfied (34%) and slightly satisfied (16%) & extremely satisfied
(20%) ratings throughout the program. But 8 some employees gave
slightly dissatisfied (8%) with this program, and the reaming, employees
gave extremely dissatisfied (12%).
FINDINGS:
 Radisson Blu places a strong emphasis on training and development
to enhance the skills and abilities of its employees.

 The company offers a range of training programs that cover various

areas such as leadership development, customer service, and
technical skills.

 The effectiveness of the training and development programs offered

by Radisson Blu is evaluated through feedback from employees,
performance evaluations, and guest satisfaction surveys.
SUGGESTIONS:

 Continue to invest in training and development programs to ensure

that employees have the necessary skills and abilities to perform
their roles effectively and efficiently.

 Consider expanding the range of training programs offered to cover

emerging trends and technologies in the hospitality industry.

 Utilize technology to deliver training programs more efficiently and

effectively, such as incorporating virtual reality into e-learning
modules.
LIMITATIONS OF THE STUDY:
The study is based on the following limitations.

 The major limitation is the short time span available for the study.
Due to lack of time of executives in the organization, they didn’t
allow me to conduct the interviews.

 The study is based only on the information let out by the Company
regarding the training and development program. The Company has
kept some of the data confidential.

 Language barrier is other major limitation in the company as

employee come from diverse backgrounds and speak different
languages which effected the communication during training.
CONCLUSION:
Radisson Blu places a strong emphasis on continuous learning and
encourages employees to take advantage of its various learning and
development opportunities. Overall, Radisson Blu's focus on training and
development has contributed to its success in the hospitality industry by
improving the skills and abilities of its employees and enhancing the guest
experience. The company should continue to prioritize training and
development as a key component of its human resource management
strategy to foster employee growth and development, retain top talent, and
drive organizational success.