Article 4 -LEARN & DEVELOPMENT IN HOSPITALITY INDUSTRY

 The eye of HRM

Learning and Development (L&D) from the perspective of Human Resource Management (HRM) is a crucial and strategic component within organizations. It focuses on enhancing the skills, knowledge, and abilities of employees to drive both individual and organizational success. Let's explore L&D from the eye of HRM:

1. Strategic Alignment : HRM ensures that L&D initiatives align with the organization's overall goals and objectives. L&D efforts should support the company's mission, vision, and strategic plans. (Darwinbox, n.d.)

2. Skill Gap Analysis : HRM identifies skill gaps within the workforce through assessments, performance reviews, and employee feedback. This analysis helps determine the areas where L&D interventions are required. (Darwinbox, n.d.)

3. Training Needs Assessment : HRM conducts thorough needs assessments to identify specific training needs. These assessments consider factors such as job roles, responsibilities, technological advancements, and industry trends. (Darwinbox, n.d.)

4. Curriculum Development : HRM collaborates with subject matter experts to design and develop comprehensive training programs that address identified skill gaps. The curriculum should be relevant, engaging, and tailored to different learning styles. (Darwinbox, n.d.)

5. Training Delivery: HRM oversees the delivery of training programs through various channels, including in-person workshops, online courses, webinars, and on-the-job training. The goal is to provide flexible and accessible learning opportunities. (Darwinbox, n.d.)

6. Employee Engagement: HRM ensures that L&D programs are engaging and interactive, fostering a positive learning experience. Engaged employees are more likely to apply their newfound skills and knowledge in their roles. (Darwinbox, n.d.)

7. Measurement and Evaluation: HRM establishes metrics to assess the effectiveness of L&D initiatives. This includes evaluating the impact of training on employee performance, job satisfaction, and overall organizational outcomes. (Darwinbox, n.d.)

8. Talent Development: HRM uses L&D as a tool for talent development and succession planning. High-potential employees can be identified and groomed for leadership positions through targeted training and mentoring. (Darwinbox, n.d.)

9. Retention and Employee Satisfaction: Well-designed L&D opportunities contribute to employee satisfaction and retention. Employees are more likely to stay with organizations that invest in their professional growth. (Darwinbox, n.d.)

10. Continuous Learning Culture : HRM plays a pivotal role in fostering a culture of continuous learning within the organization. This involves promoting self-directed learning, knowledge sharing, and staying updated with industry advancements.

11. Adapting to Change : HRM utilizes L&D to help employees adapt to technological changes, industry shifts, and evolving job roles. This enhances organizational agility and competitiveness. (Darwinbox, n.d.)

12. Diversity and Inclusion : HRM ensures that L&D initiatives consider the diverse needs and backgrounds of employees. Inclusive training promotes equal access to growth opportunities. (Darwinbox, n.d.)

13. Cost Management : HRM balances the costs associated with L&D against the potential benefits. Effective cost management involves prioritizing essential training needs and exploring cost-effective delivery methods. (Darwinbox, n.d.)

14. Partnerships and Collaborations : HRM collaborates with external training providers, universities, and industry associations to offer specialized training and certifications. (Darwinbox, n.d.)

15. Feedback and Improvement : HRM gathers feedback from employees about their L&D experiences and uses this information to refine and improve future training programs. (Darwinbox, n.d.)

In summary, Learning and Development, as viewed through the lens of Human Resource Management, is a dynamic and strategic process that contributes to individual and organizational growth. HRM plays a central role in aligning L&D efforts with the company's goals, nurturing a culture of learning, and maximizing the potential of its workforce. (Darwinbox, n.d.)

 Learning & Development in Hospitality Industry

Learning and Development (L&D) in the hospitality industry, as perceived through the lens of Human Resource Management (HRM), is a strategic and dynamic process aimed at nurturing the skills, knowledge, and capabilities of employees within the sector. It plays a pivotal role in enhancing employee performance, job satisfaction, and overall organizational effectiveness in the context of hospitality operations. In the HRM perspective, L&D initiatives are meticulously designed and implemented to address the unique challenges and opportunities that arise in the fast-paced and customer-centric world of hospitality. These initiatives encompass a wide spectrum of activities, including training programs, workshops, skill-building sessions, cross-functional exposure, and continuous professional development. (hospitalityinsights.ehl.edu, n.d.)

 The primary objectives of L&D in the hospitality industry are:

Skill Enhancement: HRM focuses on identifying specific skills required for various roles within hospitality, whether it's front-line staff, kitchen personnel, or managerial positions. Training modules are curated to develop and refine these skills, enabling employees to perform their duties proficiently and adapt to evolving guest expectations. (BasuMallick, 2020)

Guest-Centric Approach: The HRM perspective underscores the significance of guest satisfaction and experience. L&D initiatives emphasize the importance of delivering exceptional service, honing interpersonal skills, and cultivating a guest-centric mindset among employees. This aligns with the industry's core principle of creating memorable experiences for patrons. (BasuMallick, 2020)

Adaptation to Industry Trends: HRM-led L&D keeps a keen eye on industry trends, technological advancements, and changing consumer preferences. It equips employees with the knowledge and tools to stay updated and relevant, fostering an environment of innovation and forward thinking. (BasuMallick, 2020)

Leadership Development: The hospitality sector relies heavily on effective leadership at all levels. HRM-driven L&D endeavors to identify and groom future leaders within the organization, instilling leadership qualities, decision-making skills, and the ability to manage diverse teams.(BasuMallick, 2020) 

Multifunctional Competence: In the hospitality industry, employees often need to be versatile and capable of performing various tasks. HRM's L&D initiatives promote cross-training and exposure to different roles, enabling employees to handle a range of responsibilities and contribute to the organization's operational efficiency. (BasuMallick, 2020)

Employee Engagement and Retention: L&D programs enhance employee engagement by demonstrating the organization's commitment to their growth. This, in turn, fosters a sense of loyalty and encourages long-term retention, a significant advantage in an industry known for high turnover rates. (BasuMallick, 2020)

Cultural Sensitivity and Diversity: Given the global nature of hospitality, HRM-driven L&D emphasizes cultural sensitivity and inclusivity. It equips employees with the skills to interact effectively with guests and colleagues from diverse backgrounds. (BasuMallick, 2020)

Compliance and Ethics: L&D in the hospitality industry places a strong emphasis on training employees to adhere to ethical standards, safety protocols, and regulatory compliance, ensuring both guest and employee well-being. (BasuMallick, 2020)

In summary, Learning and Development in the hospitality industry, as viewed through the lens of HRM, is an essential mechanism for cultivating a skilled, adaptable, and customer-focused workforce. It aligns the organization's strategic goals with the professional growth of its employees, creating a win-win scenario that enhances the overall competitiveness and reputation of the hospitality establishment. (BasuMallick, 2020)

How Kolb’s Learning style can use in the Hospitality industry

1. Concrete experience

2. Observations and reflection

3. Formation of abstract concepts and generalizations

4. Testing implications of concepts in new situations

According to Henderson (2017), what are the common learning and development methods using in my organization?

Training Method	Example
Action learning	On the job training
Blended learning	Marriott Next Generation culture
Coaching	Train the Trainer program
Corporate Universities	Scholarships for hotel management deploma
E-learning	Department job knowledge training through lobster ink app
Outdoor training	Firefighting Team Building
Role- playing	First Aid Training , Tabletop exercise
Wellbeing Training	Mequilbrium

 

How learning and development promote Job satisfaction?

When employees are trained at their high level, the employee level of satisfaction increases and stay in the organization. Training and development programs enhance the capability of job satisfaction but also help to decrease turnover plan and hiring charges. Training allows employees to acquire new skills, sharpen existing ones, perform better, increase productivity and be better leaders.

Conclusion:

In conclusion, learning and development play a pivotal role in shaping the success and growth of individuals and the entire hospitality industry. As a dynamic and customer-centric field, the hospitality industry relies on well-trained and knowledgeable professionals to provide exceptional guest experiences. Continuous learning ensures that employees stay updated with evolving trends, technologies, and guest preferences, enabling establishments to maintain a competitive edge.

Investing in employee development not only enhances job satisfaction and loyalty but also fosters a culture of excellence and innovation. From honing technical skills to fostering soft skills like communication, problem-solving, and emotional intelligence, learning and development initiatives empower hospitality professionals to deliver outstanding service and adapt to changing guest expectations.

Furthermore, a commitment to learning and development contributes to the industry's overall reputation and sustainability. Well-trained staff are more adept at delivering personalized and memorable experiences, which in turn leads to positive reviews, repeat business, and word-of-mouth recommendations. As the hospitality landscape continues to evolve, embracing a culture of continuous learning ensures that the industry remains resilient, adaptable, and poised for long-term success.

In essence, learning and development are not only essential for individual career advancement but are also crucial drivers of the hospitality industry's growth, innovation, and enduring success. By nurturing talent, fostering creativity, and staying attuned to emerging trends, the industry can navigate challenges and seize opportunities, ultimately enriching both guest experiences and business outcomes.

 References:

Darwinbox (n.d.). What is Learning and Development (L&D)? | Meaning & Definition | HR Glossary. [online] explore.darwinbox.com. Available at: https://explore.darwinbox.com/hr-glossary/learning-and-development.

 

‌hospitalityinsights.ehl.edu. (n.d.). Boosting hospitality profitability with a learning and development strategy. [online] Available at: https://hospitalityinsights.ehl.edu/learning-and-development-strategy [Accessed 13 Aug. 2023].

 

‌ BasuMallick, C. (2020). What Is Learning and Development (L&D)? Definition, Objectives, and Best Practices for Strategy. [online] Spiceworks. Available at: https://www.spiceworks.com/hr/learning-development/articles/what-is-learning-and-development-objectives-strategy/.