Strategic Employee Training and Development in Chinese Luxury Hotels

In today’s competitive and ever changing economy, the challenges of Human Resource Management (HRM) is becoming more demanding of strategic responses to its functions as the new era unfolds. The primary function of human resources is to use strategic goals and objectives in order to improve performance outcomes and develop organisational culture that foster innovation and flexibility. Staffing, training and performance management are important functions of human resources, if carried out effectively the success of a setting becomes imminent.

With the ever increasing pace of change in the world, today’s market leader can be out of business tomorrow if the organisation fails to adapt to the changes around it. One of the key assets of each organisation is its human capital, i.e. the knowledge, skills and abilities of its staff. If the organisation is to adapt,

1. To understand the importance of training and development programs for the hotel employees and their effectiveness for the hotel business in order to improve the performance of Hotel staff.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Business environment is facing a rapid change that reminds the business management to focus on its core competencies to survive and sustain in the competitive environment. The core competencies can be developed by strategic human resource management. According to Armstrong (2006) employees are the valued assets for a company. The strategic human resource management is mainly developed in accordance to the fact that human resources need to be managed strategically for the company to enjoy sustainable competitive advantage.

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests

I believe that an organization's best competitive advantage is their people, and Human Resources Development (HRD) and employee participation is critical component of an organization's Strategic Human Resource Management. A culture that supports learning can make a world of difference, especially if senior managers and employees are committed to HRD. There are key issues that make training and learning more effective such as

According to the article, to enhance works’ personal and professional ability is easier to adapt to different working areas (Dugan & Scheck, 2016). I think this opinion is right because personal development could impact holistic advancement. Therefore, this aspect combines with my internship experience in hotel. When I have gotten pre-training exercises, many experienced employees and unemployed workers struggled to retrain in order to catch up with the new market’s needs. What is more, the workers had improved their professional skills and personal knowledge through the retraining that is a good way in case they lose their jobs. On the one hand, effectiveness and efficiency could be achieved in our hotel because of individual development. Since the retraining programs could enhance employees’ expertise, the benefits would be considerable increased. On the other hand, the awareness of these people could also be improved that they had problem solving ability in handling different issues such as self-assessment and communication skills. This example strongly supports the opinion of the article (Dugan & Scheck, 2016), individual development of retraining programs to experienced employees or unemployed workers is a good aspect to upgrade their skills and able to prepare for different

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

This report is going to present the importance of planning, recruitment and selection, training and development, reward management in the human resource management of hotel industry. For detailed consideration,

It is of vital importance to ensure that employees are provided with knowledge and skills which aims to achieve a high standard of customer service. Elite Hotel needs to examine its 1) Training Needs Assessment, 2) Training Design and 3) Training Delivery. Under assessment of training needs, it is crucial to identify the training objectives and priorities - what KSAs (Knowledge, Skill and Ability) are needed in which department? How will task-specific KSAs evolve in the future as job descriptions change? In tackling the

This research paper seeks to provide a broad spectrum from the employer viewpoint on the importance of using training and management development. The paper includes the fundamental basics of training, good managerial skills within an organization as well as how to incorporate new trainees into an organization. It also highlights on the behavioral and cognitive methods of training and development. Behavioral method includes basket techniques, equipment simulators, roles plays and business games while the cognitive method entails lectures, demonstrations, discussions and computer based training (CBT).

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization.