In the article “The Importance of Training and Development Programmes in Hotel Industry” by P.

Nischithaa and M V A L. Narasimha Rao, the authors explored the training needs of the employees

in the hotel industry and gave an insight on effectiveness of training and development in hotel

industry. The authors believed that in order for the reader to comprehend this article it is important

to understand first the difference between training and development. Training is the activities that

are designed to provide learners with the knowledge and skills needed for their present jobs

whereas development is the learning that goes beyond today’s job and has a more long-term focus.

Every effective training and development begins with the needs assessment. It should be done

before designing and conducting any training or workshops to prevent wasting time, efforts and

resources. It is a crucial component of learning for ascertaining both the needs of the learners and

the organization and as such it provides a fundamental link with relevant and effective teaching

and learning process. It also determines and identifies the existence of a gap between what is

required of a person to perform their duties competently and what they actually know as a basis

for initiating corrective measures and or remedial education. After assessing the training needs,

the HR Manager should carry out planning of the training. It involves specifying the training

objectives, designing training programme and selecting training method. There are many different

training and development methods. On-the-job training, informal training, classroom training,

internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring,

training assignments and tasks, skills training, product training, technical training, behavioral

development training, role-playing, attitudinal training and development, accredited training and

learning, and distance learning. After successfully planning the training, the training programme

should be effectively carried out based on the plan followed by the evaluation of the training

Evaluation is an unavoidable stage in the training process as it will get the feedback that will help
the HR Managers in adjusting and organizing future trainings. Hotel Industry has Standard

Operating Procedures of Training and Development. Its purpose is to develop a learning

organization and to ensure quantifiable returns on the investment being done on Training and

Development Activities. In hotel industry the training needs shall be identified through three main

sources: Business Performance, Functional Performance and Individual Performance. Business

Performance shall lead to identification of common training needs across departments. On the

other hand, Functional Performance shall lead to identification of a common training need for most

employees from a particular function while Individual Performance shall lead to identification of

training needs for an individual employee. In conclusion, training and development improves

employee performance, raises morale, increases the health and effectiveness of the organization,

and the productivity of the business. But training and development must extend far beyond

conventional classroom training courses. Companies, HR Managers, or Supervisors must be

creative, innovative and open-minded in conducting training. They should extend the range of

development way outside traditional work skills and knowledge, and create a far more exciting,

liberating, and motivational opportunities for their employees. They can also involve employees

with the development of training programs and look at other industries for ideas when developing

new training programs as a way to have a competitive advantage. Last of all, the company should

emphasize the importance of training programs to its company’s success.