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CONTENT:
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Tourism and skills development Training philosophy Aims and objectives of training Principles of effective training
Benefits of effective training
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A few negative effect of training The Labadi Beach Hotel experience The assessments method
Capacity building is often referred to as the assistance that is provided to entities or individuals who have a need to develop a certain skill or competence for general upgrading of performance ability.
Training Philosophy
According to Armstrong (1999) there are three broad approaches to training opened to organisations. Some adopt a lassie-faire approach, believing that employees will find out what to do for themselves or through others. (E.g. If skill shortages were to be encountered, they would rectify the situation by poaching staff from other organisations that invest in training). Secondly other organisations may invest in training in good times, but in bad times their training budgets are the first to suffer.
Thirdly organisations that adopt a positive training philosophy do so because they are convinced that they live in a world where competitive advantage is achieved by having higher quality individuals than their competitors. This goal cannot be achieved if organisations do not invest in developing the skills and competencies of their employees.
It is important for employees whos skills are being developed to also realise that organisations are showing an act of faith by creating opportunities for further education and enhancement of their skills. This is the proactive approach rather than reactive approach designating training as a continuous and on-going process within the company.
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Training can only be successful if it is recognised that learning is a voluntary process that individuals must be keen to learn and consequently they must be properly motivated.
Learning is hindered by feelings of nervousness, fear, inferiority, and by lack of confidence. Instruction must be given in short frequent sessions rather than a few long lectures. Training must be participatory, involve participants in all aspect of the training schedule. Trainees need clear targets and progress to be checked frequently. Confidence has to be built up by praise, not broken down by reprimand so as to make learning rewarding.
In June 2010 nine of our candidates wrote the exams in Accommodation services, F&B Services, Front Office Operations and Cookery and they are keenly awaiting results. I must conclude by emphasising that Labadi Beach Hotels decision to introduce the City and Guilds course has brought tremendous motivation to most of our employees and have encouraged them to strive higher to acquire a recognised academic qualification whilst maintaining their regular employment. The hotel has also benefited as its market share has increased through improved services to our clients. I will therefore implore other stakeholders in the industry to join hands with us to continue improving the skills of our employees for a better Ghana.