Looking at the dynamic and contemporary environment, we need to focus on the succession planning of our hotel associates especially to strengthen and empower our second in line personnel. This would not only benefit the Organization but would be great aid for the personal development and growth of the entities and also to avoid career plateaus.
At the moment, whenever any of the immediate incumbent is away from workplace we all come to stand still position as our second in line associates are not trained enough to run the show independently. However, we need to guide and train them properly so that in the absence of directly responsible personnel, second-in-command could carry out the operations smoothly and successfully.
Following are the steps to be considered and evaluated to undergo the process of succession planning:
“Organization is Customer Oriented at the same time being innovative too for their valuable customers.”
Quality improvement of human capital in Organization through improvements in knowledge, skill and attitude and to support the development of a high quality and healthy hotel industry. Therefore, training and development programs are given magnificent importance in Organization.
Organization training objectives are:
TRAINING AND DEVELOPMENT PROGRAMS:
Suggested training programs are the product knowledge, interpersonal skills, quality service, stress management, time management, attitudes and behaviors, decision making, problem solving are aptly suitable for the associates who are in direct or in-direct guest dealing contact. Therefore, we should focus towards the development and grooming of our internal customers who will bring-in more external customers ultimately escalating the revenues.
Training programs can be designed in house and on the job so that these associates can easily learn and deploy the learned capabilities and skills into their workstations. Train the Trainer concept is getting prominent day by day which not only reduces the cost but also builds the leadership and team working traits amongst the staff members. Off the job can also be developed where the employees would be trained with case studies and role playing techniques.
After the impartment of tailored made training programs, these associates should be recommended for refresher courses for re-hammering and enforcing the trained skills, knowledge and abilities for consistent compliance.
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