Training and Development – A self-analysis | Guest Blog from HospitalityEducators.com

Training and Development – A self-analysis

Place a check mark beside each of the answers that in your opinion are true or false.

1. As long as I know what the department’s goals are, my employees only need to know what’s involved in their own jobs. True____ False____

2. All employees should be able to work well with all other employees. True____ False____

3. Our department’s goals and the methods for reaching them should come from upper-level managers.  True____ False____

4. Employees know when they’ve met their goals and when they haven’t. They don’t have to be told.  True____ False____

5. Trainers can encourage teamwork through training employees to keep the sales department up-to-date regarding special events they learn about within the community.
True____ False____

6. Trainers can encourage teamwork, by training employees to ask guest to tell housekeeping about needed repairs or cleaning problems. True____ False____

7. Trainers can encourage teamwork through encouraging employees to learn the hours of operation and the location of restaurants, lounges, health clubs, and other areas at the property so that they can help guests enjoy everything the property has to offer. True____ False____

8. A strategic training plan should be separate from the organization’s strategic plan. True____ False____

9. In general, adult learners tend to be more focused on the big picture, contributing to the betterment of the organization as a whole. True____ False____

10. In general, adult learners tend to be more focused on the practicality of learning, such as why it is needed, how it will be used, and how the individual will benefit.
True____ False____

11. In conducting training sessions with adult learners in the hospitality industry, trainers may experience more success by relating the training directly to the workplace with examples and role-plays.  True____ False____

12. The primary purpose of a cost-benefit analysis is to determine whether the skills and knowledge gained in the training have transferred back to the workplace. True____ False____

13. Common methods for identifying an organization’s training needs include conducting employee surveys, reviewing guest comments, and performing job analyses.
True____ False____

Jennifer Calhoun MBA, CHE | Founding Associate, HospitalityEducators.com
This assessment is not designed to give a score, but rather to identify areas that are already strong and others that could use additional focus.
Jennifer is currently a graduate student pursuing a PhD degree in Hospitality Management at Auburn University. Her research focus is on sustainability.   

 She was the Program Director for the Hospitality and Tourism Institute at Prince Georges Community College where she was responsible for leadership, program planning, marketing, recruiting, and determining the Institute’s goals and curriculum development priorities. Her responsibilities also included, identifying staffing, facilities, equipment and supply needs while ensuring high-quality instruction for programs that served the hospitality and tourism industry. She was the primary liaison in cultivating and maintaining mutually beneficial relationships with businesses, government agencies, and professional associations.

In 2010, HTI received the Maryland Tourism Education Foundation Award given at the Maryland Tourism and Travel Summit in Annapolis and Jennifer received ,“The Lamp of Knowledge Award for United States Educator,” from the American Hotel and Lodging Educational Institute (AH&LEI).

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One thought on “Training and Development – A self-analysis | Guest Blog from HospitalityEducators.com

  1. Training and Development – A self-analysis
    Place a check mark beside each of the answers that in your opinion are true or false.
    1. As long as I know what the department’s goals are, my employees only need to know what’s involved in their own jobs. False (As each employee should know the goal so that they can contribute better. They can come up with new ideas).
    2. All employees should be able to work well with all other employees. True
    3. Our department’s goals and the methods for reaching them should come from upper-level managers. True
    4. Employees know when they’ve met their goals and when they haven’t. They don’t have to be told. False
    5. Trainers can encourage teamwork through training employees to keep the sales department up-to-date regarding special events they learn about within the community.
    True
    6. Trainers can encourage teamwork, by training employees to ask guest to tell housekeeping about needed repairs or cleaning problems. False
    7. Trainers can encourage teamwork through encouraging employees to learn the hours of operation and the location of restaurants, lounges, health clubs, and other areas at the property so that they can help guests enjoy everything the property has to offer. True
    8. A strategic training plan should be separate from the organization’s strategic plan. False
    9. In general, adult learners tend to be more focused on the big picture, contributing to the betterment of the organization as a whole. True
    10. In general, adult learners tend to be more focused on the practicality of learning, such as why it is needed, how it will be used, and how the individual will benefit.
    True
    11. In conducting training sessions with adult learners in the hospitality industry, trainers may experience more success by relating the training directly to the workplace with examples and role-plays. True
    12. The primary purpose of a cost-benefit analysis is to determine whether the skills and knowledge gained in the training have transferred back to the workplace. True
    13. Common methods for identifying an organization’s training needs include conducting employee surveys, reviewing guest comments, and performing job analyses.
    True

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