Human Resources Development and Training for Hospitality Industry Managers
For this activity, you will be creating and submitting a training
framework. This framework will be the blueprint for the training
experience you fully create and submit in Module 4 – Show What You Know.
There are three separate parts to your submission for this activity. They are as follows:
- Part 1: Training Synopsis & Context Analysis
- Part 2: Needs Analysis
- Part 3: Learner & Task Analysis
In Part 1, you will identity a skill gap for a situation of your choosing.
If you are currently employed, try to identify an area/topic you have
seen in the workplace. Your topic selection may be technical (such as
how to operate a software system) or fall under soft-skills (such as
customer service). In 2-3 paragraphs, identify the situation you
selected. Be sure to include a justification for how training can
directly address the problem/skill gap. Additionally, provide a brief
contextual analysis of the organization (background of organization,
size, rough number of employees, etc.). You must select a topic you are
knowledgeable on; you will be creating a training experience for this
topic in the Module 4.
In Part 2, you will be completing a Needs and Project Analysis. You have two options:
- Option 1: Complete the Training Needs Analysis Template.pdf
- This template was explained in the Lynda Course you completed in Module 2 on the Needs Analysis.
- Option 2: In paragraph form (2-3 paragraphs), address the topic areas proposed by Diaz (2012):
- *Be sure to use supporting content from Modules 1,2, and 3 to justify your responses*
Needs assessment and learning objectives.
This part of the framework development asks you to consider what kind
of training is needed in your organization. Once you have determined the
training needed, you can set learning objectives to measure at the end
of the training. Be sure to include at least three learning objectives
for your training experience.
Consideration of learning styles.
Making sure to teach to a variety of learning styles is important to
development of training programs. Explain what learning methods you will
utilize and why.
Delivery mode. What is
the best way to get your message across? Is web-based training more
appropriate, or should mentoring be used? Can vestibule training be used
for a portion of the training while job shadowing be used for some of
the training, too? Most training programs will include a variety of
delivery methods. Explain what decisions you have made and why.
Delivery style. Will the
training be self-paced or instructor led? What kinds of discussions and
interactivity can be developed in conjunction with this training?
Explain your decisions.
Audience. Who will be
part of this training? Do you have a mix of roles, such as accounting
people and marketing people? What are the job responsibilities of these
individuals, and how can you make the training relevant to their
Content. What needs to be taught? How will you sequence the information?
Timelines. How long will it take to develop the training? Is there a deadline for training to be completed?
Communication. How will employees know the training is available to them?
Measuring effectiveness of training. How will you know if your training worked? What ways will you use to measure this?
In Part 3, you will be completing a brief (very brief) Learner Analysis. In 1-2 paragraphs, address the following topics:
- What skills are learners required to have prior to the training (prerequisites)?
- What technology is available to the learners?
- What are the motivations for the learners completing the training?