How Do You Approach Training Needs Analysis in the Hospitality Industry? Seeking Insights

Dear All,

Can anybody share a few points on training needs analysis in the hospitality industry?

With kind regards,
Enzo
Maldives

As per our theory for any Training Needs Analysis (TNA), we start with training need identification as the first and foremost important step. Once you are clear with the needs in different departments, you can start shortlisting the needs and then proceed with designing the training program, whether through internal faculty or external faculty. When deciding on the faculties, consider the merits and demerits of both methods.

After every training program, analyze it with the superiors, taking into consideration the end result that needs to be achieved; otherwise, the entire training will be of no use. Over time, assess the effectiveness of the provided training programs, and ensure that the identification of training needs remains an ongoing process as change is continuous in business.

I hope this will be helpful. I am providing a brief response due to time constraints.

Just to add to Anura's message, I would like to mention that aside from the training needs you have identified, you also need to determine:

1. Which department or individuals require the training?
2. What percentage of people need to undergo training?
3. By when should the training be completed, and how many training hours should be allocated to each person/department?

Based on these criteria, you could establish Service Level Agreements (SLAs) for your department. This will allow you to plan the training accordingly and conduct data analysis effectively.

Cordially,
preet

Dear All,

Can anybody share a few points on training needs analysis in the hospitality industry?

With kind regards,
Enzo
Maldives

Hi Enzo,

As I understand it, TNA can be conducted to identify the training requirements in various departments. There are three methods of TNA:
- Task-Based Training Needs Analysis: Needs are identified based on the lack of skills for a specific task.
- Manpower-Based Training Needs Analysis: This is done to analyze the absence of necessary skills in individuals required for a particular position.
- Organizational-Based TNA: This is carried out in instances of change introduction, acquisitions, mergers, joint ventures, or restructuring.

After TNA is completed, the next step is to design a detailed program, materials, venue, budget, trainer, and then proceed to evaluation.

Cheers,
Archna