Lived Experiences of Hrm Graduates in Applying for a Job free essay sample

Part 1 THE PROBLEM AND ITS BACKGROUND This section presents the Introduction, Statement of the Problem, Hypothesis/Assumption, Scope and Delimitation of the Study, Significance of the Study and the Definition of Terms. Presentation Hospitality is the connection between a visitor and a host, or the demonstration or practice of being cordial. In particular, this incorporates the gathering and diversion of visitors, guests, or outsiders, resorts, enrollment clubs, shows, attractions, extraordinary occasions, and different administrations for explorers and sightseers. Cordiality can likewise mean liberally giving consideration and benevolence to whoever is out of luck. These days, the nation creates in excess of 120,000 Hotel and Restaurant Management (HRM) graduates each year. The vast majority of the HRM graduates likewise need extra aptitudes preparing to have the option to meet all requirements for work here in the Philippines and abroad. It is a proof that the increase in competency in neighborliness industry. Subsequently, the educational program used to set up the understudies in this field ought to be configuration to fit the requests of today’s industry. We will compose a custom article test on Lived Experiences of Hrm Graduates in Applying for a Job or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page will composing administration halifax Being a Hotel and Restaurant Management (HRM) graduating understudies the analysts are interested to know whether their learning, aptitudes and trainings in Trinity University of Asia will qualify them to find an occupation in the cordiality business. This investigation intends to discover the Employability of BSHRM Graduates of Trinity University of Asia: Implications to Curriculum Enhancement to format a powerful arrangement for changing the lodging and eatery the executives educational program of the college. Foundation OF THE PROBLEM The Philippine the travel industry prospered during the 1970s and mid 1980s and indications of a quicker development showed up in the mid 1990s. Considered the third-biggest English-talking nation on the planet, the Philippines offers world-class offices and administrations amazing facilities, fine cafés, present day malls and correspondence administrations, productive congress and presentation coordinators and expert visit administrators. This gave the Department of Tourism motivation to gauge an inspirational standpoint for the future years. This supported the quantity of understudies taking up Hotel and Restaurant Management course and furthermore the schools or colleges who are offering Hotel and Restaurant Management course. One of which is Trinity University of Asia who began its College of Hospitality and Tourism Management in 1996. These days, Hotel and Restaurant Management graduates are popular here in the Philippines as well as in different nations, regardless of being sought after different alumni of Hotel and Restaurant Management (2011) in Trinity University of Asia are as yet jobless, and this intrigued the analysts to be about The employability of Hotel and Restaurant Management alumni of 2011 in Trinity University of Asia. The analysts need to know the level of employability of the alumni in their picked fields either housing and settlement or food and refreshment administration, As well as though they are arranged enough dependent on their trainings, encounters, and learning in Trinity University of Asia. The Researchers, as being a piece of the College of Hospitality and Tourism Management are anxious to complete this investigation to profit future analysts, understudies, resources, organizations or perusers. Articulation OF THE PROBLEM Main Problem : Specific Questions : †¢ †¢Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ SCOPE AND DELIMINATION OF THE STUDY This examination intends to know the Employability of Hotel and Restaurant Management alumni of 2011 in Trinity University of Asia. The looks into will utilize †¦Ã¢â‚¬ ¦ SIGNIFICANCE OF THE STUDY †¢MANAGERS/OWNERS OF THE ESTABLISHMENTS This examination can manage them in recruiting their representatives. †¢SCHOOLS/UNIVERSITIES OFFERING HOT EL AND RESTAURANT MANAGEMENT COURSE This examination can assist them with enhancing their program for the work of their understudies or enrollees. †¢HOTEL AND RESTAURANT MANAGEMENT CURRICULUM Through the encounters shared by the alumni in applying and finding a vocation whether they exceed expectations or not, this investigation can control the educational plan towards a superior presentation and employability of the understudies. †¢HOTEL AND RESTAURANT MANAGEMENT STUDENTS, PRACTICUMERS AND GRADUATING STUDENTS This examination will help and guide them to put forth a valiant effort in their school execution, hands on trainings and work environment later on. †¢READERS This examination will give them a thought of employability of Hotel and Restaurant Management alumni of 2011 in Trinity University of Asia.

Regionalism in the World of Alistair McLeod Essay

Symbolism is utilized on a regular basis in the eastern bank of Canada may have an unforgiving and rather cruel streak, yet numerous Canadians decide to raise their families and practice their specialty there. In both short stories by Alistair McLeod; The Lost Salt Gift of Blood and The Boat, the setting of the Canadian east coast is utilized to create both the plot and the character. Alongside the portrayal of the physical setting there is additionally the complicated exchange spoken by the different characters. In mix, the different traditions and customs introduced by the creator through language and setting extend our capacity to comprehend the plot. Without McLeod’s regionalistic composing structure, the reader’s capacity to solidly characterize the setting and characters would prevent them from his multilayered stories. Symbolism is utilized on a regular basis in The Boat with the aim of not just giving the peruser a feeling of reality yet additionally an understanding to the character. The dad is disappointed with his absence of training and ebb and flow way of life along the coast, â€Å"the ocean was behind him and its massive blue evenness loosened up to touch the curving blueness of the sky. It appeared to be far away from him or else†¦he appeared to be too enormous for it. † (263) The creator in this situation infers the embodiment of the issue in the story; the narrator’s father is never brought together with the ocean he works in, never accomplishes the connectedness that goes with working so intimately with nature. Also, because of his higher goals, the dad is excessively curious and eager for information to stay in such a straightforward spot. In The Lost Salt Gift of Blood, symbolism is utilized to hand-off the basic story and subject to the peruser. Mist is the best type of symbolism utilized in light of its nearby connection to the activities and their implications underneath the outside of the story. The whole story appears to be fairly foggy as it contains exchange and reflection that happens in the present as opposed to the storyteller thinking back and breaking down the significance of occasions. Accordingly, it is left to the peruser to sort out the story, now and again troublesome when the story appears to be inadequate. For instance, the haze assumes a fundamental job in the story encompassing the mother’s passing, â€Å"It be foggy all the day and everybody be thinken the plane won’t come or have the option to land. What's more, I says, little to myself, presently here in the haze be the misfortune and the passing yet then there the plane be, practically like a phantom boat comen out the mist with every one of its lights shinen. I think perhaps he won’t be on it yet soon he comen through the haze. † (307-308) As the granddad transfers the story, he suddenly stops, yet never initiates with further elaboration. His story lingers palpably like mist; inevitable, covering and unfit to unmistakably characterize. The discourse in The Boat has an informed style yet is brief and to the point. Each time McLeod permits a character to talk, just the most crucial words required are verbally expressed. In spite of the fact that this story incorporates depiction from an explanatory perspective, its majority stays with the peruser sorting it out. It is during serious minutes that word are traded â€Å"you have given added a very long time to his life. † (267) There are likewise no depictions of boisterous exchange among the kin. This is amazing as clamor and contentions are inescapable to most enormous families. With the information that the mother runs her family unit with exactness, the absence of fierce discourse might be because of the tiring way of life. The father’s response is a case of this after the mother blames him that it will be his flaw if their girls return home impregnated, â€Å"†¦reflecting the fatigue of a man of sixty-five who had been laboring for eleven hours on an August day†¦he transformed and went into his room. † This discourse upgrades the antagonism of the east coast; little is squandered, be it vitality or words. The differentiation in exchange in The Lost Salt Gift of Blood is extremely wise when comes to characterizing characters. The dad is knowledgeable and from Toronto. He met his son’s mother while examining for his college paper. Then again, it is uncovered at long last that John’s grandma and granddad can neither read nor compose. Similarly as John is the main association the grandparents have to his dad, the main midpoint between their phonetic capacities and his father’s is John. All the more curiously is the change of language and what it can let us know. In the start of the story the peruser sees John’s granddad talking graciously yet just to the dad â€Å"well, it is a decent night tonight†. As the night wears on a blend of liquor, weakness and crude feelings adjust his language to that of a harsher seaside slang â€Å"and the pooch runned around like he was insane, moanen and cryen more regrettable than the swiles outs on the ice, and throwen hisself against the dividers and jumpen on the table. † (307) The continuous change in language is a minor one, yet it passes on a huge number of recognizing highlights. Such highlights lay ground to a superior comprehension of the area. Inside both short stories, McLeod paints a significantly more extensive feeling of the eastern Canadian coast utilizing the residential standards held there to depict the locale. The estate of John and his grandparents is one where things are not squandered, â€Å"cast-off tires additionally whitewashed and filling in as blossom beds†¦ initially broken†¦ [the grandfather] helped him fix them, nailing on new machines and sewing new headings. † (295-296) Anything broken is fixed, recovered or put to another utilization. The family is obviously connected with along these lines of living and profoundly has a place in this spot. The training is additionally a significant one considering the granddad is instructing and remembering John for the procedures. Too, the family in The Boat didn't squander things, â€Å"a rack which contained matches, tobacco, pencils, odd fish-snares, bits of twine†¦Ã¢â‚¬  (258) Items in this family had a spot and a reason. Indeed, even little things like twine are gathered for a further utilize later. Alongside the difficult work in the ocean and straightforward way of life, the narrator’s mother kept the house clean; â€Å"everything was perfect and unblemished and all together. On account of the conventional beach front living, the hard-got income from the sea don't take into account unimportance, squander or a wealth of parlor toys. As Alistair McLeod mixes regionalism to characterize the setting, a picture of the way of life just as the way of life of the characters is uncovered. The eastern bank of Canada may have a brutal atmosphere and troublesome lifestyle, however through the language utilized by the McLeod and his depiction of setting, we are urged to comprehend this way of life and the individuals who grasp it. In both short stories The Lost Salt Gift of Blood and The Boat, the plot and the characters are characterized as people in their way of life just as members of a bigger practice. Alongside the portrayal of the physical setting, a comprehension of customs is explained through point by point depictions. With this specific style of regionalism, McLeod left the peruser to expand on characters and settings he characterized, the way of life be that as it may, stayed consistent with the eastern shoreline of Canada. McLeod’s regionalism allows the peruser to solidly characterize the setting and characters at that point permits them to investigate the guilefully created plots.

Beginners Guide to HR Analytics

Beginners Guide to HR Analytics WHAT ARE HUMAN RESOURCES ANALYTICS?Human resources (HR) analytics refers to a process where techniques of data mining and business analytics (BA) are used for processing HR data. It is sometimes also referred to as talent analytics. Furthermore, data mining in this context refers to the practice of studying established databases in order to create new information.There are two main purposes for HR analytics: providing insights and identifying key data.The first purpose aims to provide the organization information on its own operations, which can help with the effective management of employees. These insights can then ensure business goals are reached efficiently within a certain timeframe.The second key function of HR analytics helps to identify the data the organization should capture. Furthermore, it provides the models for predicting the different ways the organization is able to receive an optimal return on investment (ROI) on its human capital.Overall, HR analytics is focused on making the most of the vast amounts of HR data most organizations have gathered. Companies often have plenty of data on things such as employee demographics, training records and so on, but it is the analysis of the data HR analytics can help with.What’s the below panel discussion on HR analytics for more information: WHY SHOULD YOUR ORGANISATION FOCUS ON HR ANALYTICS?HR decisions are often based on professional instinct and the gut feeling. Recruitment, for example, often relies in the personal connection recruiters make with the candidate. The problem of relying on this gut instinct is that it can normalize bad practices.Common workplace injustices can therefore go unnoticed. The pay gap between men and women is a solid example of this. Promotions and rewards might be provided to male employees due to gut instinct, instead of relying on cold data on performance, for instance. Organizations might even consider they are paying the same, unless they study the actual data.HR analyt ics can help boost the performance and predict the models, which lead to better success. It removes more of the human error from decision-making. For instance, improvements in workload management can be more effective when data is used to show which departments or teams are bearing the burden and which can afford to take on more responsibilities.Perhaps more importantly, HR analytics has been proven to improve company growth. Training Zone reports on the findings of performance boost for one company, which used HR analytics to improve its recruitment process. Through data analysis, the company noticed the traditional key metrics of education and reference quality didn’t have a big impact on the candidate’s performance in sales productivity. In fact, it was metrics such as experience in big-ticket sales and the ability to perform in unstructured circumstanced which drove better sales performance. When the company implemented these HR analytic findings to recruitment, the companyâ €™s sales grew by $4 million the following year.Other surveys have had similar findings in terms of the importance of HR analytics to overall company performance. A survey by MIT and IBM discovered that higher level of HR analytics use had the potential to:Provide 8% higher sales growthGenerate 24% higher net operating incomeProduce 58% higher sales per employeeKEY WAYS TO USE HR ANALYTICSThe applications of HR analytics are vast and the important metrics to an organization depend on the industry, as well as the nature of the business.A couple of the key HR metrics to analyze include:Resignation rateTime to recruit to hireTurnover rate for different staff groups (first year, five year, etc.)Revenue per FTEPerformance appraisal participation rate[slideshare id=25459992doc=hranalytics-130821124147-phpapp01w=710h=400]The above metrics and other such data can be used to boost business performance. The key areas where HR data can help are:Recruitment â€" HR analytics can provide answers for finding the ideal candidates to help the business succeed. For example, as the above example of the company showed, data can be used to identify the candidate qualities that yield better results. You can compile data of candidates who end up staying with the company and find the common denominators among them.Health and safety â€" HR analytics can better locate the problem areas when it comes to health and safety related issues. Data can point out the roles, the job locations and other such factors that have the highest rates of accidents.Employee retention â€" You can also learn more about employee retention through data. You can use HR analytics to discover the aspects, which increase employee engagement.Talent gaps â€" Data can reveal whether there are talent gaps within the organization. For example, certain departments might have higher skilled workers to others and this could hinder the overall performance of the company.Sales performance â€" HR analytics can help provide details on how sales targets can be exceeded. You can notice how specific talent helps employees perform better or that certain training programs yielded immediate returns in terms of sales.FIVE CHALLENGES TO HR ANALYTICSBefore we look at the starting steps for implementing HR analytics, it’s worth examining some of the main challenges the application of the process creates. It’s essential to find ways to manage the below five challenges when establishing HR analytics within your organization.Challenge 1: Data delugeThe more data your organization gathers the harder it can become to use if appropriately. Big Data doesn’t automatically generate good results. You must be able to implement the right data analytics to succeed.If your HR department just gathers a lot of data without proper implementation of analytics, you’ll end up with bloated data. The more bloated the data, the harder it is to make valuable assumptions.For example, all the metrics you gather should be properly defined and categorized. You must define the questions you want to solve with your data, not simply gather it for the sake of having data.Challenge 2: Data qualityAs well as focusing on gathering the right amount of data, you also need to ensure you focus on data quality. Data deluge can quickly lead to poor quality data, as you aren’t creating meaningful connections between different data sets.It is essential to guarantee data quality by focusing on ensuring data integrity and security. The problem for many organizations is that the data used in HR analytics can come from different departments within the organization and therefore lead to issues. Certain data can be ignored, dropped, lost or the data sets cannot be joined, which can result in inadequate analysis.Challenge 3: Low analytical skills in most HR departmentsFor HR analytics to succeed, the team behind it must have knowledge in both, human resources as well as data analysis. But finding HR leaders who are also competen t in data analytics can be difficult.According to Elizabeth Craig, a research fellow at Accenture Institute for High Performance, there is scarcity to finding the right talent for HR analytics. Furthermore, Craig told Data Informed certain data analytics tool require special IT skills which add extra pressure on finding the right people to take care of the process.The problem is further expanded by findings that only 6% of global HR teams feel confident about their skills in using analytics. In addition, just 20% thought the data usage in their organization was credible and reliable enough to make decisions.Challenge 4: Often executive support for HR analytics is lackingHR analytics has not yet become the mainstream process for many companies and there is often a lack of executive support. But for the process to work, HR departments must be able to convince the executive leaders on the benefits of using analytics.Executive support is important as it provides access to better resourc es, as implementation of a proper HR analytics system is not cheap. It can also provide better access to data across different departments. In order to convince the executives, HR departments must focus on highlighting the possibilities of a strong ROI with the initial investment.Challenge 5: HR analytics costs a lot and ROI is often not visibleFinally, organizations must be aware of the cost challenge. The price range of HR analytics tools is as varied as the availability of tools. According to the Data Informed article, the platform costs can range from “$400,000 to $1,5 million for a company with 5,000 full-time employees”.Furthermore, the cost estimation doesn’t include the increase costs organizations might face in terms of hiring new staff to implement the programs or training existing staff in the use of analytics.In addition, the ROI for HR analytics isn’t the most visible. This is because the benefits can be shown across different departments and over a longer perio d. For example, improvements in employee retention won’t become evident until later.The challenge becomes from the realization that aiming for cheaper HR analytics platform doesn’t necessarily yield bigger savings. Insufficient software and tools can lead to inefficient and incomplete results, which in result won’t create high enough ROI to justify the investment.Learn from Googles VP of People Analytics and Compensation how to make betteer people decisions using human resource analytics. FIVE STARTING STEPS TO IMPLEMENTING HR ANALYTICSIf your organization wants to implement HR analytics, what is the right route to go about it? Below are five starting steps, which can help your organization to setup the process.Step 1: Define the business questions you want to solveThe first and the most important thing to do is to define the business questions you are looking to solve. You can’t start gathering data and then blindly looking at it to find correlations.Define the issues you†™d like to improve in the HR sector. For example, these could be issues to do with workplace diversity, improving employee retention rates, measuring the amount of money spent on training or understanding the workplace absence levels better. These are some simple issues you should start with and later start looking into the wider issues.For instance, you might want to understand how the HR effort impacts things such as profit margins.Once you are aware of some of the HR related issues you’d like to examine more closely, you need to start outlining the required metrics for solving these problems.Some of the HR metrics that highlight the HR department’s performance include:The resignation rate â€" How many employees resign within any given period in terms of the overall workforce?The recruitment times â€" How long does it take to fill a job position, as well as the time it takes for a candidate to accept the offer and become an employee?Staff turnover rate â€" How many recruits le ave after the first year, five years and so on?Workforce diversity â€" What are the percentages when it comes to women, men, religious groups, and ethnicities?The revenue from full-time employees â€" What is the revenue generated per full-time worker?Amount of overtime pay â€" How high is overtime pay and how often is it implemented?The ratio of permanent to temporary workers â€" How many of the employees are part-time compared to full-time?Step 2: Identify the data that answers the above questionsOnce you have the questions and the problems defined, you can start identifying the data required to solve and answer them.First, your attention should focus on HR-related data, which your department already has stored. This includes information on recruitment, performance and succession. Your HR department should already be monitoring these common datasets.Second, you want to start gathering data on things such as employment engagement, surveys and exit interviews. Depending on the level of data gathering within your organization, you might already be creating these datasets.Finally, you need to extend your data gathering to other business systems and departments. You should start gathering important metrics from finance and market research. These include things such as turnover, sales performance, money spent on market research and training.Step 3: Implement ETL: extraction, transformation and loadingAs already explained above, the HR department must work in close connection with the IT department, as certain software and data extraction might require specialized data analytic skills. It’s therefore a good idea to start implementing closer connections between these two departments.Part of this process is the implementation of ETL: extraction, transformation and loading. There are tools, which you can use to implement this process automatically. For example, IMB’s WebsphereDataStage and Cognos Data Manager, or Microsoft’s SQL Server Integration Services are am ong the most popular options. While non-technical employees can use these platforms, it can be beneficial to ask the IT department for assistance.This process essentially allows you to extract the necessary data from a source you define, transform it to the correct clean and consistent format, and load it to your analytical platform to be used in the analysis.Step 4: Incorporate the findings to business operationsWhen your HR data analytics start generating results, you need to start implementing changes. For example, if you focused on looking at workforce diversity and your data shows you’re not receiving enough applications from ethnic minorities, you can start changing your recruitment strategy.This could include targeting recruitment agencies that focus on ethnic minority candidates, conducting interviews within ethnic minority groups to see whether the community views your organization negatively, and creating more tutoring opportunities with ethnic minority employees.Further more, you need to draw a connection between the HR data and other business measures. For instance, reduction in staff overtime can directly correlate to productivity and profitability. A KPMG report People are the Real Numbers, talked about the importance of these solid connections in an example of workplace absence and cost-efficiency.“While it’s helpful to track absences by location or versus prior years, if HR could also show that improvements in absenteeism positively correlate with manufacturing cost efficiency, then line leaders would be more likely to see the value of HR,” the report stated.Step 5: Perform regular analysisFinally, HR analytics shouldn’t be a done irregularly and remain irrelevant in the majority of times. In order to enjoy the benefits of the process, it’s essential to implement a regular schedule.For example, as you’ve defined an issue you want to look at with HR data, you’ll perform data analysis to find an answer to the issue. Once you implem ent the solutions to your problem, you need to return to the issue regularly to see whether the changes are sticking and whether new issues might have risen.IN CONCLUSION Human resources have come a long way from the traditional focus on collecting and tracking information on employees to the modern focus of using the data to make deeper analytical connections across the business. In this guide, we’ll explain the essence of human resources analytics and the reasons your organization should take this process seriously. We’ll also explain the common pitfalls of HR analytics and present you with five steps that’ll get your organization started.WHAT ARE HUMAN RESOURCES ANALYTICS?Human resources (HR) analytics refers to a process where techniques of data mining and business analytics (BA) are used for processing HR data. It is sometimes also referred to as talent analytics. Furthermore, data mining in this context refers to the practice of studying established databases in order to create new information.There are two main purposes for HR analytics: providing insights and identifying key data.The first purpose aims to provide the organization information on its own operations, which can help with the effective management of employees. These insights can then ensure business goals are reached efficiently within a certain timeframe.The second key function of HR analytics helps to identify the data the organization should capture. Furthermore, it provides the models for predicting the different ways the organization is able to receive an optimal return on investment (ROI) on its human capital.Overall, HR analytics is focused on making the most of the vast amounts of HR data most organizations have gathered. Companies often have plenty of data on things such as employee demographics, training records and so on, but it is the analysis of the data HR analytics can help with.What’s the below panel discussion on HR analytics for more information: WHY SHOULD YOUR ORGANISATION FOCUS ON HR ANALYTICS?HR decisions are often based on professional instinct and the gut feeling. Recruitment, for example, often relies in the personal connection recruiters make with the candidate. The problem of relying on this gut instinct is that it can normalize bad practices.Common workplace injustices can therefore go unnoticed. The pay gap between men and women is a solid example of this. Promotions and rewards might be provided to male employees due to gut instinct, instead of relying on cold data on performance, for instance. Organizations might even consider they are paying the same, unless they study the actual data.HR analytics can help boost the performance and predict the models, which lead to better success. It removes more of the human error from decision-making. For instance, improvements in workload management can be more effective when data is used to show which departments or teams are bearing the burden and which can afford to take on more responsibilities.Perhaps more importantly, HR analytics has been proven to improve company growth. Training Zone reports on the findings of performance boost for one company, which used HR analytics to improve its recruitment process. Through data analysis, the company noticed the traditional key metrics of education and reference quality didn’t have a big impact on the candidate’s perfor mance in sales productivity. In fact, it was metrics such as experience in big-ticket sales and the ability to perform in unstructured circumstanced which drove better sales performance. When the company implemented these HR analytic findings to recruitment, the company’s sales grew by $4 million the following year.Other surveys have had similar findings in terms of the importance of HR analytics to overall company performance. A survey by MIT and IBM discovered that higher level of HR analytics use had the potential to:Provide 8% higher sales growthGenerate 24% higher net operating incomeProduce 58% higher sales per employeeKEY WAYS TO USE HR ANALYTICSThe applications of HR analytics are vast and the important metrics to an organization depend on the industry, as well as the nature of the business.A couple of the key HR metrics to analyze include:Resignation rateTime to recruit to hireTurnover rate for different staff groups (first year, five year, etc.)Revenue per FTEPerformance appraisal participation rate[slideshare id=25459992doc=hranalytics-130821124147-phpapp01w=710h=400]The above metrics and other such data can be used to boost business performance. The key areas where HR data can help are:Recruitment â€" HR analytics can provide answers for finding the ideal candidates to help the business succeed. For example, as the above example of the company showed, data can be used to identify the candidate qualities that yield better results. You can compile data of candidates who end up staying with the company and find the common denominators among them.Health and safety â€" HR analytics can better locate the problem areas when it comes to health and safety related issues. Data can point out the roles, the job locations and other such factors that have the highest rates of accidents.Employee retention â€" You can also learn more about employee retention through data. You can use HR analytics to discover the aspects, which increase employee engagement.Talent gaps â€" Data can reveal whether there are talent gaps within the organization. For example, certain departments might have higher skilled workers to others and this could hinder the overall performance of the company.Sales performance â€" HR analytics can help provide details on how sales targets can be exceeded. You can notice how specific talent helps employees perform better or that certain training programs yielded immediate returns in terms of sales.FIVE CHALLENGES TO HR ANALYTICSBefore we look at the starting steps for implementing HR analytics, it’s worth examining some of the main challenges the application of the process creates. It’s essential to find ways to manage the below five challenges when establishing HR analytics within your organization.Challenge 1: Data delugeThe more data your organization gathers the harder it can become to use if appropriately. Big Data doesn’t automatically generate good results. You must be able to implement the right data analytics to succeed.If your HR department just gathers a lot of data without proper implementation of analytics, you’ll end up with bloated data. The more bloated the data, the harder it is to make valuable assumptions.For example, all the metrics you gather should be properly defined and categorized. You must define the questions you want to solve with your data, not simply gather it for the sake of having data.Challenge 2: Data qualityAs well as focusing on gathering the right amount of data, you also need to ensure you focus on data quality. Data deluge can quickly lead to poor quality data, as you aren’t creating meaningful connections between different data sets.It is essential to guarantee data quality by focusing on ensuring data integrity and security. The problem for many organizations is that the data used in HR analytics can come from different departments within the organization and therefore lead to issues. Certain data can be ignored, dropped, lost or the data sets cannot be joined, which can result in inadequate analysis.Challenge 3: Low analytical skills in most HR departmentsFor HR analytics to succeed, the team behind it must have knowledge in both, human resources as well as data analysis. But finding HR leaders who are also competent in data analytics can be difficult.According to Elizabeth Craig, a research fellow at Accenture Institute for High Performance, there is scarcity to finding the right talent for HR analytics. Furthermore, Craig told Data Informed certain data analytics tool require special IT skills which add extra pressure on finding the right people to take care of the process.The problem is further expanded by findings that only 6% of global HR teams feel confident about their skills in using analytics. In addition, just 20% thought the data usage in their organization was credible and reliable enough to make decisions.Challenge 4: Often executive support for HR analytics is lackingHR analytics has not yet become the mainstream process for many companies and there is often a lack of executive support. But for the process to work, HR departments must be able to convince the executive leaders on the benefits of using analytics.Executive support is important as it provides access to better resources, as implementation of a proper HR analytics system is not cheap. It can also provide better access to data across different departments. In order to convince the executives, HR departments must focus on highlighting the possibilities of a strong ROI with the initial investment.Challenge 5: HR analytics costs a lot and ROI is often not visibleFinally, organizations must be aware of the cost challenge. The price range of HR analytics tools is as varied as the availability of tools. According to the Data Informed article, the platform costs can range from “$400,000 to $1,5 million for a company with 5,000 full-time employees”.Furthermore, the cost estimation doesn’t include the increase costs organizations migh t face in terms of hiring new staff to implement the programs or training existing staff in the use of analytics.In addition, the ROI for HR analytics isn’t the most visible. This is because the benefits can be shown across different departments and over a longer period. For example, improvements in employee retention won’t become evident until later.The challenge becomes from the realization that aiming for cheaper HR analytics platform doesn’t necessarily yield bigger savings. Insufficient software and tools can lead to inefficient and incomplete results, which in result won’t create high enough ROI to justify the investment.Learn from Googles VP of People Analytics and Compensation how to make betteer people decisions using human resource analytics. FIVE STARTING STEPS TO IMPLEMENTING HR ANALYTICSIf your organization wants to implement HR analytics, what is the right route to go about it? Below are five starting steps, which can help your organization to setup the process .Step 1: Define the business questions you want to solveThe first and the most important thing to do is to define the business questions you are looking to solve. You can’t start gathering data and then blindly looking at it to find correlations.Define the issues you’d like to improve in the HR sector. For example, these could be issues to do with workplace diversity, improving employee retention rates, measuring the amount of money spent on training or understanding the workplace absence levels better. These are some simple issues you should start with and later start looking into the wider issues.For instance, you might want to understand how the HR effort impacts things such as profit margins.Once you are aware of some of the HR related issues you’d like to examine more closely, you need to start outlining the required metrics for solving these problems.Some of the HR metrics that highlight the HR department’s performance include:The resignation rate â€" How many employee s resign within any given period in terms of the overall workforce?The recruitment times â€" How long does it take to fill a job position, as well as the time it takes for a candidate to accept the offer and become an employee?Staff turnover rate â€" How many recruits leave after the first year, five years and so on?Workforce diversity â€" What are the percentages when it comes to women, men, religious groups, and ethnicities?The revenue from full-time employees â€" What is the revenue generated per full-time worker?Amount of overtime pay â€" How high is overtime pay and how often is it implemented?The ratio of permanent to temporary workers â€" How many of the employees are part-time compared to full-time?Step 2: Identify the data that answers the above questionsOnce you have the questions and the problems defined, you can start identifying the data required to solve and answer them.First, your attention should focus on HR-related data, which your department already has stored. Thi s includes information on recruitment, performance and succession. Your HR department should already be monitoring these common datasets.Second, you want to start gathering data on things such as employment engagement, surveys and exit interviews. Depending on the level of data gathering within your organization, you might already be creating these datasets.Finally, you need to extend your data gathering to other business systems and departments. You should start gathering important metrics from finance and market research. These include things such as turnover, sales performance, money spent on market research and training.Step 3: Implement ETL: extraction, transformation and loadingAs already explained above, the HR department must work in close connection with the IT department, as certain software and data extraction might require specialized data analytic skills. It’s therefore a good idea to start implementing closer connections between these two departments.Part of this pro cess is the implementation of ETL: extraction, transformation and loading. There are tools, which you can use to implement this process automatically. For example, IMB’s WebsphereDataStage and Cognos Data Manager, or Microsoft’s SQL Server Integration Services are among the most popular options. While non-technical employees can use these platforms, it can be beneficial to ask the IT department for assistance.This process essentially allows you to extract the necessary data from a source you define, transform it to the correct clean and consistent format, and load it to your analytical platform to be used in the analysis.Step 4: Incorporate the findings to business operationsWhen your HR data analytics start generating results, you need to start implementing changes. For example, if you focused on looking at workforce diversity and your data shows you’re not receiving enough applications from ethnic minorities, you can start changing your recruitment strategy.This could includ e targeting recruitment agencies that focus on ethnic minority candidates, conducting interviews within ethnic minority groups to see whether the community views your organization negatively, and creating more tutoring opportunities with ethnic minority employees.Furthermore, you need to draw a connection between the HR data and other business measures. For instance, reduction in staff overtime can directly correlate to productivity and profitability. A KPMG report People are the Real Numbers, talked about the importance of these solid connections in an example of workplace absence and cost-efficiency.“While it’s helpful to track absences by location or versus prior years, if HR could also show that improvements in absenteeism positively correlate with manufacturing cost efficiency, then line leaders would be more likely to see the value of HR,” the report stated.Step 5: Perform regular analysisFinally, HR analytics shouldn’t be a done irregularly and remain irrelevant in th e majority of times. In order to enjoy the benefits of the process, it’s essential to implement a regular schedule.For example, as you’ve defined an issue you want to look at with HR data, you’ll perform data analysis to find an answer to the issue. Once you implement the solutions to your problem, you need to return to the issue regularly to see whether the changes are sticking and whether new issues might have risen.IN CONCLUSIONHR analytics is an essential part of data management and its implementation can yield positive returns for any organization. But as the above has shown, the management, analysis and interpretation of data isn’t always straightforward and organizations need to approach HR analytics one step at a time.The key to successful HR analytics relies on the understanding that the size of the measured data isn’t the key to success, but rather, the impact the data can have on decision-making in the organization. HR analytics shouldn’t be seen as influentia l only in the HR department, but rather as something, that has the potential to create value throughout the organization.

Benefits Of Same Sex Marriage - 1697 Words

Individuals slowly realize, as well as companies that it is a suitable to instate same-sex benefits to same-sex spouses; in the same way, traditional marriages are receiving benefits. Several of the employment benefits that our federal government provides to its employees and their families remain tied to a person’s marital status. Employers who offer benefits for domestic partners support an employee of culture, diversity, and social acceptance, which can be used as a marketing tool for the company. In light of the changes to the state law s meanings of weddings, and the probability that such changes will continue to occur, companies can and ought to study their current advantage arrangement archives to guarantee that benefits are†¦show more content†¦Nevertheless, officials have said that a small number of provisions in federal law clearly prohibit the government from granting benefits to same-sex couples, and laws that apply for Social Security and the Veterans Aff airs Department, where officials state that Mr. Obama is not able to give benefits by essentially changing regulations. However, the officials announce that the president would call on Congress to pass legislation to alter those terms. Since then, Mr. Obama has forcefully agreed with promoters of same-sex marriage and other gay rights. His administration disputed in the Supreme Court for the Defense of Marriage Act to be overturned, and his administration debated that the court must strike down â€Å"Proposition 8† California’s ban on same-sex marriage. He also eliminated the military’s â€Å"Don’t ask, Don’t tell† policy for gay service members. Some federal agencies, such as the Social Security Administration, only recognize marriages that are good in the sight of domicile, for the surrendering of federal benefits: which means that if you are in a same-sex marriage, but you are in a no recognition rank, you are not eligible for Social Secu rity Benefits on your spouse s work record. On June 26, 2013, the U.S Supreme Court discharged its decision in United States vs. Windsor and struck down the segment of DOMA. The case of Windsor and Thea Spyer; they got hitched in Canada in 2007, in 2009 Spyer

Organizational Justice, Ethics, and Social Responsibility...

Organizational Justice, Ethics, and Social Responsibility Chapter discussed Organizational Justice, Ethics, and Social Responsibility. While watching CNBC on television, I viewed a documentary on the energy company Enron. Their practices and ethics, or lack thereof are an excellent example of the topics contained in this chapter. Their disregard for ethical behavior and social responsibility, ultimately led to the demise of the company and also caused several members of the company in management positions to be brought to justice in the court systems. Enron was a energy company that was seemingly very profitable, ethical, and successful, as was reflected in their stock price. However, there was a great deal of information withheld from†¦show more content†¦Another OB principle relevant to this situation is the Fair Process Effect. Employees want a voice and to be included in decision making. However, Enron’s lower level workers weren’t accurately informed about their practices. The traders that worked for Enron weren ’t explicitly told about the company’s unethical practices, but over the course of time they became more aware of the things that Enron was doing. However, traders were making a great deal of money from the success of Enron and it’s increasing stock price. During the time of the rolling blackouts in California, there were also wildfires burning. The fires decreased the level of electricity that was allowed to be produced and distributed. Enron used this to their advantage, and greatly increased the cost of electricity to consumers. The traders knew this and profited greatly. So although they were informed of the unethical practices that were going on, their greed made them take advantage of the situation and profit as much as they could. The traders also participated in the unethical practices by asking electric companies to limit their production and output, and even shut down their plants for specified time periods. 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Hoe to Prepare a Business Plan Free Essays

string(403) " who they are and how you know they will be interested in your products or services \* your competitors – who they are, how they work and the share of the market they hold \* the future – anticipated changes in the market and how you expect your business and your competitors to react to them It is important to know your competitors’ strengths and weaknesses as compared to your own\." A business plan is a written document that describes a business, its objectives, its strategies, the market it is in and its financial forecasts. It has many functions, from securing external funding to measuring success within your business. This guide will show you how to prepare a high-quality plan using a number of easy-to-follow steps, and includes a template business plan. We will write a custom essay sample on Hoe to Prepare a Business Plan or any similar topic only for you Order Now Your products and services and audience for your business plan This part of the plan sets out your vision for your new business. It includes who you are, what you do, what you have to offer and the market you want to address. Start with an overview of your business: * when you started or intend to start trading, the progress and investment you have made to date * the type of business and the sector it is in * any relevant history – for example, if you acquired the business, who owned it originally and what they achieved with it * the current legal structure * your vision for the future Describe your products or services as simply as possible, defining: * what makes it different * benefits it offers * why customers would buy it from you instead of your competitors * how you plan to develop your products or services whether you hold any patents, trade marks or design registration * the key features and success factors of your industry or sector The person reading the plan may not understand your business and its products, services or processes, so try to avoid jargon. Get someone who isn’t involved in the business – a friend or family member perhaps – to read this section of your plan and make sure they can understand it. The audience for your business plan Many people think of a business plan as a document used to secure external funding. Potential investors, including banks, may invest in your idea, work with you or lend you money as a result of the strength of your plan. The following people or institutions may request to see your business plan at some stage: * banks * external investors – whether this is a friend, a venture capitalist firm or a business angel * grant providers * anyone interested in buying your business * potential partners Bear in mind that a business plan is a living document that will help you monitor your performance and stay on track. It will therefore need updating and changing as your business grows. Regardless of whether you intend to use your plan internally, or as a document for external people, it should still take an objective and honest look at your business. Failing to do this could mean that you and others have unrealistic expectations of what can be achieved and when. What a business plan should include Your business plan should provide details of how you are going to develop your business. It describes when you are going to do it, who’s going to play a part and how you will manage the finances. Clarity on these issues is particularly important if you’re looking for finance or investment. Your plan should include: * An executive summary – an overview of the business you want to start. It’s vital. Many lenders and investors make judgments about your business based on this section of the plan alone. * A short description of the business opportunity – who you are, what you plan to sell or offer, why and to whom. * Your marketing and sales strategy – why you think people will buy what you want to sell and how you plan to sell to them. Your management team and personnel – your credentials and the people you plan to recruit to work with you. * Your operations – your premises, production facilities, your management information systems and IT. * Financial forecasts – this section translates everything you have said in the previous sections into numbers. The executive summary The executive summary is often the most important part of your business plan. Positioned at the front of the document, it is the first part to be read. It may be the only part that will be read. Faced with a large pile of funding equests, venture capitalists and banks have been known to separate business plans into ‘worth considering’ and ‘discard’ piles based on this section alone. The executive summary is a synopsis of the key points of your entire plan. It should include highlights from each section of the rest of the document. Its purpose is to explain the basics of your business in a way that both informs and interests the reader. If, after reading the executive summary, an investor or manager understands what the business is about and is keen to know more, it has done its job. It should be concise – no long er than two pages at most – and interesting. It’s advisable to write this section of your plan after you have completed the rest. The executive summary is not: * A brief description of the business and its products. It’s a synopsis of the entire plan. * An extended table of contents. This makes for very dull reading. You should ensure it shows the highlights of the plan, rather than restating the details the plan contains. * Hype. While the executive summary should excite the reader enough to read the entire plan, an experienced investor or business person will recognise hype and this will undermine the plan’s credibility. Your markets, competitors, marketing and sales Here, you should define your market, your position in it and outline who your competitors are. To do this you should refer to any market research you have carried out. You need to demonstrate that you’re fully aware of the marketplace you’re planning to operate in and that you understand any important trends and drivers. Show that your business will be able to attract customers in a growing market despite the competition. Key areas to cover include: your market – its size, historical data about its development and key current issues * your target customer base – who they are and how you know they will be interested in your products or services * your competitors – who they are, how they work and the share of the market they hold * the future – anticipated changes in the market and how you expect your business and your competitors to react to them It is important to know your competitors’ s trengths and weaknesses as compared to your own. You read "Hoe to Prepare a Business Plan" in category "Papers" It is good practice to do a competitor analysis of each one. Remember that the market is not static – your customers’ needs and your competitors can change. So, you should also demonstrate that you have considered and drawn up contingency plans to cover alternative scenarios. Marketing and sales This section should describe the specific activities you intend to use to promote and sell your products and services. Often, it’s the weak link in business plans so it’s worth spending time on it to make sure it’s realistic and achievable. A strong sales and marketing section means you have a clear idea of how you will get your products and services to market. Your plan will need to provide answers to these questions: * How do you plan to position your product or service in the market place? * Who are your customers? Include details of customers who have shown an interest in your product or service and explain how you plan to go about attracting new customers. * What is your pricing policy? How much will you charge for different customer segments, quantities, etc? * How will you promote your product or service? Identify your sales process methods, eg direct marketing, advertising, PR, email, e-sales, social marketing. * How will you reach your customers? What channels will you use? Which partners will be needed in your distribution channels? * How will you do your selling? Do you have a sales plan? Have you considered which sales method will be the most effective and most appropriate for your market, such as selling by phone, over the internet, face-to-face or through retail outlets? Are your proposed sales methods consistent with your marketing plan? And do you have the right skills to secure the sales you need? Your team’s skills and operations Your business plan should identify the strengths in your team and your plans to deal with any obvious weaknesses. The management team If you’re looking for external funding, your management team can be a decisive factor. Explain who is involved, their role and how it fits into the organisation. Include a CV or paragraph on each individual, outlining their background, relevant experience and qualifications. Include any advisers you might have such as accountants or lawyers. For your bank manager or other investors, you need to demonstrate that your management team has the right balance of skills, drive and experience for your business to succeed. Key skills include sales, marketing and financial management as well as production, operational and market experience. Your investors will want to be convinced that you and your team are fully committed. Therefore it’s a good idea to set out how much time and money each person will contribute – or has already contributed – to the business. Your people Give details of your workforce in terms of total numbers and by department. Spell out what work you plan to do internally and if you plan to outsource any work. Other useful figures might be sales or profit per employee, average salaries, employee retention rates and productivity. Your plan should also outline any recruitment or training plans, including timescales and costs. It’s vital to be realistic about the commitment and motivation of your people. Spell out any plans to improve or maintain staff morale. Your operations Your business plan needs to outline your operational capabilities and any planned improvements. There are certain areas you should focus on. Location * Do you have any business property? * What are your long-term commitments to the property? * Do you own or rent it? * What are the advantages and disadvantages of your current location? Producing your goods and services Do you need your own production facilities or would it be cheaper to outsource any manufacturing processes? * If you do have your own facilities, how modern are they? * What is the capacity compared with existing and forecasted demand? * Will any investment be needed? * Who will be your suppliers? Management-information systems * Have you got established procedures for stock control, management accounts and quality control? * Can they cope with any proposed expansion? Information technology * IT is a key factor in most businesses, so include your strengths and weaknesses in this area. Outline the reliability an Financial forecasts You will need to provide a set of financial projections which translate what you have said about your business into numbers. Look carefully at: * how much capital you need if you are seeking external funding * the security you can offer lenders * how you plan to repay any borrowings * sources of revenue and income You may also want to include your personal finances as part of the plan. Financial planning Your forecasts should run for the next three (or even five) years and their level of sophistication should reflect the sophistication of your business. However, the first 12 months’ forecasts should have the most detail associated with them. Your forecasts should include Sales forecast – the amount of money you expect to raise from sales. Cashflow statements – your cash balance and monthly cashflow patterns for at least the first 12 to 18 months. The aim is to show that your business will have enough working capital to survive. Make sure you have considered the key factors such as the timing of sales and salaries. Profit and loss forecast – a statement of the trading position of the business. Show the level of profit you expect to make and the costs of providing goods and services and your overheads. Your forecasts should cover a range of scenarios. New businesses often forecast over-optimistic sales and most external readers will take this into account. It is sensible to include subsidiary forecasts based on sales being significantly slower than you are actually predicting. One for sales starting three months later than expected, and another forecasting a 20 per cent lower level of sales. Risk analysis It is good practice to show that you have reviewed the risks your business could be faced with. Show that you have looked at contingencies and insurance to cover these. Risks can include: * competitor action * commercial issues – sales, prices, deliveries operations – IT, technology or production failure * staff – skills, availability and costs * acts of God – fire or flood d the planned development of your systems. Presenting your business plan Keep the plan short – it’s more likely to be read if it’s a manageable length. Think about the presentation and keep it professional. Remember, a well-presented plan will reinforce the positive impression you want to create of your business. Tips for presenting your plan * Include a cover or binding and a contents page with page and section numbering. * Start with the executive summary. Ensure it’s legible – make sure the type is ten point or above. * You may want to email it, so ensure you use email-friendly formatting. * Even if it’s for internal use only, write the plan as if it’s intended for an external audience. * Edit the plan carefully – get at least two people to read it and check that it makes sense. * Show the plan to expert advisers – such as your accountant – and ask for feedback. Redraft sections they say are difficult to understand. * Avoid jargon and put detailed inform ation – such as market research data or balance sheets – in an appendix at the back. You may have detailed plans for specific areas of your business, such as a sales plan or a staff training plan. However it is best not to include these, though it is good practice to mention that they exist. While it is sensible to seek advice from external advisers, it is not a good idea to get them to write the plan for you. Investors and lenders need to have confidence that you personally understand your business plan and are committed to the vision for the business. Make sure your plan is realistic. Once you have prepared your plan, use it. If you update it regularly, it will help you keep track of your business’ development. How to cite Hoe to Prepare a Business Plan, Papers

New Technology training in Hospitality Industry

Abstract The research paper explores the application new Technology training (or e-training/e-learning) in Hospitality Industry. It also looks on the advantages, drawbacks, opportunities, and challenges facing its application. Because of its adaptability, low cost, flexibility, modularity, and time saving, e-learning has been adopted by many companies largely in part due to its cost effectiveness.Advertising We will write a custom research paper sample on New Technology training in Hospitality Industry specifically for you for only $16.05 $11/page Learn More The application of e-learning in training employees encourages productivity as it increase the performance levels of employees. The hospitality industry is able to enjoy the numerous benefits associated with the adoption of this cost effective training method. Introduction The emergence of new technologies in the hospitality industry has made it possible to enhance training and learning among the emp loyees and the management team. Although the installation of the technological infrastructure is expensive and costly, it remains one of the most cost effective means of reaching the diverse workforce in the hospitality industry (Poulos, Tenut, Lowry, 2009). E-learning has been associated with numerous benefits which makes these new technology training programs reliable and cost effective. For example, restaurants have adopted these training programs as they offer consistency in training which increases the employees’ competency as well as reducing the turnover rates (Poulos, Tenut, Lowry, 2009). An example is the Hilton hotels which has adopted training via technology based media. Through customer satisfaction at the restaurants, customer loyalty is created which has the capacity of increasing the annual revenue level which can surpass the initial investment. The ability by new technologies to provide a common learning platform, offers same training experience among the em ployees hence high retention rate. This offers the employees the adequate learning experience thus improving their competence levels. One of the major challenges that restaurants face is the high rates of turnover. However, well trained employees with high competence levels have the capacity of getting job satisfaction thus low rate of quitting the job. This reduces the overall turnover rates as training through the new technology is easily achieved (Poulos, Tenut, Lowry, 2009).Advertising Looking for research paper on other technology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Restaurants depend mostly on consumer satisfaction for their finances and revenues. This consistency can be achieved through the new training technologies that are cost effective and can provide the employees with the required skills. Purpose of training As the technology advances, the hospitality industry and the customers become complicated. The major aim of a ny ideal business in to maximize its profits as well as retain its customers through the provision of the required and satisfactory services. Training employees in the hospitality industry especially in restaurants increase the revenue incurred as well as reducing the level of turnover. For example, the Marriott hotel trains its employees in loss prevention courses. It also increases competence and confidentiality among the employees as they are able to offer the services with zeal and zest. Training employees improves the organizational capabilities as well as the employees’ capabilities. The training programs are geared towards the improvement of the employees’ skills, knowledge, and performance (Afaq, F. Yusoff, Khan, Azam Thukiman, 2011) which are the same reasons why employees are trained in Hilton Hotels (Baldwin-Evans, 2006). Lastly, training in the hospitality industry equips employees with the new trends in the industry improving their management skills and t he ability to retain customer consistency (Mejia, 2009). Type of training [training methods] There are numerous methods that have been adopted in the hospitality industry especially by the restaurants. The training methods solely depend of the level of technology embracement, their management team, and their geographical representation. These training methods can be categorized as either traditional training or the new technology training. Traditional training methods This consists of the following training methods, on the job training, job instruction training, lecture, cases, role playing, and behavior modeling. Job instruction training/ technique involves the preparation, presentation, trying out, and follow up processes (Blanchard, 2009; Noe, 2010).Advertising We will write a custom research paper sample on New Technology training in Hospitality Industry specifically for you for only $16.05 $11/page Learn More The trainees are trained on the specifi c field where they are supposed to follow instructions while they are at work. It is a common training method in the hospitality industry that makes use of the trainee deficiencies as they are modeled to fit the job description. The advantage of this method is that the progress of the trainee is monitored as it happens on one on one basis. On the job training is a commonly applied training method that uses the skilled and experienced employees to offer training to the less skilled and experienced (Blanchard, 2009; Noe, 2010). It is often supplemented through the classroom training although it depends on the skilled employees who act as trainers. Other methods that can be supplemented to make it efficiency and effective are coaching, apprenticeship, mentorship, and the job instruction technique (Blanchard, 2009). A sequence of training that is developed is based on a program that is carefully crafted by the trainers. Behavior modeling is used to develop and build the skills of the em ployees. Some of the skills built applicable in the hospitality industry include interpersonal skills, communication skills, and sales techniques among many others (Blanchard, 2009). It applies a model that defines the skill deficiencies, relevant theories applied, the learning points, and the behavior that need to be watched. It also uses expert role models where the trainees are exposed to the behaviors required and practice then in a role play (Blanchard, 2009). Through the imitation of the required behaviors, the trainees are able to develop the skills of the role model. Role playing involves single event simulations where the trainees are provided with the general descriptions of the role they would be playing. For instance, the hospitality industry is more characterized by customer services, so the trainees’ communication and interpersonal skills are sharpened as trainees are fitted in a particular role to play. The different attitudes, opinions, character, needs, and c haracter are enhanced to suit the role one plays (Blanchard, 2009). The major objectives of using the role play is to build up an insight based on ones behavior to influence the behavior of others.Advertising Looking for research paper on other technology? Let's see if we can help you! Get your first paper with 15% OFF Learn More New Technology Training Advancement of technology is having numerous impacts in all industries. For new technology training to be effective in hospitality industry, it requires the blending of information technology, training, and top management. Some of the commonly applied include Computer-based instruction (CBI), video, Interactive Video training (IVT), and Web-based. Computer based instructions is a new technology training technique that uses tutorials case studies and practice exercises allowing sophisticated interactions through the incorporation of business simulation and gaming activities (Wilson, Hash, 2003). The trainee is able to follow the given instructions and apply them in real life situations. Its application in hospitality industry is that it offers consistent learning materials as well as reducing the time required in training. Its cost effective form of e-learning as it is cheap since transport, tutor, and meal costs are reduced. Through the offer of the multimed ia content, employees in hospitality industry can learn automated tracking and record keeping at the same time enjoying the interactive learning atmosphere. Some of its drawbacks are it lacks the aspects of human, peer interaction, issues related to computer literacy, difficulty in updating the content, and it lacks feedback from the instructor. However, CBI has the capacity of retaining the attention of the learner through its video and audio aspects (Petty, Lim, Zulauf, n.d). However, CBI does not allow interaction between the trainer and the trainee as it is based on non-web (Wilson, Hash, 2003). Web based training (WBT) allows distance learning through the use of innovative technology that is incorporated through the World Web, intranets, and internet (Henke,2001). WBT offers live content to the trainee where the content is delivered as fresh and can be modified any time depending on the structure that the trainee likes. Its application in hospitality industry is being applied to trainee employees making it easier for companies to create room for working and skills and knowledge improvement. The advantage of the WBT is it offers large scale applicability since it can be used anytime, anywhere, and by anybody (Henke, 2001). The instructions offered are safe paced enabling employees in hospitality industry to get training at their will or speed. This encourages modularity as the employees can learn a given module at a given time. Other aspects that could be increased on the WBT are video and audio conferencing, chat, animation 3D virtual reality which make it more advanced as it could provide real time training to the employees. The drawback of the new technology training is the installation cost required and amount required in purchase of the required equipments (Henke, 2001). Video and interactive video training are almost the same training methods. The only difference is that interactive video training allows interaction between the trainer and trainee in real time while video training does not allow the interactive aspect. IVT â€Å"supports two way interactive audio and video instructions’† (Wilson, Hash, 2003, p.34) making training through e-learning effective. This two training methods could be applied in training of employees in the hospitality industry as the trainee could train at their convenient time and interact freely with the trainer. They could also enjoy the ability to display demonstration features that could be applicable in hospitality industry. Effective way of training New technology method is used by many companies because it saves money and time (Strother, 2002). This makes e-learning the most effective way of training new and old employees in the hospitality industry. E-learning offers flexibility and ease accessibility as the employees can choose the time to train within seven days a week (Roy Raymond, 2008). This can ensure that an employee completes the required module and not necessarily t he whole course. For example, the Hilton Hotels has rolled out e-learning training program for its 65000 staff with the aim of increasing their competence and effectiveness (Ashford, 2008). Another reason that makes e-learning more effective method of training is the concept of where multiple employees like in Hilton Hotels can train at their own speed which increases its dependability and its adaptability (Roy Raymond, 2008). It also allows interactive feedback as the trainee can interact with the trainee through emails, video, or the web. This increases its effectiveness as no cost is required for transport, books and other learning materials. Other costs that could be reduced through the use of e-learning method of training are meals costs, lodging, and course fees (Roy Raymond, 2008). Depending on the participants needs, e-learning gives the chance of customization. A hotel or restaurant management can distribute the learning materials and be in a position of evaluating the pr ogress of each employee at their speed of learning. Advantages and disadvantages of new technology training New technology training is the most recent mode of training in the hospitality industry. The reason why it is on demand in hospitality industry is its capability to reduce operational costs. The trainees are trained on their convenient time reducing transport cost and time that could have been used by the employees. For example, employees being trained through en-learning training can access the learning materials any time and at anyplace in their convenience. Others costs associated with the deliverance of the training are reduced. For example, employees in hospitality industry who are usually busy can access training at their free time. Costs that could otherwise have been incurred in the hiring of an experienced trainer are also reduced. New technology method creates a conducive and effective environment for learning. For example, the trainees in the hospitality industry ar e given the same learning platform where each employee can learn at their convenient time and pace. The environment is also not associated with competition between the trainees as the employees can train at their speed and even learn different modules (Poulos, Tenut, Lowry, 2009). This allows the employees to remain focused on both training and working in hotels or restaurants. The goals and the objectives of an organization can easily be achieved through the use of new technology training. The hospitality industry aims at satisfying its customers and creating a brand that would remain competitive in the long run (Guzzo, 2010). This can be achieved through new technology training since it offers the chance for improving the capabilities of the employees and that of the organizations. This is replicated in the industry in the form of productivity and effectiveness. Capabilities form the competence of an organization which could be achieved through new technology training because of its diversified nature. For example, work and training could be run concurrently without compromising either because of the flexibility associated with new modern technology. New hires in the hospitality industry like restaurants can attain high levels of competency through faster and efficient means (Poulos, Tenut, Lowry, 2009). This has the capacity of increasing revenues as less cost is used in training the employees. For example, e-learning offers the chance of reducing turnover and increasing the overall revenue. New technology training increases organizational productivity. The trained employees skills and knowledge are increased making it possible to offer satisfactory services to the customers. For example the contemporary hotel industry and restaurants require employees who are up to the current changing trends in the industry. Customer demands and expectation have increased and with the current recession, companies have to adopt new methods of training their employees (Ki ng, 2003). To achieve this, hoteliers and other fields in the hospitality industry have opted to use new technology training for their ability to cut costs, increase revenues, reduce turnover, and increase employees competency and efficiency. There some disadvantages associated with new technology training that may make it ineffective or not applicable. For example, new technology training may be expensive to initiate as it requires the installation and the implementation of the required components and computer equipments. It may be faced with anxiety and fear of embracing the new training method. This may have negative influence on the time taken in training the employees. Although the new training methods have been regarded as effective and competent, it is a slow method of learning as the trainees learn at their pace. This may have a negative effective on the hospitality industry as the expected skills and knowledge could not be achieved in the required time frame. This can affec t the business as customer satisfaction could not be achieved as required by the business operative. Modern training methods cannot be applicable in training some of the required content in hospitality industry. For example, some content may require extra explanation and clarification from trainers to trainees for easy understanding. This may affect the employees’ capabilities as inadequate training may result to losses and loss of loyal consumers. Challenges and opportunities of new technology training The new technology training has been faced by many challenges. For instance, the hospitality industry has been lagging behind because of the implementation cost required for e-learning. This hinders the capacity and the degree in which the methods could be adopted. The infrastructure development requires cost that some restaurants and hotels could not afford (Poulos, Tenut, Lowry, 2009). According to recent studies, on e-learning there has been a challenge associated with per ception of people who may not like the experience of learning online (Behnke Greenan, 2011). Computer literacy has also been a challenge facing the adoption of the new technology training. This has been a barrier as it may take a long period of time to get the employees acquainted with the new technology training methods. Lack of the appropriate skills may have a negative motivation resulting to trainees getting dissatisfied or under forming (Behnke Greenan, 2011). Loss of morale and support from trainers has been a challenge as some employees only perform under supervision. Some employees may be resistant to the new training technique making it obsolete. This can result to the wastage of finances by training employees. The new training methods has offered the Hilton hotels the best opportunities of increasing productivity and efficiency in their operations. With the adoption of new skills and knowledge the Hilton hotels employees have replicated these to high levels of productivi ty and effectiveness. It also offers the chances of developing competent employees in the hospitality industry. This opportunity acts as a capability that improves the service delivery among the employees to the esteemed and the loyal customers. Walt Disney has adopted the new technology training which has been part of its competitive advantage making it the best in providing its services as well as facing the competition in a more appropriate way. Human Resource function as applied to/in the hospitality industry The human resource department is responsible for the management of the resources used in a hotel or restaurant. For example, it is responsible for the selection, recruitment, and the hire of employees (Nicolaides, 2010), which is reflected in the Hilton human resources. It also trains the employees on the current market trends and the skills required in running a competitive field in the hospitality industry. A correlation between training employees has been developed as it improves the performance of the employees (Afaq et al., 2011).The human resource department in the hospitality like the Hilton hotels ensures that the employees can train using the most convenient, cost effective, and adaptable new technology training method (Hilton Management services, 2011). This allows the employees to balance work and training programs. The achieved training improves customer care effectiveness which relies more on quality service offered (Afaq, et al, 2011). The human resource management ensures that service skills, customer satisfaction, supervising skills, oral and written communication skills are gained by different employees in hospitality industry like hotel management (Whitelaw, et al. 2009). This is reflected in the Walt Disney human resource that ensures that the skills of its employees are improved. Other roles played include motivation and creating a conducive working environment for its employees. Lastly, plays roles of human resource management inc lude staffing, designing of reward systems, compliance and benefits for its employees through appraisal and performance management (Bernadin, 2007) Case Study: Hospitality industry field One of the best fields in the hospitality industry that requires new training technology is the hotel industry. Hotel management requires employees who are trained to gain skills and knowledge that is essential in sustaining and satisfying its employees. This has been the reason why the Hilton hotels, Marriott, and Walt Disney have been successful. These specific examples have adopted modern training for their employees where employees have been gained skills and knowledge. For example employees in a case study in Hilton, reported that their skills were improved upon e-learning and appreciated for having been given the chance to train (Baldwin-Evans, 2006). Reference List Ashford, W. (2008). Hilton hotels roll out e-learning to 65,000 staff. Computer Weekly. Retrieved from http://www.computerweekly. com/Articles/2008/01/23/229049/Hilton-Hotels-rolls-out-e-learning-to-65000-staff.htm Afaq, F. U., Yusoff, R. M., Khan, A., Azam, K., Thukiman, K. (2011). Employees’ training and performance relationship in Hospitality: A Case of Pearl Continental Hotel, Karachi, Pakistan. 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Training needs for the hospitality industry. Retrieved from http://www.sustainabletourismonline.com/awms/Upload/Resource/80093%20%20Training%20Needs%20WEB.pdf Wilson, M., Hash. J. (2003). Building information technology security awareness and training program. NIST Special Publication. Retrieved from http://csrc.nist.gov/publications/nistpubs/800-50/NIST-SP800-50.pdf This research paper on New Technology training in Hospitality Industry was written and submitted by user Augustus C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.