Key Consinderations When Optimizing the Benefits of Training
By Enda Larkin Founder, Dobiquity Inc. | June 12, 2011
"Half of my training budget is probably wasted," said one hotel owner to me recently. "The trouble is," he continued with a wry smile, "I'm not actually sure which half..."
Ah, yes indeed, the old jokes are undoubtedly the best. Yet, despite the frivolity, he was making a serious - and in terms of overall business performance – quite a worrying point; namely, that much of his annual expenditure on training might, or might not be of any real value to the hotel. He wasn't sure either way. And deep down he knew this was far from a laughing matter.
When seeking to optimize the benefits derived from training, it is helpful to explore some key factors across three dimensions: the context, content and contribution of training. In doing so, both the input and output aspects can be considered.
Training cannot be viewed in isolation and broader issues such as the overall culture within your hotel and general attitudes towards training have a vital role to play in terms of optimizing benefits.
Culture is a fairly intangible concept in any business but it impacts heavily on day-to-day life. In relation to the benefits derived from training, the culture within your hotel will directly influence their likely scale and scope. Without a wider 'developmental' culture, where employees feel valued and respected, any expenditure on training will have limited impact; a degree in psychology is not required to understand just how irrelevant training becomes for employees who are badly managed on a daily basis, or when they feel undervalued.
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