(BQ) Ebook Human resources management in the Hospitality industry - Part 2 presents the following content: Planning training programs, delivering and evaluating training programs, compensation programs, performance management and appraisal, employee health and safety, role of human resources in strategic planning and organizational change, critical issues in human resources management. | PART THREE 1 d 169 Human Resources in Action 12/14/07 12:00:05 PM 170 12/14/07 12:00:05 PM CHAPTER SIX d CHAPTER Planning Training Programs OUTLINE Introduction to Training What Is Training? Benefits of Training Obstacles to Training Training Myths Learning Principles Drive Training Principles Focus on the Trainer Use a Formal Training Process Step 1: Define Training Needs Step 2: Conduct a Position Analysis Step 3: Define Training Objectives Step 4: Develop Training Plans Step 5: Develop Training Lessons Step 6: Develop Training Handbook (file) Step 7: Prepare Trainees Human Resources Terms For Your Consideration Case Study: Human Resources Management in Action Internet Activities CHECKLIST OF CHAPTER LEARNING OBJECTIVES As a result of satisfactory completion of this chapter, readers will be able to: 1. Define the term training, note its benefits, and discuss common obstacles to and myths about training. 2. Recognize basic learning principles that influence how training programs should be planned and implemented. 3. State characteristics that are important for an effective trainer. 4. Explain procedures required for use in the first seven steps in a formal training process: Define training needs Conduct a position analysis Define training objectives Develop training plans Develop training lessons Develop a training handbook (file) Prepare trainees 171 12/14/07 12:00:06 PM 172 CHAPTER 6 Ⅲ Planning Training Programs mT Impact on Human Resources Management raining is important for all hospitality personnel because it is the best way to assure that staff members can make maximum contributions to the organization’s success. This is critical because, in the labor-intensive hospitality industry, staff members are an organization’s most important asset. Training is also important because managers have an obligation to help their employees achieve pride in their work and to enjoy doing so. These human concerns are met in a
