Introduction
Training and development are two broad terms which can be used interchangeably. In accordance with this discussion it can be stated that training is an ongoing as well as reactive process for the processes and people across the organisations, while development is a continuous, active process for the organisations. However, assignment help Australia and like any other organisations or industries, the tourism sector is also in need of the proper training and development for the performance of the employees under different situations (Niati, Siregar & Prayoga, 2021). In this regard, it should be noted that, employee training is the process through which improvement of the knowledge and skills of the employees is possible while providing information and instruction to help them perform any particular tasks more effectively. Thus, it can be stated that development can be considered as the process of developing the personality of the individuals.
Figure 1: Employees Value Training and Development Program
(Source: helpjuice.com, 2024)
Training and development is an ongoing process for the employees as in this way they can develop their skills, acquisition of the knowledge, maintaining the clarity as well as change their attitudes. Thus, if the hospitality industry in this context considers these structured and planned trainings which can further improve employee performance and productivity, which can help their organisational performance to become more enhanced (Sugiarti, 2022). In this hospitality or hotel industry, in terms of training, several initiatives are initiated by management which can meet the present needs of their employees. In the case of development, initiatives can be taken for accomplishing the future needs of the employees under different circumstances which can strengthen the performance of those employees. On the other hand, in the hospitality industry the training can be delivered by an individual for accomplishing a specific purpose. In accordance with this the key purpose of training and development is to improve the overall performance of the individual and group within the organisation through some appropriate systems. In this way, Write that essay Adelaide it can focus on skills, methods, and content which might be relevant to the organisation’s goals (Iis et al. 2022). Furthermore it should be noted that in the hospitality industry conducting a good as well as an effective employee training might help to develop the skills and knowledge of the employees as they are in need of those skills to manage different types of customers and meet their needs. It can therefore strengthen the productivity of this company and its overall growth.
Needs for Training and Development in the Australian Tourism Industry
In accordance with the above discussion it can be seen that in Australia, the need of the training as well as development is increasing. There are lots of tourists who are visiting this country in different times across the world. Hence, this kind of scenario has required to hospitality industry to train their employees in a way, so that they can meet their customer’s demand as well as need (Davidescu et al. 2020). In relation to this, within hospitality context, the management can apply “Learning Framework” which can further strengthen their training and development needs.
Figure 2: Layered Learning Framework
(Source: helpjuice.com, 2024)
In this regard, therefore it is necessary to identify the needs of the training as well as development of the employees within the Australian tourism industry. The discussion regarding this is as follows, such as,
Establish Robust Skill Sets: Despite having a sound number of employees within the hospitality sector across Australia, there might always be skills gaps or deficiencies which should be addressed. Thus, in this regard, it can be stated that a well-planned and well-engineered training program can easily address those gaps immediately and can totally remove those weaknesses from the organisation by focusing on skills which might be more relevant to the employees and filling those gaps with more relevant knowledge within this sector (Riyanto, Endri & Herlisha, 2021).
Increasing Employee’s Confidence: In the hospitality sector across the world, especially within Australia, the employees are continuously working and communicating with the international tourists. Hence, Age Care Assignment help Sydney they need to possess more confidence to have a clear communication with their customers. Hence a proper and systematic training and development program along with their job can help those employees to build confidence.
Provide Growth Opportunities: Training is considered as an essential in any business because every sector wants to identify several opportunities for growth. Hence, it can be found out that the hospitality industry across Australia always wants to explore more opportunities. This is because if they can develop new professional skills and learn about the new trends in their sector, they will be on their way to bigger and better things that not only benefit their employees, but also the whole organisation (Wiradendi Wolor et al. 2020). Strong and highly specialised training programs provide employees within the hospitality sector with the knowledge and skills they need to grow and develop on their own, as well as to grow and develop their organisations to become industry leaders.
Development of a Competitive Edge: The development and training program or implementing the professional development module within the hospitality sector across Australia can give the staff as well as co-workers or employees an edge over their competitors in the market. It can allow them to become more competitive. In accordance with this discussion, it can be stated that this continuous career development of the employees might keep them ahead of their competitors. In this way, the hospitality sector across Australia might be different because it can help them to accomplish their organisational objectives faster and more cost-effectively than its competitors (Saffar & Obeidat, 2020). In this regard, there might be the need of a highly skilled and competitive workforce through which this hospitality industry across Australia can become the market pioneer and an industry leader.
Conclusion
Based on the above discussion, it can be stated that at present time like any other organisations, the hospitality industry is also changing and in this ever-changing hospitality landscape within Australia, it’s hard to overestimate the importance of employee training and development (E&D). In this sector the employees are required to meet their customers on a continuous basis, hence, they need more power and skills for resolving any kinds of complex scenarios. Thus, it can enable the hospitality or hotel organisations to unlock huge success, delivering exceptional service, customer satisfaction, and long-term growth in a fiercely competitive market. Therefore by investing in their employees, hospitality establishments can easily create an environment which further encourages the employees with their proper development and growth. This, in turn, can lead to better customer experiences, loyalty, and, ultimately, greater industry success within this sector.
Reference list
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), 6086. https://www.mdpi.com/2071-1050/12/15/6086/pdf
helpjuice.com, (2024), What is Employee Training And Development (From A To Z), Retrieved from: https://helpjuice.com/blog/employee-training-development [Retrieved on 24.02.2024]
Iis, E. Y., Wahyuddin, W., Thoyib, A., Ilham, R. N., & Sinta, I. (2022). The Effect of Career Development And Work Environment On Employee Performance With Work Motivation As Intervening Variable At The Office Of Agriculture And Livestock In Aceh. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 2(2), 227-236. http://radjapublika.com/index.php/IJEBAS/article/download/191/177
Niati, D. R., Siregar, Z. M. E., & Prayoga, Y. (2021). The effect of training on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(2), 2385-2393. https://www.researchgate.net/profile/Zulkifli-Siregar/publication/351426754_The_Effect_of_Training_on_Work_Performance_and_Career_Development_The_Role_of_Motivation_as_Intervening_Variable/links/6099a568299bf1ad8d908ce1/The-Effect-of-Training-on-Work-Performance-and-Career-Development-The-Role-of-Motivation-as-Intervening-Variable.pdf
Riyanto, S., Endri, E., & Herlisha, N. (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), 162. https://www.academia.edu/download/69819906/PPM_2021_03_Riyanto.pdf
Saffar, N. A. G. A., & Obeidat, A. (2020). The effect of total quality management practices on employee performance: The moderating role of knowledge sharing. Management Science Letters, 10(1), 77-90. http://m.growingscience.com/msl/Vol10/msl_2019_227.pdf
Sugiarti, E. (2022). The Influence of Training, Work Environment and Career Development on Work Motivation That Has an Impact on Employee Performance at PT. Suryamas Elsindo Primatama In West Jakarta. International Journal of Artificial Intelligence Research, 6(1), 1-11. http://download.garuda.kemdikbud.go.id/article.php?article=2745096&val=10290&titl
Wiradendi Wolor, C., Solikhah, S., Fidhyallah, N. F., & Lestari, D. P. (2020). Effectiveness of e-training, e-leadership, and work life balance on employee performance during COVID-19. Journal of Asian Finance, Economics and Business, 7(10). https://www.researchgate.net/profile/Christian-Wolor/publication/344484985_Effectiveness_of_E-Training_E-Leadership_and_Work_Life_Balance_on_Employee_Performance_during_COVID-19/links/5f7bcc47458515b7cf6a1b0d/Effectiveness-of-E-Training-E-Leadership-and-Work-Life-Balance-on-Employee-Performance-during-COVID-19.pdf