2.2.2. Determine training objectives
Once training needs are identified, set out training objectives to be achieved.
training program, specifically:
Help employees gain new knowledge and skills at work.
specific requirements and application in actual work at the hotel.
Ensure the number of trained employees meets human resource needs.
Training time is sufficient for new employees to get acquainted with the working environment and grasp the working process.
Adaptable to changes and fluctuations of new technology and techniques.
Continuous training to improve and enhance professional quality, meeting the increasing demands of the job. The ability to adapt to the constant changes of the hotel industry thereby helping the hotel to develop further in the future.
2.2.3. Selecting training subjects
Based on training needs, selected subjects include: department managers (directors, department heads), staff in departments (reception, housekeeping, accounting, bartending, etc.) and new employees at the hotel.
2.2.4. Develop programs and select training options
From the requirements, goals and training objects at ÊMM Hue Hotel, we have built and selected training methods suitable for many different forms.
On-the-job training is a method of direct training at the hotel, learners can be exposed to real jobs under the guidance of seniors. Thus, they can observe and practice right during the training. Learners who follow the method of both learning and doing will shorten the training time.
Mentoring training: For new employees with no experience
low-skilled or experienced workers will be assigned to departments and assigned
Experienced people guide and mentor at work. Help new employees integrate into the new working environment, making it easier for them to do their jobs later.
Professional training: Provide specific procedures and methods for different jobs. For receptionists, the staff must follow the correct procedures for welcoming, seeing off and checking in guests when they arrive at the hotel. For laundry staff, the correct procedures for receiving and returning items to guests when they need laundry at the hotel must be applied, etc.
Foreign language training: Improve communication skills with foreign customers. The training content is specialized lectures on English communication, employees are exposed to standard British - American English speaking, the course can last from 2 to 3 months and can organize 1 to 2 training sessions in a year. To help employees improve communication skills and be more confident when talking to foreigners.
Corporate culture training: These are contents related to regulations, rules, standards, obligations and benefits achieved when working at ÊMM Hue Hotel. Managers will conduct meetings and talk with employees, where they can discuss issues of concern and answer any questions, if any.
Off-the-job training: Officers are sent to study at centers, units, and regular universities to improve new knowledge and skills.
Table 2.3. Popular training methods at ÊMM Hue Hotel in the period 2018 - 2020
Methods
Training objects | Place of execution | ||||
Specialist staff subject, profession | Staff of the part | Staff new | At the hotel hotel | Outside hotel | |
Mentoring | X | X | X | X | |
Open training class create | X | X | |||
Send to study at the school | X | X | |||
Train by apprenticeship | X | X | |||
Attend the conference, seminar | X | X | |||
Intern | X | X | X | X | |
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(Source: ÊMM Hue Hotel Planning Department)
2.2.5. Selection of training teachers
Training teachers include teachers inside and outside the hotel. Internal teachers are those who hold important positions in the hotel, are those with many years of experience: directors, department heads. External teachers are
people with high education and expertise at universities and colleges in and outside the province.
2.2.6. Estimated training costs
Training costs are deducted from the profits in the hotel business during the business process. Depending on the needs, training objectives and business results to set appropriate training costs for each staff department.
The Accounting Department – TCHC estimates the cost of the training course based on the training plan that was made at the hotel before the training course took place. Therefore, the actual and estimated training costs will have a difference:
Table 2.4. Training costs for the period 2018 - 2020
Mining field
create
2018 | 2019 | 2020 | ||||
Number (people) | Cost (million VND) | Number (people) | Cost (million VND) | Number (people) | Cost (million VND) | |
Total | 68 | 78 | 77 | 81 | 39 | 64 |
Staff training manage | 5 | 17.5 | 5 | 18.5 | 2 | 9.5 |
Vocational training reception | 8 | 5 | 10 | 5.5 | 4 | 4 |
Vocational training chamber service | 5 | 2 | 6 | 2 | 3 | 4 |
Vocational training kitchen service, restaurant | 10 | 8 | 12 | 8.5 | 7 | 6 |
Financial and accounting training maths | 3 | 4.5 | 2 | 4.5 | 2 | 4.5 |
Skills training communication and situation handling | 15 | 17 | 15 | 18 | 8 | 15 |
Vocational training technical service | 2 | 1 | 3 | 1 | 1 | 2 |
Improve your level foreign language level | 15 | 20 | 17 | 20 | 7 | 15 |
Cultural training business | 5 | 3 | 7 | 3 | 5 | 4 |
(Source: Accounting Department - TCHC)
In general, training costs increase over the years and will vary depending on the number of trainings. In 2019, it reached 81 million VND, an increase of 3 million VND compared to 2018. In 2020, it reached 64 million VND, a decrease of 17 million VND compared to 2019 due to the hotel cutting human resources.
2.3. Evaluation of human resource training work at ÊMM Hue Hotel through survey form
To evaluate the quality of human resource training at ÊMM Hue Hotel, I conducted a survey to collect information on the content related to the research topic. The survey used a Likert scale - 5 levels from 1 to 5 (completely disagree - completely agree) to evaluate the criteria and training methods applied at the hotel. In addition, there were questions to collect personal information of each person about age, gender, seniority, and job position.
Table 2.5. Characteristics of the survey sample
Target
Number (people) | Rate (%) | |
Total number of samples | 35 | 100 |
By gender | ||
Male | 18 | 51.4 |
Female | 17 | 48.6 |
By age | ||
Under 25 years old | 14 | 40 |
25 to 35 years old | 10 | 28.6 |
35 to 45 years old | 6 | 17.1 |
Over 45 years old | 5 | 14.3 |
Seniority | ||
Under 1 year | 9 | 25.7 |
From 1 to 3 years | 11 | 31.4 |
From 3 to 5 years | 10 | 28.6 |
Over 5 years | 5 | 14.3 |
Job position | ||
Management staff | 7 | 20 |
Staff | 28 | 80 |
(SPSS data processing)
By gender
Of the total 35 employees surveyed, 18 were male and 17 were female, accounting for 51.5% and 48.6%. The ratio is almost equal in the number of male and female employees currently working at the hotel.
By age
The number of employees under 25 years old accounts for the highest proportion of 40%, employees from 25 to 35 years old account for 28.6%, employees from 35 to 45 years old account for 17.1% and the remaining 14.3% are employees over 45 years old. The number of young employees accounts for a high proportion, suitable for the job requirements of the hotel industry. This is the group that needs job training, new employees without practical work experience, or new graduates.
By seniority
The proportion of employees with working experience from 1 to 3 years is the highest, reaching 31.4%. Employees with working experience from 3 to 5 years account for 28.6%, employees with working experience less than 1 year account for 25.7%. The current employees at the hotel are mostly young, with little or no experience, and short working time, so they need to be trained on the job to gain more skills to work at the hotel.
2.3.1. Assessing reliability using Cronbach's alpha scale
Cronbach's Alpha test is a test to analyze and evaluate the reliability of the scale. The purpose of Cronbach's Alpha test is to find out whether the observed variables measure the same concept or not. The value of the contribution is reflected through the Corrected Item - Total Correlation coefficient. Through that, we can eliminate inappropriate variables in our research model. Accordingly, the correlation coefficient is the standard to evaluate whether a variable really contributes value to the factor or not, the total correlation coefficient must be greater than 0.3. If the observed variable has a total correlation coefficient of less than 0.3, you must remove it from the evaluation factor.
Normally, a Cronbach's alpha of 0.8 or higher is a good measurement scale and from 0.7 to 0.8 is a usable scale. And in cases where the measurement concept is new or new to the respondent, from 0.6 to 0.7 can be used. (Cortina, 1993; Nunnally & Bernstein, 1994).
Table 2.6. Results of reliability assessment of the scale
Observation variable
Correlation coefficient variable – total | Cronbach's alpha if variable type | |
Part I. Training content (Cronbach's alpha = 0.965) | ||
The training process is suitable for the knowledge and practical skills | . 904 | .963 |
The training program has clear and specific objectives. physical, reasonable structure. | .923 | .950 |
Training quality represents the balance between theory and practice. theory and practice | .950 | .929 |
Part II. TRAINING TEAM (Cronbach's alpha = 0.951) | ||
Teachers are enthusiastic and friendly. | .876 | .937 |
Highly qualified teachers respond meet training objectives. | .875 | .938 |
Provide complete learning materials for people learn. | .893 | .932 |
Encourage self-study ability and promote creativity of learners. | .880 | .936 |
Part III. TRAINING METHODS AND PROGRAMS
(Cronbach's alpha = 0.942)
Training methods to suit needs job. | .872 | .922 |
Teaching methods are diverse, easy to understand, easy to learn receive | .802 | .944 |
Support activities such as: seminars, workshops The exchange was organized effectively. | .925 | .908 |
Always innovate methods and programs training for learners | .861 | .925 |
Part IV. INSPECTION AND EVALUATION (Cronbach's alpha = 0.948) | ||
Appropriate assessment form. | .917 | .920 |
The exams are organized seriously and according to regulations. program | .917 | .919 |
Test content is close to training content | .894 | .927 |
Test results are evaluated fairly, open and objective | .789 | .963 |
Part V. TRAINING LOCATION (Cronbach's alpha = 0.902) | ||
Spacious and clean | .841 | .829 |
Facilities and equipment are fully equipped. enough to meet the needs of learners. | .882 | .798 |
Convenient location for attending the course. | .705 | .948 |
Part VI. RESULTS (Cronbach's alpha = 0.987) | ||
Ability to apply knowledge and skills | .964 | .985 |