Hyatt Regency Hotel's Current Training Needs Paper Example

Introduction

Hyatt Regency Hotel was founded in the year 1957 by Jay Pritzker. After that, it was managed by him and related family members. During this time, its management was under Jay, Donald his brother and other family members (Manning et al., 2015). The company grew and expanded its wings in 1962 after it became a public corporation. Later on, in 1968, there was a formation Hyatt International. It was not before long the international Hyatt changed by being separated into a public company. In 1979 and 1982 respectively, Hyatt international together with the Hyatt Corporation were taken privately by Jay and his family members (Rhee et al., 2017). On 31st /12/2003, the two Hyatt were brought into a single entity which was named as the 'Hyatt Hotel Corporation.'

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The Corporation has expanded by establishing branches in more than fifty countries as of 30th/09/2016. Also, it has thirteen brands and properties over six hundred in such countries. The hotels are well known for showing care towards their customers' welfare and readiness to make them the best. They thrived by growing with purpose and protection of the surroundings for the future generations (Rhee et al., 2017). The hotels' workers are non-discriminative thereby having the ability to attract more people into their premises. The reason is because they embrace different cultures of specific individuals. Due to their professionalism and speedy response to their clients, Hyatt has impressed so much in meeting the everyday needs of their clients (Berezina et al., 2016). As a result of this, it developed into various brands and branches meaning their training systems are exceptional. For this reason, this paper discusses the current training system employed by Hyatt Regency Hotels because they have established themselves to be the best in delivering quality services. Under this, the following subtopics are discussed into depth.

Analysis of the Current State of the Training Program

Before Hyatt Regency Hotel adapting multi-language Programme to enhance its training, it was using one language Programme that was English based. It has since then changed and enabled different training Programmes. For instance, it is teaching the disabled individuals who are eighteen years and above. Through this, they are embracing diversity and their culture. It also attracted many people who would now consider holding meetings into such premises because there is no discrimination like other parts of the United States (Rhee et al., 2017). Also, the hotels have put mandatory training for the employees referred to as 'Focus on Abilities.' With the introduction of culinary training, there are hundred hours spent every week specifically for training the workers and the students getting enrolled (Rhee et al., 2017). Also, due to increased demand for students willing to get educated, the enrolment has been limited to a maximum of four students, and it starts after every two weeks.

Due to high demand, challenges such as room for carrying out training program accelerated by quick and large number of turnaround, lack of improved technology as the JSF project was new to the technology it was using, and finally absence of enough capital to finance its projects which has been failed by failure of centralized web for handling the projects, (Rodesiler et al., 2015), has been a barrier towards its progression. These problems have dragged the hotel backward even though it is striving to excel in all the fields (Rodesiler et al., 2015). The methods of operation vary from one department to another. For example, the enrolment of students to the training programs are chosen depending on one's arrival, so it is first to come, first served.

Current Training needs Analysis Process

Due to improvement in technology, Hyatt has come up with a new application for training their members. The app is famously known as Saba which has visual clips on how things or activities should be done. It uses this to enlighten people on how they should be tackling their duties depending on their department (Rodesiler et al., 2015). The clips are only videos without audio to overcome the language barrier. Despite this, Hyatt Corporation has training systems and designs which is cost-benefit (Scanlon, 2007). They focus on Programme training which is beneficial to both clients and the trainers themselves. Those trained are temporarily employed in the same hotel (Rodesiler et al., 2015). They are also mentored and guided through their working areas by the Chefs who are the best in the industry and also the products of Corporation.

Consequently, the current training needs competent workers to assist them in achieving their vision and mission. They will always get involved in every part of the service industry thereby giving their best. The company therefore need to award such volunteers with tips that will encourage them in working smart and producing the best results ever (Preiser et al., 2015). In addition, in the course of carrying out training, those involved are given much attention by the caring department. By doing this, training has become easier despite the absence of a centralized web for handling capital projects training Programmes. The workers and those trained are well guarded and protected against any form of unfair treatment (Preiser et al., 2015). In summary, Hyatt Regency hotel and their branches must adopt the new technology for them to compete fairly in the market. Also, they must be in a position to expand their training rooms to accommodate more students because of the high demand. If solved it will be ranked among the top ten best service industries globally.

References

Berezina, K., Bilgihan, A., Cobanoglu, C., & Okumus, F. (2016). Understanding satisfied and dissatisfied hotel customers: text mining of online hotel reviews. Journal of Hospitality Marketing & Management, 25(1), 1-24.

Leon, H. C. M., & Calvo-Amodio, J. (2017). Towards lean for sustainability: Understanding the interrelationships between lean and sustainability from systems thinking perspective. Journal of Cleaner Production, 142, 4384-4402.

Manning, C., O'Neill, J. W., Singh, A. J., Hood, S., Liu, C., & Bloom, B. A. (2015). The emergence of hotel/lodging real estate research. Journal of Real Estate Literature, 23(1), 1-26.

Rhee, H. T., & Yang, S. B. (2015). Does hotel attribute importance differ by hotel? Focusing on hotel star-classifications and customers' overall ratings. Computers in Human Behavior, 50, 576-587.

Rodesiler, C. A., & McGuire, J. M. (2015). Ideas in practice: Professional development to promote universal design for instruction. Journal of Developmental Education, 38(2), 24.

Scanlon, N. L. (2007). An analysis and assessment of environmental operating practices in hotel and resort properties. International Journal of Hospitality Management, 26(3), 711-723.

Preiser, W. F., White, E., & Rabinowitz, H. (2015). Post-Occupancy Evaluation (Routledge Revivals). Routledge.