Developing a Successful

Training Program Abroad

• Analyze the situation

• Consider the training options
• Prepare trainers
• Prepare the trainees

4
 Cultural Differences
Affecting Supervision
• Motivation and productivity
• Decision-making
• Communication

5
 Basic Elements of
Compensation/Benefit Packages

• Hourly rate • Paid holidays

• Overtime • Home leaves
• Service charge • Meals
contributions • Subsidies
• Tips • Pension plans
• Non-wage benefits

6
Recruitment Factors
• Imported labor/immigration
• Job perceptions
• Family or educational status
• Hotel class
• Joint venture hiring

7
 Common Components Continued
• Rewarding employees for their efforts
• providing in service education opportunities
 Volunteers should ...
• like people
• treat customers with respect
• be dependable, sincere, thoughtful, and
cooperative
• have a strong sense of responsibility
• be able to take action
• be creative
• Be able to take initiative within assigned limits
of the assigned responsibility
• be appropriately dressed for the work to be
performed
• enjoy the work assignment in the organization
• be able to stimulate participation
• be physically fit
• be mentally fit
• be socially fit to perform the assigned
responsibilities
 Staff Orientation
• organization’s history, structure, and services
• area and clients served
• policies and procedures
• relation to managers
• rules and regulations
• opportunities - promotions and growth
 Purposes for Performance Evaluations

• provide employees with an idea of how they

are doing
• identify promotable employees or those who
should be demoted
• administer the salary program
• provide a basis for supervisor-employee
communication
• assist supervisors in knowing their workers
better
• identifying training needs
• help in proper employee placement within the
organization
• identify employees for layoff or recall
• validate the selection process and evaluate
other personnel
 Questions Surrounding Procedures for
Termination
• How is quality performance considered?
• What are the roles of the peers and
supervisors?
• When is notice given?
• How is notice given?
• What about severance pay?
• What about due process?
 Creating a hostile work environment ...

• Discussing sexual activities

• unnecessary touching
• commenting on physical attributes
• displaying sexually suggestive pictures
• using demeaning or inappropriate terms
• ostracizing workers of one gender by those of
another
Preventing sexually harassment accusations

• schedule one-on-one meetings in businesslike

settings
• leave doors open
• focus on the purpose of meeting
• respect the personal space of others
• limit touching to the conventional handshake
Factors Influencing Program Development

• Climate and geographical • Professional organizations

considerations • Attitudes of managers &
• Economic and social customers
forces • Staff
• Population demographics • Research
• Community • Facilities & Equipment
• Federal, state, and local • Competition
legislations/regulations
 Program Development Steps
• Determining the objectives
• Analyzing the objectives in terms of the
program
• Analyzing the objectives in terms of activities
• Assessing the program based on
predetermined outcome
Membership Recruitment Costs
t employees are its greatest assets and
• the veryin
Advertising reason for radio,
print, the survival of their
• Printing direct mail
business.
or television
employees on the basis of
THE TAJ always acknowledge and reward hard
• parameters
Telephone
workingcalls pieces
–like integrity, honesty,
employees for
kindness, respect for customers,
• excellent work.
Sales commissions
environmental • Telemarketing
THE TAJ ensures that the Human Resource
• awareness,teamwork,coordination,
Sales and processing time
Department
cooperation, excellence in work, new
• Development
Co-ordinateof cold
with andother departments in
various
initiatives,turstworthiness.
order to identify
hot prospect lists the key
position , selection, recruitment, training and
• Directretention
mailings to target
of candidates.
market
Points granted to employees on the basis of
parameters –like integrity, honesty,
kindness, respect for customers,
environmental
awareness,teamwork,coordination,
cooperation, excellence in work, new
initiatives,turstworthiness.
THE TAJ PEOPLE PHILOSOPHY

Developed in 2000

To show its commitment and belief in employees.

TPP considered every aspect of employees' organizational

career planning, right from their induction into the

company till their superannuation.
Helped the company boost the morale of its employees
and improve service standards
In 2002 the group bagged the ’Hermes Award’ for 'Best
Innovation in Human Resources' in the global hospitality industry.
Employee Satisfaction Tracking
System
The company
gathers the data for these
measurements through a set of questions and
statements on every Employee Opinion Survey.
Gives an employee the opportunity to provide
managers with candid feedback about their work
environment.
As soon as survey responses are processed,
managers schedule meetings with employees to
discuss the survey results and develop action plans to
address the issues in the survey
Development Oriented Leadership
Development-Oriented
Leader
One who values
experimentation, seeking new
ideas, and generating and
implementing change.