Levels of requirements
Training needs can be identified at three levels:
Levels of the Organization: At this level, we ask the question: Where is the need for training in the organization Is it in a specific department such as production or marketing or bookings, for example, or in a group of scientists such as accountants, or clerks or printers.
Job Level: Here we ask the following question: What knowledge, skills and trends that are hardened by the function of a job as a manager of hotel management and there we use the functional analysis and job specifications
Planned individuals: Here the question is asked: Who are the individuals who need training in the organization and what knowledge and trends do they need to develop and develop?
The transfer of the organization or function or individuals from an existing unacceptable situation acceptable to a better acceptable situation may be short term, and represents urgent urgent training needs, and may be of extent and represents a need for training and future. To assess the training needs at a level of levels, whether we are in the future or in the future, we use a number of methods to gather information
the interview:
The resolution
Observation
A diary
Work Report
Performance evaluation report
Printed materials
The debate in the code and the form of intellectual storming, on the other hand, the performance analysis may result in training needs, ie lack of treatment or training needs or non-training we deal with non-training solutions such as the introduction of technology or changing methods of work or appoint new staff or referendum on staff or other Access (1)
Training the less qualified to reach the level of qualification required
Train all employees of the hotel to know their objectives so that work can be done in a cooperative manner.
Performance rates:
The performance rate is the source of the extent to which an individual performs his work. He determines the amount of production that the incumbent must perform at a specified time. This is an effective means of creating a relationship between the production and the time needed to produce a certain quantity of units with special specifications
Performance of the chiefs in raising the efficiency of workers in their units (1)
(1) Durrat ‘Abd Al-Bari Ibrahim, Sabbagh, Zuhair Naeem, Human Resources Management in the 21st Century Organizational Orientation, 1, Jordan Dar Wael Publishing, 2008, p. 117 p.
(1) Al-Tai, Mohammed, Hotel and Tourism Management, (previous source) p.
Job Level: Here we ask the following question: What knowledge, skills and trends that are hardened by the function of a job as a manager of hotel management and there we use the functional analysis and job specifications
Planned individuals: Here the question is asked: Who are the individuals who need training in the organization and what knowledge and trends do they need to develop and develop?
The resolution
Observation
A diary
Work Report
Performance evaluation report
Printed materials
The debate in the code and the form of intellectual storming, on the other hand, the performance analysis may result in training needs, ie lack of treatment or training needs or non-training we deal with non-training solutions such as the introduction of technology or changing methods of work or appoint new staff or referendum on staff or other Access (1)
Train all employees of the hotel to know their objectives so that work can be done in a cooperative manner.
Performance rates:
(1) Al-Tai, Mohammed, Hotel and Tourism Management, (previous source) p.
