Besides, generally known that training is also seen as an investment rather than just a regular program activity. Indeed, lots of researchers have acknowledged that the traditional view of training entails the following three components that can be useful to render the effectiveness of training programs. A methodical assessment of training needs analysis to ensure that a training program addresses issues and problems within the hospitality industry. A thorough needs analysis is used to determine where in the organization training is needed, which employees require training, and what knowledge and or skills are required. The training methods depend upon the program s objectives.
Methods can be on the job training or off the job instruction.
And each method is best utilized under particular conditions determined by the desired outcomes. A wide-ranging evaluation of the program applying numerous different evaluation criteria and strategies to ascertain whether the desired outcomes have been achieved. However, the problem appears to be narrowed on training specific features per se and it also seems that these components exclude such consideration of factors outside the training boundaries that could influence the effectiveness of any training effort. This outside factors could be individual and work environment that may also associate with training effectiveness. Therefore, training effectiveness, which is arguably, may not be able to stand firm with the instructional design and or contextual factors alone, but it may be caused by some unidentified factors that tend to be left out in every single discussion.