Human Resources Training Plan

PHASE 1 : Orientation

Specific Objective for This Phase

The immediate purpose of this program is to give training in all aspects of the Human Resources Department, including hands on skills and Human Resources theory.

The long-term purpose is for the trainee to take these skills back to their home country and utilize them within the Human Resources Industry. The training will involve program management, supervision, evaluation, interviewing, employee training, state and federal regulations, union versus non-union employees general overview of the employment staffing business in the USA -trends, client inte

Skills to be imparted for This Phase

To be orientated to both the company and the town of training. This will include meeting with supervisor, become familiar with HCMS policy and procedure and overall functioning.

Justification for On-The-Job-Training

On-the-job training is a necessary and required part of this experience in order for the trainee to relate the theoretical to the practical. Customer and co-worker contact is essential and mandatory in the service industry and economy. On-the-job training allows the trainer to witness how the trainee performs in different areas, after completion of training course, therefore, determining which areas need to be revisited and training further expanded. This allows the opportunity for inventory on progress the trainee is making, giving the chance to promote trainee to the next phase of training.

Chronolohy or Syllabus of Training or Tasks Performed During This Phase

Trainee will be evaluated by both HCMS site supervisor and direct trainer in department. Constant supervision to make sure goal is met of orientating and preparing for Stage 2 of training.

To be able to measure progress, a baseline evaluation will be made. A comparison will be made with the final evaluation. The baseline evaluation will determine his/her starting knowledge and experience level and the overview the participant has of the human resources field, as he/she knows it from his/her country. Assessment of the attainment level of goals will likewise be a routine part of subsequent evaluations. Support will be provided as necessary to ensure that the goals of the overall training program are achieved.

Method of Evaluation and the Frequency pf Supervision During this Phase

To be able to measure progress, a baseline evaluation will be made. A comparison will be made with the final evaluation. The baseline evaluation will determine his/her starting knowledge and experience level and the overview the participant has of the human resources field, as he/she knows it from his/her country. Assessment of the attainment level of goals will likewise be a routine part of subsequent evaluations. Support will be provided as necessary to ensure that the goals of the overall training program are achieved.

PHASE 2: ROTATION ONE

Specific Objective for This Phase

Become familiar with the Human Resource Department as it functions within a large Hospitality company.

Skills to be imparted for This Phase

Understand the foundation and ethics of Human Resource Management
Gain an overview of compensation procedures and benefits package, including medical, and leave benefits HMO’s long term disability, PPO’s, COBRA, etc.
Understand U.S. tax regulations

Justification for On-The -Job-Training

On-the-job training is a necessary and required part of this experience in order for the trainee to relate the theoretical to the practical. Customer and co-worker contact is essential and mandatory in the service industry and economy. On-the-job training allows the trainer to witness how the trainee performs in different areas, after completion of training course, therefore, determining which areas need to be revisited and training further expanded. This allows the opportunity for inventory on progress the trainee is making, giving the chance to promote trainee to the next phase of training.

Chronolohy or Syllabus of Training or Tasks Performed During This Phase

Understand and utilize the property’s technology, payroll and database systems, data entry and employee assessment
Understand risk management and legal implications of all aspects of Human Resources
Mastery of government and labor department regulations concerning employment including recruitment, interviewing, screening, selection, monitoring and employment, retention, and termination of employees,
Hospitality & Catering Management Services and site policies and procedures, comprehension of federal, state and local taxes, and social security administration.
Learn how different methods of recruitment and diversity strengthen a company and provide a different taste to the customer
Understand and utilize the property’s technology, payroll and database systems, learn how to organize information in spreadsheet, tables, data entry
Learn participant and customer service support.

Method of Evaluation and the Frequency pf Supervision During this Phase

To be able to measure progress, a baseline evaluation will be made. A comparison will be made with the final evaluation. The baseline evaluation will determine his/her starting knowledge and experience level and the overview the participant has of the human resources field, as he/she knows it from his/her country. Assessment of the attainment level of goals will likewise be a routine part of subsequent evaluations. Support will be provided as necessary to ensure that the goals of the overall training program are achieved.

PHASE 3: ROTATION TWO: On Site Training

Specific Objective for This Phase

To become effecient in managing independantly HCMS site with up to 50 employees.

Skills to be imparted for This Phase

Learn to supervise, instruct and provide guidelines to personnel. Understand the foundations and ethics of Human Resource management.
Develop open and honest communication with employees and supervisors.
Learn the culture, values, and vision of the property

Justification for On-The-Job-Training

On-the-job training is a necessary and required part of this experience in order for the trainee to relate the theoretical to the practical. Customer and co-worker contact is essential and mandatory in the service industry and economy. On-the-job training allows the trainer to witness how the trainee performs in different areas, after completion of training course, therefore, determining which areas need to be revisited and training further expanded. This allows the opportunity for inventory on progress the trainee is making, giving the chance to promote trainee to the next phase of training.

Chronolohy or Syllabus of Training or Tasks Performed During This Phase

Develop decision making skills
Attend courses in Employee Training and Safety and OSHA regulations.
Learn the interaction and procedures that happen among Hospitality & Catering Management Services Inc., the training site and its employees.
Develop conflict and resolution skills and improve interpersonal communications. Understand how health, stress, and discipline affect job performance.

HOSPITALITY & CATERING MANAGEMENT SERVICES TRAINING COURSES PROVIDED OVER THE INTERNET 1 hr/week

  • Understand what needs to be done to create a harmonious environment for people with different cultures.
  • Cross cultural sensitivity and hospitality management training

Method of Evaluation and the Frequency pf Supervision During this Phase

The HCMS Regional Vice Presidents will be responsible for the participants overall supervision. The trainee will be intermittently assigned to Hospitality & Catering Management Services professional and on-site Department Heads. Each Department Head will report on the trainees overall progress in the training program.

To be able to measure progress, a baseline evaluation will be made. A comparison will be made with the final evaluation. The baseline evaluation will determine his/her starting knowledge and experience level and the overview the participant has of the human resources field, as he/she knows it from his/her country. Assessment of the attainment level of goals will likewise be a routine part of subsequent evaluations. Support will be provided as necessary to ensure that the goals of the overall training program are achieved.

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