TNA RESEARCH IN HOTEL INDUSTRY

written by: Arie Ferrinawati; article published: year 2009, month 10;

In: Root » Business » Business development

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Training has been part of Human Resource's function for a long time. Some people even believe that the word 'development' means training. This is not necesarry wrong but the word 'development' refers to more than just training. But this believe reflects on how people put a special attention on training role.

In many organization, training is given to the employee mostly on how the employee should do their duties. But then another question raise, what kind of training should be given to the employee since an employee has many duties. The best answer for this question is doing a Training Needs Analysis. A training needs analysis is a process to identified the training needs in the organization which will improving the employee performance.

In hotel industry, a training needs analysis becomes important since hotel industry has a unique form. A hotel has a production form as well as service forms. Unlike other service industry, a hotel is able to produce a tangible product such as food and beverage. This unique forms make a training program become much more difficult

There are several methods of doing TNA research but the most suitable for hotel industry is the one which based on task analysis. This methods is suitable for jobs which emphasize on physical ability rather than conceptual ability. Most jobs in hotel industry are based on physical ability such as Room Attendant whose job is mainly cleaning the hotel room. Generaly, task analysis is a process to analyze a tasks and brake it down into a number of basic acvitvities. Then these basic activities are being clasified into Knowledge, Skill or Attitude (KSA). The target of observation is finding its critical behavior. Below are the steps of doing TNA research based on task analysis :

  1. Identified jobs to be analyze.
  2. Observe each job in order to find its basic activities.
  3. Classified each activities into Knowledge, Skill or Attitude (KSA).
  4. Find the critical behavior for each job.
  5. Define the right training for each job based on the critical behavior

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