Assessing Employee On-Job Training Practices at Four Star Hotels in Addis Ababa City
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Date
2023-07-20
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Addis Ababa University
Abstract
Employees are the mainstay of an organization. It is important for organizational leaders to recognize the significance of training for employee performance and productivity. Having well-trained and skilled human resources is also the foundation for the organization’s competitive advantage in today’s global market. On-job training is one of the mechanisms to enhance the capabilities, knowledge, and skills of the employees in a hotel. The main objective of this research was to assess the employee’s onjob training practice and challenges at four-star hotels in Addis Ababa. The researcher used a descriptive research design and both qualitative and quantitative research approaches. Primary and secondary data were collected through questionnaires, interviews, and personal desk review. The research has answered overarching questions “What are the existing on-job training practices and challenges in four-star hotels in Addis Ababa?” In Addis Ababa currently, there are 26 four-star rated hotels off which 24 four star hotels are active while two of them were temporarily closed at the time of data collection. The sample size was 306 which is determined using purposive and quota sampling techniques from all four-star rated hotels. The survey data were organized and presented using tools like graphs and tables and finally, the data were analyzed using the descriptive statistics method in line with the qualitative data collected through interviews and desk reviews. The researcher used the thematic analysis method for qualitative data. Based on the analysis, in the four star hotels in Addis Ababa no serious attention to allocate sufficient budget and resource for on job training. Moreover, insufficient time allocated for training especially for on job training. The researcher recommended that the management should develop employee training policy, strategy and objectives by which hotels can improve employee motivation and efficiency. The concerning department (HRM and Other stake holders) should give special attention for allotment of resource, budget and time for employee training and development.
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On the job Training and, Challenge, Training Policy and Training Strategy