Conclusion & Recommendation


Employee engagement is the sensitive commitment that employees have to the organisation and its goals (Evans & Lindsay, 2012).Training and development influence to increase the level of involvement of employee engagement to deliver their knowledge towards the organisation success. According to (Arthur, 1994; Scholl, 2003), companies can seek to achieve organisational goals through a multiplicity of human resource strategies and methodologies. One such approach, a commitment strategy, challenges to develop psychological networks between the company and employee as a means of achieving goals.

Considering the above facts, it highlights the level of influence towards an organisation through practical training and development. With the industry expertise in tourism and the hospitality sector, it is essential to exert analysing training needs to fit the overall objectives to increase commitment and competency level in the hospitality trade. In the context of a service-oriented environment, it is essential to reduce the number of accidents, labour turnover, increase inefficiency and avoid job dissatisfactions to deliver active service towards the stakeholders.


References 

Arthur Jr, W & Bennett Jr, W. (2003). Effectiveness of Training in Organizations: A meta-analysis of Design and Evaluation Features. Applied psychology. [Online]. 88(2), 234 - 245. [15 September 2018]. Available from:
https://pdfs.semanticscholar.org/9b31/820a4f871c19ac0f772944a69a2be438fe60.pdf

Beaver, G & Hutchings, K. (2005). Training and developing an age-diverse workforce in small-medium enterprises: the need for a strategic approach. Education and Training. [Online]. 25(47), 2-11. [14 September 2018]. Available from:
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.523.4874&rep=rep1&type=pdf

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