New Trends in Learning & Development in Hospitality Industry

Although hospitality learning and development have a long history, they have constantly changed. What will be learning and development look like in the future? A significant change from what we've previously witnessed. Technology, strategy, and delivery methods are all undergoing substantial change right now, and these changes will have an impact on how businesses teach their personnel. I'll discuss a few of those changes in this article and offer you some advice on how to properly apply them to your hospitality business.

Adoptive learning

Software that adapts to the user and uses data to speed up learning is called adaptive learning. The objective is to tailor the educational process and content to the user's level of expertise. In larger firms that can utilize a larger learner population to elucidate learning data models, this technique is especially more advantageous. Adaptive learning may be able to recognize when a student is having difficulty understanding a concept in their curriculum and offer additional resources or practice problems until they have mastered it. By identifying trouble spots in a curriculum, data aggregation of students helps improve course education.

Gamification

Gamification is the technique of enhancing online learning environments with gaming components. It encourages individual and group participation in the business and educational sectors (Hamari et al., 2014). Game-based learning may be especially helpful for developing skills because it can offer the required opportunities for practice and feedback while also being enjoyable, engaging, and motivating to learners (Prensky, 2001). Gamification is the process of incorporating motivational and engaging elements from game design into non-gaming environments. It can be used in any circumstance when learning new information while having fun is necessary. Several instances include designing training programs that include video game components (such as points or badges) to recognize users' accomplishments. Developing instructional modules with quizzes to boost participation in linguistic or programming approaches are frequently used in language learning.

Mobile learning

Mobile learning is the delivery of learning resources and content using mobile devices. Over the past ten years, corporate learners have been more and more interested in mobile learning, especially as employees' work environments have gotten more demanding and mobile. Several variables influence the trend,A growing number of businesses are educating their staff about new goods and services they are offering, in order to boost sales effectiveness, employing on-the-go training techniques like video streaming or interactive quizzes. As an example, online education platforms like Coursera and Linkedin Learning enable people to access thousands of hours of course material wherever they have an internet connection.

These programs demand a high degree of independence from an organization's staff members. This type of online tutoring can assist workers who may not be able to travel easily get up-to-date information on industry trends without leaving their homes or offices behind; it also helps businesses save money by reducing their need for expensive travel expenses every year during annual events like product launches.

Toward Hybridization

Nearly every company had to experiment with remote working options as a result of the pandemic. Many remote working techniques are becoming standard even if we can now go back to the workplace. The objective of Hybridization learning is to make training media into a combined unit to create a great impact (Bersin, 2004). With more than half anticipating working remotely at least occasionally throughout their careers, employees particularly value the availability of work-from-home choices. Employees should obtain the skills necessary to succeed in a hybrid workplace via training programs that can be adapted for both on-site and remote learning environments.

Reskilling and upskilling

Focusing on reskilling (teaching employees new skills to prepare them for a different role within the organization) and upskilling (building on an employee's existing skills to raise them to a higher competence level) is an ongoing trend in L&D because these strategies have obvious and immediate productivity benefits. Workers must constantly refresh their skill sets to stay up with the pace of technology's rapid evolution. With strong assistance from an L&D staff that keeps up with the most recent innovations and trends in their field, they may accomplish this more readily.

Micro learning

Microlearning is a process that occurs when the learning period is relatively brief and measurable, the content is small and simple, the curriculum is broken up into modules and episodes, the process is concurrent and iterative, the medium is traditional or electronic, the learning method is for a classroom or an organization, and the learning method is for both (Hug, 2005). A brief, targeted learning module is known as microlearning. It may be used to train staff members in particular abilities and information, or it may be a component of a broader learning plan. It's also a terrific approach to give staff members fast, digestible updates on the most recent news or information.

·         Compared to conventional training techniques like in-person lectures or online courses, microlearning offers the following advantages. Because it may be given on any device at any time, microlearning is more adaptable than conventional learning techniques.

·         Employees may learn whenever they want, from wherever they are—on their cellphones during lunch breaks at work, for instance—and then put their new abilities into practice right away after finishing a microlearning module. This eliminates the need for workers to wait for the next scheduled class or course.

·         There is less content to process at once, thus there is less need for extra testing to determine how well someone has retained information.

Employee Experience

If trainees don't retain what they learn and apply it to their skill set, training is a waste of resources. Knowing this, forcing them into arbitrary frameworks and deadlines makes little sense. The optimal conditions for deep learning can be achieved by placing the employee's experience first and by prioritizing their particular demands.

An inspiring learning environment can be created through simple, user-friendly features including mobile device compatibility, social network integration, a well-organized document library with search, and video content with sympathetic presenters. You can ask for fast feedback to create a genuinely customized learning experience and then immediately implement any improvements.

Conclusion

Hospitality companies are embracing new technologies that make training and onboarding simpler, quicker, and more efficient than ever before as the field of learning and development undergoes rapid change.

Businesses are employing cutting-edge technology that makes training and onboarding simpler, quicker, and more efficient than ever. Internal mobility plans are being facilitated through upskilling and down skilling. Beyond the realm of L&D, awareness of the significance of L&D and how it influences employee culture, retention, market competitiveness, and a variety of other benefits is growing.

New technologies are starting to appear, making training more dynamic and interesting than ever before while also making it simpler to monitor success.

References

Bersin, J. (2004). The blended learning book: Best practices, proven methodologies, and lessons learned. San Francisco, CA: John Wiley & Sons, Inc

Hamari , J., Koivisto, J., & Sarsa , H. (2014). Does Gamification Work? — A Literature Review of Empirical Studies on Gamification. 47th Hawaii International Conference on System Science. Hawaii.

Prensky, M. (2001). Digital game-based learning. New York: McGraw-Hill