EXECUTIVE SUMMARY

With the objective of delivering quality service to the guests of the hotel, which provide more effective, efficient, easily accessible, services to our esteemed gusts hence to be more competitive and profitable sustainably with this dynamic environment training and development plays vital role . In this regard, the Human resource department of JIH has been designed the system for ongoing growth process of the Hotel through the successive Capacity building, attitude change skill upgrading and introducing new systems and technologies trainings system. To accomplishing more results sustainably the Human resource team have committed and planned several activities for the period under review. Accordingly, HRD and Training & Development have planned to give various trainings to Managers, line staff, supportive staff and other collaborators to enhance the effectiveness of the Hotels business process. Consequently, during the period under review, the HRD has successfully coordinated and Conducted various trainings and related activities such as; Preparation of Training Policy manual and creating awareness on it for 25 Managers and Supervisors. The objective of the Manual is to create frame work and to designed well qualified system so that the training and development program can be more effective and efficient ; Conducted training Need Assessment for all Departments of the JIH .The objective of this task is to make the Training and Development more cost effective and need based so that to achieve the long term result of the Hotel ; Training on Time Management and Interdepartmental communication for 34 Managers and Supervisors. The aim of this training was to equip mangers with new discovered concepts and knowledge so that in return to their work place to help their followers to voice out and To up grade their knowledge on communication its process ,time management and teamwork in work place. Training on Managing on Duty(MOD) for 10 participants. The objective of this training was to manage the hotel effectively and efficiently when the absence of General Manager. The training also Introduce the hospitality industry. Training on Wine for 36 participant. The training organized with the collaboration of the known Distributer of the agents of Castle Wine. The During the training the trainer to meet and/or excel our guest expectation and service-oriented

delivered Back ground of the wine, types of wine, wines specification, how to serve the wine and Advertising part of their imported wine. Training on Customer service For 42 Front Desk and Security officers. The main objective of the training is acquaint with how to serve the guest with out any discrimination, respect, professionalism and traditional hospitality of the hotel and not only that but how to manage angry customer and how to serve the customer with extra mile ; Leadership training for 25 supervisors and managers. The main objective of the training it how to lead followers for desired results, how to communicate, how to reward ,encouraging to voice out follower and up grading the knowledge and leadership skill with modern and newly discovered leadership style; Training on Sheba miles march 24.& 27 for 42 trainee. The objective the training is to create awareness with newly introduced system. Training on Kitchen for all the department 47 worker; Safety and Security training for all security staff for 15 days from January 1 to 19,2012; Training on Hygiene and sanitation From january16 to 17,2012; Training on pastry

However, the Training and Development has postponed some activities to the fourth quarter due to inadequate reason and some urgent task. To sum up, during the nine month the HRD is engaged with the organization, structuring and organization of the training part ,of course it also enhanced to implement the designed system into the ground.

Recommendation
The department should have Training aid material like Lap-top, LCD and other conference material for newly established training venue . All Trainings should organized by HRD therefore All the departments and JIH leaders should collaborate with this. If there is no strategic plan for JIH should prepare and then the department can follow that therefore the training shall be more effective than ever