Introduction
Benchmark data reflects renewed enthusiasm for L&D in hospitality, but opportunities to improve persist In Part 1 of our Hospitality Training 360 Report, we shared data around sentiment and trends in learning and development (L&D) in the hospitality industry. Our survey of 100+ L&D leaders in hospitality businesses — primarily restaurants — revealed a field that was both benefitting from a post-pandemic influx in investment and feeling increasing pressure to deliver ROI. The second part of our report — which offers visibility into hospitality businesses’ real training budgets, hours, and priorities — largely reinforces these findings. Training hours have increased significantly in the last five years among both new hires and existing employees, especially for manager roles. And while onboarding remains critical, ongoing training is increasingly in the limelight. That said, it may still be underutilized. The following report contains data on all of the above, along with breakdowns among roles and business types to help readers more accurately benchmark against their own businesses. While reading through it, however, keep in mind that this data is not meant to be prescriptive. What works for one business doesn’t always work for another — and ultimately, the measure of a great training program is how well-tailored it is to its unique learners.
We hope this information can serve as a useful reference as you progress in L&D.
Your partners in training, CHART and Opus
Hospitality Training 360 Report - Part 2
Made with FlippingBook - Online Brochure Maker