2022 Annual Learning Plan Guide
Annual Learning Plan Guide | 2022
Dear HR and L&D Leaders,
We are pleased to share this annual L&D planning guide with you as a part of our efforts to help you create joyful and lasting “learning moments” for our colleagues. 2021, has been a significant year for us, as we celebrate the 50 th anniversary of our group and lead a culture transformation with our refreshed Vision, Purpose, Business & Shared Values. In 2022, we as HR and L&D business partners will continue to play a momentous role in leading this culture transformation. Your efforts in rolling out our refreshed Shangri-La culture have ensured that our colleagues not just embrace but also enjoy this transformation. This guide will give you a structured approach towards identifying the L&D priorities in our business for the coming year. Driving the Shangri-La Culture will continue to be our focus but as people adapt to the new normal across the world, our efforts in learning and development will be pivotal in defining both the business as well as people success at Shangri-La.
Best regards, Shangri-La Academy Team,
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TABLE OF CONTENTS
04
SHANGRI-LA ACADEMY LEARNING FRAMEWORK
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SHANGRI-LA ACADEMY BUDGET GUIDELINES
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SHANGRI-LA ACADEMY HQ 2022 SYLLABUS
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ANNUAL L&D PLANNING PRINCIPLES
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LEARNING NEEDS ANALYSIS METHODS
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SHANGRI-LA CULTURE LEARNING
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Shangri-La Academy Learning Framework
The 2022 Annual Learning Plan for all the properties must be guided by the Shangri-La Academy learning framework. The framework below helps in classifying learning programs and initiatives at the property, regional and HQ level into 3 main categories. 1. Essential Learning : comprising of all mandatory and compliance related learning initiatives. (E.g.: Core Learning Programs, Property product knowledge program)
2. Leadership Learning : comprising of leadership learning initiatives across different levels. (E.g.: Junior Leaders Program, Emerging Leaders Program)
3. Functional Learning : comprising of functional learning initiatives developed at both property and HQ level. (E.g.: F&B Signature recipes, Rooms Certification Program, Delphi learning modules, etc.)
All the learning initiatives that will be identified in the property’s annual learning plan, must be classified into one of the below 3 categories.
Leading Organisations
Leading Leaders
Leading Multiple Teams
Leading Teams
Leading Self
S H A N G R I - L A A C A D E M Y O N L I N E
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Shangri-La Academy 2022 – Budget Guidelines
L&D Budget for 2022
Property must budget 2 % of the hotel’s annual gross pay based on the total headcount. Please see the below explanation on the division of the budget
Hotel L&D Budget for 2022
2% of total Gross Payroll
To be paid to Shangri-La Academy HQ in 4 quarterly invoices.
To be utilized locally for any learning requirements at the property.
1%
1%
UTILISATION
UTILISATION
To be used by Shangri-La Academy for developing essential, functional & leadership programs on Shangri-La Academy online.
To be used for any local learning requirements that may require support of external vendors to comply with local regulations or fund courses for individuals.
Examples
Examples
Develop leadership programs such as OLP, BLP etc. Skills development of SL Academy team members. Core Learning Program content development & translation.
First-aid and CPR training for hotel colleagues.
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Local Fire, Life & Safety compliance training. Training seminars for individual colleagues as identified in the IDP.
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Shangri-La Academy 2022 – Syllabus
ESSENTIAL PROGRAMS
Core Learning Programs
Number of Core Learning Programs for 2022: TBC
Learning Format: Online
Duration: 30 mins.
Target Audience: All hotel colleagues at all levels.
Launch date: TBC
Shangri-La Learning Specialists Program
In 2022, a new version of Trainer Skills, “Shangri -La Learning Specialists Programme” will be launched.
Learning Format: Blended
Duration: 40 mins. each module
Target Audience: Compulsory for Regional L&D leaders & Learning Managers and highly recommended for departmental learning facilitators.
Launch date:
Module 1 – Jan 2022; Module 2 – Mar 2022; Module 3 – May 2022; Module 4 – July 2022.
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Shangri-La Academy 2022 – Syllabus
LEADERSHIP PROGRAMS
Junior Leaders Program
Leadership Level: Supervisors / High Potential Associates
Learning Format: Blended (6 online modules, experiential activities & 6 – 90 mins. face to face workshops)
Duration: 3 months per batch Average – 10 hours per module
Target for 2022: All hotels to achieve 50% of the total L4 (E1-E3) colleagues and nominated high potential L5 (N2 – N1) colleagues. Batch recommendations: Learning Managers advised to facilitate 3 batches – One each in March, June & September 2022. Launch Update: Program launched in 2020 and learning transfer for property L&D Managers was done in Feb 2020.
Emerging Leaders Program
Leadership Level: Leading Teams Leaders
Learning Format: Blended (6 online modules, experiential activities & 6 – 120 mins. face to face workshops)
Duration: 3 months per batch Average – 12 hours per module
Target for 2022: All hotels to achieve 20% of the total L3 (M1) leaders completing the program in 2022.
Batch recommendations: Learning Managers advised to facilitate 2 batches – One each in May & August. Launch Update: The new version of the Emerging Leaders Program will be transferred to L&D Managers in November 2021.
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Shangri-La Academy 2022 – Syllabus
LEADERSHIP PROGRAMS
Operational Leaders Program
Program Info: A brand new Programme for high potential EXCOM/Regional leaders with the potential to become RMs in the future and for new RMs. The OLP programme facilitates the transition step from functional to operational expertise through successfully developing Resident Managers.
Leadership Level: Leading Hotel Leaders
Learning Format: Blended (Average 4 hours of learning per week) • 6 online modules, • Experiential activities including projects, shadowing RMs, operational rotation and business analysis & • Development Centre (3 to 4 days) for interaction with other participants. Duration: Self -paced: 8 weeks for each pathway The number of pathways for each participant will be communicated based on current capabilities (personalized for each participant). Formal assessment tools will indicate the learning required. Target for 2022: First time RMs and Selected EXCOM/Reg. leaders with the potential to develop into a RM position (based on a defined criteria) – Nomination to be done by the hotels.
Facilitation: The OLP Programme will be facilitated by the Academy HQ team for the nominated participants.
Launch date: Q1 2022. (Currently being piloted in China)
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Shangri-La Academy 2022 – Syllabus
LEADERSHIP PROGRAMS
Business Leaders Program
Program Info: A brand new programme for RMs with the potential to become GMs in the future and for new GMs.
The BLP programme offers a holistic assessment to leadership and personalised learning pathways to develop operational, commercial and customer capability at a strategic level.
Leadership Level: Leading Leaders Leaders
Learning Format: Blended (Average 4 hours of learning per week) • 6 online modules, • Experiential activities including projects, shadowing GMs, cross exposure and business analysis & • Development Centre + Mentoring (3 to 4 days) for interaction with other participants. Duration: Self -paced: 8 weeks for each pathway The number of pathways for each participant will be communicated based on current capabilities (personalized for each participant). Formal assessment tools will indicate the learning required. Target for 2022: First time GMs and Selected RMs with the potential to develop into a GM position (based on a defined criteria) – Nomination to be done by the hotels.
Facilitation: The BLP Programme will be facilitated by the Academy HQ team for the nominated participants.
Launch date: Next batch intake February 2022
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Shangri-La Academy 2022 – Syllabus
FUNCTIONAL PROGRAMS
Functional Learning Overview
The functional programs for Shangri-La Academy online have been classified into the following categories:
1. Rooms Division 2. Food & Beverage 3. Security 4. Wellness (Spa & Health Club) 5. Sales
6. Marketing & Shangri-La Circle 7. Corporate Communications 8. Revenue Optimisation 9. Finance 10. Procurement 11. Human Resources 12. Jen 13. Brands 14. CEPT 15. Customer Experience 16. Internal Audit 17. Data Distribution – Corporate Reservations Please scan the QR code to view the functional learning programs that have been identified by Shangri-La Academy HQ for 2022.
Hotel L&D leaders are advised to use the above categories for classifying functional programs featuring in the annual learning plan at the property.
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Annual L&D Planning - Principles
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Annual L&D Planning Principles
Conducting a Learning Needs Analysis is essential when preparing an Annual Learning Plan An ideal Learning Needs Analysis should follow the below steps:
1. Summarizing the Learning effectiveness of Essential, Functional, Leadership programs facilitated in the past year.
2. Conducting Executive Interviews with GM, RM, Key Stakeholders: a) To understand the mission and goals of the company/ property/ entity b) To understand the expectations from management team
3. Identifying the current knowledge & skill level of the colleagues
4. Facilitating Learning Needs Analysis, based on: a) Demographic Data b) Impact & effectiveness of the learning activities facilitated in the past year c) Importance of Learning Topics (Essential, Functional, Leadership framework)
5. Reviewing the business metrics and identifying and analyzing gaps
6. Identifying and prioritizing learning topics
It is recommended that the learning needs are reviewed on a quarterly basis, subject to property’s needs; whether it is applicable to the current business priorities. It can be reviewed & validated by focus groups like departmental trainers, or other key stakeholders.
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Learning Needs Analysis Methods
The following methods are recommended to carry out an effective learning needs analysis survey at the property
Executive Interviews
Focus Group Discussion
Learning Needs Survey
Task Analysis
Business Data Insights
People Data Insights
This guide explains some of the above methods and provides templates that you can replicate to gather data for creating an effective Annual Learning Plan for your property.
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Learning Needs Analysis Methods
EXECUTIVE INTERVIEWS
Interviewing GMs and RMs (Face to Face)
Step 1: REVIEWING Summarize the Learning effectiveness of Essential, Functional, Leadership programs facilitated in the past year - Business Goals vs Actual Achievement - Learning Budget vs Actual Utilization - Learnings & Results - Key insights from learning implementation
Step 2: INTERVIEWING Interview GM & RM to get: -
Directions of the following year
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Expectations
Step 3: SUMMARISING Summarize the interview results from GM and RM
Interviewing L1 & L2 Key Stakeholders (Either online or face to face)
Step 1: REVIEWING Summarize the Learning effectiveness related to the function for the past year
Step 2: INTERVIEWING (Questions) 1. What are your overall objectives and priorities for your department/division over the coming 6-12 months? 2. How would you describe the strengths and weaknesses of your Level 3, 4 and 5 colleagues? 3. What learning interventions do you need to hone the current knowledge and skills of your colleagues? (From Essential, Functional, Leadership perspective) 4. What could L&D do for your department/ division to inspire more people who want to develop their careers further?
Step 3: SUMMARISING Summarize the interview results
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Learning Needs Analysis Methods
Focus Group Discussion
Focus Group Discussion (Sample session flow – Maximum 10 participants)
Introduction from facilitator
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Welcome & thank people for coming.
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• Introduce yourself and your role. Explain that you will act as a neutral facilitator.
• Explain the employee focus group is being held to identify the training and development needs of participants in the forthcoming year.
• Explain that the discussion will last approximately one and a half hours. Invite participants to give their honest opinions as their views are important.
• Ask participants to introduce themselves, their title and how long they have been with the organisation.
Focus Group Discussion (Sample questions)
1. What training and development have you personally undertaken in the past 12 months?
2. What are your opinions on how useful the learning and development that you have undertaken was to make you effective in your role? And why?
3. What other L&D interventions do you feel are required for you need to be effective in your current role ? (Skills, knowledge or behavioural)
4. What in your opinion are the best methods to acquire these skills, knowledge and behaviours?
5. What organisational, team or personal changes do you anticipate will take place in the next 12 months?
6. What learning and development might you need to address these changes?
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Learning Needs Analysis Methods
Learning Needs Survey
An effectively conducted learning needs survey helps gather insights from the learners and create a comprehensive annual learning plan that includes topics that have been collectively identified and target specific areas of improvement for a group of learners. In order to maintain the sanctity of the feedback received, it is important that the survey is anonymous, and learners feel comfortable sharing their thoughts about their own learning needs and the efforts carried out by the hotel L&D function. The below questionnaire has been developed by to gather learner feedback from Level 3, Level 4 & select Level 5 learners from the hotel.
Please scan the QR code below to participate in the survey.
Please visit this link to duplicate, customize and use the above survey for your property.
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Learning Needs Analysis Methods
Task Analysis
• This method is only recommended for analysing skill-based learning needs.
• Interview the Subject Matter Experts (SME’s) & high performing colleagues
Ask the following questions: •
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What tasks are performed?
How frequently are they performed?
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How important is each task?
• What knowledge is needed to perform the task? • How difficult is each task? • What kinds of training are available? • What is the impact of each task on the guest experience?
Business Data Insights
An annual learning plan should include the below business data insights from the previous year: • BSC Score for the year • Key market segments & clients for the property • Annual average occupancy • Annual average RevPAR • DR3 Top 10 defects • Key city/national & global events that influenced the business
People Data Insights
An annual learning plan should include the below people data insights from the previous year: • Annual colleague turnover (Departmental break-up if available) • Our People score from the hotel TrustYou metrics • Problem Handling score from the hotel TrustYou metrics • Total number of promotions for the year • Colleagues on IDP for the next year
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SHANGRI-LA CULTURE LEARNING
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Shangri-La Culture Learning
2021 was significant year with the launch of the refreshed Shangri-La Culture for our group that coincided with the 50 th anniversary Shangri-La Group. In 2022, we will focus on ensuring that the refreshed Shangri-La Culture is embraced by all in our organisation and embedded in our processes across the group.
50 th Anniversary play-kit
• SL Academy HQ to launch the 50 th anniversary play-kit in Nov 2021.
• Consists of 50 gamified learning activities that leaders can facilitate to reinforce the refreshed Shangri-La Culture.
• All activities are designed to be fun, engaging & brief; so that colleagues feel excited to learn more about our refreshed culture.
Shangri-La Culture Microsite
Learning Managers are advised to socialize the Shangri-La Culture microsite and encourage sharing of stories from the property on this microsite.
How to access the Microsite:
1. Visit this website 2. Login using your credentials 3. Password for login: SHANGRILA50 4. View stories / upload stories from your property.
Shangri-La Culture Learning Resources
Learning Managers can also use the below links to access further learning resources on SL Culture
• Living the Shangri-La Shared Values Book
This book covers operational examples that explain how to apply the refreshed Shangri- La Culture in different work settings and how to live the shared values daily. 19
2022 Annual Learning Plan Guide
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