Kabelenga Hotel: Case Study Kabelenga Hotel has a competitive strategy to increase the length of stay and return rate of guests, and thus boost revenues and profitability. Musonda Katuka is the HR manager. She has formulated functional policies and activities that support this competitive strategy by eliciting the required employee behaviours and competencies. When she reviewed the company training process and procedures, she got concerned. She noticed that the hotel relied exclusively on informal on-the-job-training. The new security guards attended a one-week programme offered by a law enforcement agency. The rest of the hired personnel which included assistant managers in department learned the rudiment of their jobs from their colleagues and their supervisors on the job. Katuka noted that the drawbacks of this informality were evident when she compared the Kabelenga hotels performance on various training matrices with these of other hotels and service firms. One example was that other hotel provided 40 hrs training to every newly hired employee while Kabelenga hotel only provided 5-6 hours to new employees. Required: (a) Design a comprehensive training programme for all employees. (6 Marks) (b) Demonstrate the best training methodologies which would fit the receptionist, assistant managers, security guards, cleaners, cooks and gardeners. (5 Marks) (c) Examine the use of webinars, management games, and case studies, role play and simulations in training at Kabelenga Hotel. (6 Marks) (d) Assess the types of evaluation methodology suitable to meet the requirements of the hotel management. (6 Marks) (e) Contrast and compare reliability and validity of interview methodology. (5 Marks) (f) Evaluate the three (3) types of structured interviews and their use at Kabelenga Hotel. (3 Marks) (g) Analyse the importance and use of bio data which Kabelenga Hotel may demand in application forms. (5 Marks) (h) Distinguish the trainability, integrity and achievement tests that Kabelenga Hotel

may use. (4 Marks)