16 Nov Conducting a Training Needs Assessment for Cascade Vista Resorts In this part of the consulting project, you will analyze the three levels of Training Needs Assessment (Organizational, Task, and Person) by evaluating the needs of a hospitality organization. Focus will be on assessing strategic goals, identifing skill gaps, and developing actionable training recommendations.
13800This would need to be an executive-level paper accompanied by a one-page infographic outlining key findings and proposed training solutions for executive leadership.
Conducting a Training Needs Assessment for Cascade Vista Resorts
In this part of the consulting project, you will analyze the three levels of Training Needs Assessment (Organizational, Task, and Person) by evaluating the needs of a hospitality organization. Focus will be on assessing strategic goals, identifying skill gaps, and developing actionable training recommendations.
Company Profile:
Organization Name: Cascade Vista Resorts
Industry: Hospitality / Resort Management
Size: 400 employees (Full-Time and Seasonal Staff)
Location: Pacific Northwest Region
Overview:
Cascade Vista Resorts is a growing luxury hospitality brand offering eco-resorts, spas, and outdoor adventure packages. The company emphasizes sustainability, customer experience, and service excellence. Recently, the company has faced inconsistent service reviews and high seasonal staff turnover at several of its properties. Leadership suspects a disconnect between service expectations and actual staff preparedness, especially among front-line employees, such as front desk associates, concierge staff, and food service workers.
Assignment Instructions:
Step 1: Organizational Analysis
Identify key business challenges and goals (e.g., improve guest satisfaction, increase employee retention, enhance brand reputation).
Evaluate how training can help meet these goals.
Consider internal and external factors (e.g., seasonal staffing, competition, customer expectations, employee engagement).
Step 2: Task Analysis
Choose one key job role (e.g., Front Desk Associate, Concierge, or Restaurant Server).
Identify major job responsibilities and required KSAs (knowledge, skills, and abilities).
Determine where performance gaps may exist based on job requirements and actual performance.
Step 3: Person Analysis
This would need to be an executive-level paper with an infographic. Discuss how you would gather data (e.g., performance reviews, surveys, interviews) to assess individual employee readiness.
Describe how to identify which employees need training and what type of training they require.
Consider motivational and environmental factors that may influence learning.
Step 4: Recommendations
Propose a training solution (or multiple) based on your findings from all three levels.
Explain how the program aligns with company goals and addresses the identified performance gaps.
Suggest how you would measure the success of the training intervention.
Deliverables:
A 4–5 page report (APA formatted) summarizing your full Training Needs Assessment, including your recommendation(s).
A visual overview (1-page infographic outlining key findings and proposed training solutions for executive leadership.
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