Soft Skill-Based Training Model for Employee Retention

Literature Review

Hard skills are context specific, while soft skills, in general, are transferable across job types and employment levels and they are not job-specific. Hard skills, in general, are easy to learn through training and education, whereas the soft skills are harder to be taught and thus, they mainly grow through experience in a collaborative business environment (Alshare Khaled, 2018). It could only be possible to cope up with the changing customer’s profile equipped with recent knowledge and to cater their requirements when the hotel employees are trained to enhance their learning skills, language and communication skills, problem solving skills, leadership skills and overall management skils (Alhelalat Jebril A, 2015). Since last two decades, India has been experiencing a huge flow of inbound and outbound tourists. In the year 2006-07, the revenues for the Indian hotel and restaurant industry exceeded US$ 118.85million with a steady hike of nearly 22 per cent per year. 100 percent FDI will enable the hospitality industry to contribute significantly towards the revenue and employment generation (Aggarwal N, 2015). In order to learn how to improve workplace learning environments as firm size increases, and how employees respond to this, it requires exclusive focus on formal training and incorporates more informal sometimes. In small growing firms managers apply for them to maintain space for informal learning as formal HRD structures expand, and how they support learners who may struggle in less structured learning environments (Bishop, D., 2020).