Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

Foreign Literature
On-job-training is commonly used in tourism and hospitality organizations. With this method, the trainer teaches job skills and knowledge to one trainee, primarily at the work station. Theoretically, it is the best type of training because it incorporates many of the learning and training principles. There are four steps in the individual on-job-training method; Training preparation, Training Presentation, Trainee Practice and Demonstration and Coaching. (Hayes 2008)
R. Waryszak (1999) cited that according to Casado in one of the few studies which specifically investigated the perceptions of hospitality students, attempted to identify some of the basic expectations of students recruited by hospitality organisations. He found that students had “fairly realistic” expectations before they graduated. Most students expected to be successful in seeking employment as trainee managers. He concluded that, although the students’ expectations were realistic, the turnover of these students in the hospitality industry seems to be high. There is a probability that recruiting organisations might create false expectations and/or lack adequate induction programs.
Waryszak (1999) also quote Barron and Maxwell surveyed three groups of students: first year hospitality management course students; students who returned from their cooperative education placements to complete the course and newly graduated employees from the same academic institution. They found that overall, first year students held positive views of their future placement organisations, such as that the hospitality industry offers career opportunities, the prospect of training, financial rewards and job satisfaction. However, the students returning from their cooperative education placements held generally negative views in all these areas.