Over the past 12 months, Kew Green Hotels’ Talent Development has been on a journey to becoming an award-winning, one which has become a true driver of business success. We are now perfectly positioned to maximise organisational performance and business growth, whilst being successfully able to deliver an industry-leading employee experience for all 3,000+ employees.
The Apprenticeship Levy is something that has offered us the ability to invest money into the personal and professional development of our employees. Now in our second year of a very successful Apprenticeship Programme – Chef School – we are looking into the next step for these Apprentice Chefs so that they can continue their learning and education, developing through the kitchen.
Here at Kew Green Hotels, we wholeheartedly believe that this innovative project, designed to tackle such a prevalent need within the hospitality industry, will be the first of many successful initiatives for us; resulting in us becoming leaders who are committed to unlocking the potential of people, offering industry-leading development and career paths for those who may not have previously considered a career as a Chef.
This success can be identified with one of our Chef School Apprentices winning a place in the national heats for one of only six places in the final of the Nestle Professional Toque D’or, just six months into our programme!
The success of the Chef School has proven the value of Apprenticeships within hospitality and there are plans to roll this out across other departments in our hotels and supporting functions – watch this space!
Our training doesn’t stop at entry-level, Kew Green is passionate about nurturing and developing leaders of the future which is why we have developed programmes such as:
- Development of Team Coach Roles (Buddy’s) – over 180 live in the business
- Series of Leadership development programmes available to support succession
- Mentoring Scheme
- Duty Managers Framework
- Good to Great to Outstanding
- Fast Track GM Programmes
Each training programme, whether it is personal, group or e-learning sessions, has been specifically designed to take pre-identified individuals throughout the organisation to empower and upskill them as a means to develop our future leaders.
You may have read our previous article talking (bragging) about our HR Advisor, Laura Burdon, whom we supported through her CIPD Level 5 – this is just another example of ways in which we invest in, and develop, our employees.
Kew Green is now positioned at the forefront of the industry through their approach to moving away from traditional, archaic, reactive and inconsistent HR service – to one which is leading the industry with disruptive initiatives that aren’t afraid to challenge the status quo.
If you’re interested in finding out more about a career with a company invested in its people’s progression and development, get in touch with Charley on firstname.lastname@example.org