our learning and development programs. I have the full
support of our leaders,
who are focused on sourcing, attracting, retaining and developing talented team members at every level of the organiza- tion. Tis support is critical, particularly with our global presence and plans for continued growth. We continue to be number one in rooms under construc- tion in every major region of the world, according to Smith Travel Research (STR), with more than an 18 percent share of all
rooms under construction
globally. Today, we have 510 hotels and approximately 101,000 rooms under con- struction, soon to be added to our system. We have also maintained our number one pipeline
ranking [representing all
new supply, from rooms in preplanning to those under construction], according to STR, with 1,165 hotels and approxi- mately 200,000 rooms in 76 countries and territories.
We have established global systems and processes, and raised the bar for perfor- mance management, succession planning, leadership development and learning. Our leaders are actively engaged in these development programs and committed to guiding future talent.
Army AL&T: Are there training-related innovations, either theoretical approaches or technological advances, that are of particular interest to Hilton Worldwide? Many corporations have used virtual simulators to train their staffs. Have you had success with such programs? If so, what products did you use? What
tored into your decision to use a virtual training system?
Kippen: Technology is changing the way we deliver information to employ- ees, and I’m happy to say that it’s making trainings more convenient and enjoyable. I’m really excited about two technology
LEARNING SHOWCASE The company recently held its first HWU Expo in McLean to showcase all the learning opportuni- ties available to team members through HWU’s five colleges. Team members learned about the offerings from each college directly from the deans, including the General Studies College, which is open to everyone and offers more than 2,000 courses. HWU enables Hilton Worldwide to offer training tailored to the needs of its team members.
solutions in particular: mobile learning simulations and virtual trainings for a completely virtual workforce.
We’re testing a mobile solution, sched- uled to be deployed this year, that brings selected team members together in a cohort to participate in a custom train- ing offered through a mobile device and relevant to a specific position within the company.
Separately, we fac- are piloting a virtual
training solution that will serve team members who need to do their train- ings remotely. Making our trainings available to deployed team members and recruitment candidates through virtual solutions is crucial to Operation: Opportunity and a top priority for our organization. We’re exploring the ways we can expose potential team members
to some of our
learning and develop-
ment opportunities to help them fill skills gaps, work to become viable can- didates and begin to learn about our Hilton Worldwide values.
Army AL&T: Do you use mobile apps in your training programs? If so, can you please tell us about them?
Kippen: We have started using mobile apps to make our training programs more convenient for team members. For example, we are rolling out mobile avail- ability of HWU, so that team members can access trainings in our online educa- tion program from anywhere.
Army AL&T: What lessons have you learned from using those systems, and how did you incorporate those lessons into new programs?
ASC.ARMY.MIL 97
CRITICAL THINKING
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