The mission of the Chateau Whistler is to maintain the tradition of exceeding the

expectations of its guests, so it depends on the high performance of its employees in the
accomplishment of the work and the exceptional customer service.

To address the challenges of seasonality and achieve the sustainability described in the
Whistler Comprehensive Sustainability Plan - Whistler 2020, the resort needs to utilize the local
labor resources which makes the orientation and training programs essential to team success.

In the orientation it is essential to develop in the workforce the pride of representing the
company. The role of the guidance is to help answer the questions.

During the process orientation the resort provides a handbook that covers about history,
mission, services, products and people. In addition, introduction about payroll, benefits, working
hours, expectations, responsibilities, policies and job procedures. (Dessler, Gary. Chhinzer, Nita,
2017, pg. 192,193) Furthermore, during their initial orientation is discussion about cover
programs as Employee Travel Program, Friends & Family Travel Program, Employee Discount
Program and Rewards Program.

Also being part of the orientation, there will be a detailed presentation of the behavioral
guidelines that are required and described in the hotel policy in more detail and in depth. The
goal is for all new employees to learn to perform with an excellent customer service, allowing
them to know how to do their job, but also, to analyze and make good decisions when subjected
to critical situations and relationships. This step aims to create a vision of operations in a holistic
and collaborative.

The education program and training were created to provide a step-by-step to provide
each employee with the necessary environmental knowledge involved hotel-wide awareness, to
be followed by more in-depth implementation training. (Speck, Esther, 2002, pg. 69)
 The training program consists of traditional techniques and On-the-Job training. In
traditional training all new staff are invited to a classroom training to learn about specific basic
functions, there are also combinations of instructor-led training and online by e-leraning. On-the-
Job Training involves a close coaching session to learn a job by actually performing it.

A great differential at Chateau Whistler is when each employee is pass probation he

receives a unique and exclusive benefit that further engages the employees with the company, he
will be allowed to stay for free for one night at the resort and enjoy all the accommodations and
benefits of a regular guest. This unique experience allows each employee to have the vision of a
guest. Besides, with the expertise of who is daily on the other side, both experiences will allow
him to elaborate a very enriching report for realistic feedback. It is important to emphasize that
this experience is all-inclusive, it is mean that the employees will enjoy restaurants, spas,
swimming pools, saunas and etc.

References:

Fairmont Chateau Whistler (n.d.). FAIRMONT SUSTAINABILITY PARTNERSHIP PROGRAM.

Fairmont Chateau Whistler. Retrieved from https://www.fairmont.com/corporate-
responsibility/responsible-business/

Fairmont Chateau Whistler (n.d.). Working With Us. Fairmont Chateau Whistler. Retrieved from
https://www.fairmont.com/corporate-responsibility/responsible-business/

Speck, Esther (2002, July). Organizational Change: A Study of the F.C.W Environmental
Sustainability Program. Master Business Administration . Retrieved from http://rem-
main.rem.sfu.ca/theses/SpeckEsther_2002_MRM301.pdf

Whistler Municipal Government (n.d.). Whistler2020: Our Vision. Resort Municipally Of

Whistler. Retrieved from https://www.whistler.ca/municipal-gov/strategies-and-
plans/whistler2020

Dessler, Gary; Chhinzer, Nita (2017). Management Human Resources in Canada. Toronto,
Ontário.