<![CDATA[ This study aims to describe the implementation of Learning and Development (L&D), its perceived contribution to employee performance development, and the supporting and inhibiting factors at Grand Inna Medan. This research employed a descriptive qualitative approach, with data collected through interviews, observation, and documentation. The data were analyzed through data reduction, data display, and conclusion drawing and verification. The findings indicate that L&D programs are designed according to departmental needs and include new employee orientation, service excellence, occupational safety, communication, grooming, and technical training. Learning methods include presentations, discussions, practical exercises, guidance, and mentoring. These programs help employees understand work procedures, service standards, and the skills required to perform their duties. Supporting factors include the relevance of training materials and their alignment with job requirements, while the main challenge is scheduling training alongside hotel operations. This study provides a contextual understanding of the relationship between competency development, workplace learning application, and operational constraints in implementing L&D within the hospitality industry.]]>
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