Training Employees

1
Training Employees
8

• Human Resources Management and Supervision

OH 8-1
2
Chapter Learning Objectives

• Explain benefits of training.
• Differentiate between training and education.
• Identify elements in successful training
  programs.
• Explain the content that training materials
  should include.
• Describe the (ADDIE) training development
  process.
• Describe the steps of an evaluation of training
  activity.

3
Benefits of Training

• Improved job skills
• Applies basic foodservice skills
• Prepares employees for new assignments
• Needed for equipment operation
• Necessary for new procedures
• Increases job proficiency
• Increases sales and profitability

4
Other Reasons for Training

• Helps non-English speaking employees
• Transfers values
• Creates consistency
• Increases employees morale and confidence

5
Other Reasons for Training continued

• Combats turnover
• Reduces legal liabilities
• Increases safety
• Increases guest satisfaction and profitability

6
Negligent Training

• The lack of training or inadequate training
• Customers may sue companies for problems they
  have experienced that are blamed on the lack of
  effective training.
• Special concerns include food safety, equipment
  care/use, and personal safety/security.

7
Safety Training

• Hopefully, this employee received the proper
  training and consistently follows the proper
  operating instructions when operating this
  potentially dangerous piece of equipment.

8
Differences Between Training and Education

• Goal
• Trainingto improve job skills and performance
• Educationto improve knowledge not connected to a
  job
• Focus
• Trainingabout learning how
• Educationabout learning what
• Timeframe
• Trainingshort-term
• Educationlong-term

9
Forms of Training
10
Elements of Good Training

• The most effective training includes
• Only things relevant to the job
• Presentation of information that employees do not
  already know and cannot do
• Hands-on work to reinforce learning

11
Element 1Content Based on Guidelines and
Objectives

• Guidelines, standards, procedures, and practices
  must be the foundation for training.
• Skills, knowledge, and attitudes to be learned
  should be stated as learning objectives that
  drive the content of training programs.

12
Element 2Effective Learning Methods and Sequence

• Effective training
• Breaks the learning into manageable modules
• Teaches each module using a classic model
  (four-step training method)

13
Four-Step Training Method

• Step 1 Preparation
• Step 2 Presentation
• Step 3 Practice
• Step 4 Performance

14
Pattern of Training
15
Element 3Thoroughly Prepared Materials

• Training materials should
• Cover the content of the training
• Provide primary and backup content
• Provide instructions for conducting the training

16
Element 4Qualified and Prepared Trainers

• Training skills include
• Motivating the learner
• Providing constructive feedback
• Adjusting the training based on the trainees
  needs
• Helping the learner transfer learning back to the
  job

17
Final ElementsPractice and Evaluation

• Trainees learn by doing.
• Validation of training helps to ensure that
  training teaches what is actually needed.

18
How Would You Answer the Following Questions?

• Training is about learning _______, and education
  is about learning _______.
• The first step in the four step training method
  is _______.
• Trainees (learners) must be motivated to learn.
  (True/False)
• Training evaluation should address the objectives
  of the training. (True/False)

19
Industry-Recognized Training

• Many off-the-shelf training resources are
  excellent and cost-effective.
• External resources must meet objectives of the
  program being planned.
• There are many sources of external training
  materials and training programs.

20

• This restaurant manager must know and be able to
  do many things. The task of training employees
  is one of his most important responsibilities,
  and the best training practices must be
  consistently used.

21
Five-Step Training Model

• Preview of ADDIE
• Analyze
• Design
• Develop
• Implement
• Evaluate

22
ADDIE Training ModelAnalyze

• Effective analysis ensures the training is
  job-related.
• Problems should be carefully analyzed to
  determine their cause, and then training can be
  directed to problem resolution.
• A needs assessment can determine skills and
  knowledge of trainees.

23
ADDIE Training ModelDesign

• Training objectives must be developed, and
  training program content must be organized with
  the proper sequence.
• Procedures for evaluation should be considered as
  training is designed.

24
ADDIE Training ModelDevelop

• Most time in creating training is spent on
  program development.
• Some training materials may be available others
  will likely need to be developed.

25
ADDIE Training ModelImplementation

• Activities include
• Arranging for space
• Scheduling trainers and participants
• Preparing participants
• Practicing training delivery
• Duplicating materials and forms

26
Four Levels of ADDIE Evaluation
27
Procedures for Training Evaluation

• Create a checklist to include all tasks covered
  by training and verify with trainees that they
  were addressed.
• Create an evaluation form.
• Evaluate progress of the training.
• Create an evaluation process.
• Make modifications to training materials and
  procedures as needed.

28
Retraining Employees

• Good coaching can eliminate some causes of
  performance problems.
• Start with what the employee already knows, and
  then modify the original training to address
  deficiencies.
• After training, continue coaching and monitoring.

29
How Would You Answer the Following Questions?

• The most important concern when selecting
  off-the-shelf training materials is their cost.
  (True/False)
• The first step in the ADDIE training model is
  _______.
• Training objectives are developed during the
  _______ step in the ADDIE training model.
• There are _______ levels of training evaluation
  in the ADDIE training model.

30
Key Term Review

• ADDIE
• Chunk
• Classical model of training
• Design document

• Four P approach (or four Ps)
• Four-step training method
• Instructional design
• Integrative practice

31
Key Term Review continued

• Job instruction training
• Learning objectives
• Needs assessment

• Negligent training
• Task analysis
• Validation

32
Chapter Learning ObjectivesWhat Did You Learn?

• Explain benefits of training.
• Differentiate between training and education.
• Identify elements in successful training
  programs.
• Explain the content that training materials
  should include.
• Describe the ADDIE training development process.
• Describe the steps of an evaluation of training
  activity.