Training Employees

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Training Employees
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• Hospitality Human Resources Management and
  Supervision

OH 8-1
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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

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• 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.

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Benefits of Training

• The function of training is to improve the
  skills, knowledge, and attitudes of employees for
  their jobs.
• Effective training improves the quality of
  employee work, promotes employee growth, keeps
  employees challenged and satisfied, and creates
  talent to help the organization grow.
• Foodservice operations of all sizes require
  trained employees.

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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

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Other Reasons for Training

• Helps non-English speaking employees part of
  encouraging a diverse workforce
• Transfers values Every employee represents, in
  their actions and performance, the company they
  work for. It is essential that they understand
  company values.
• Creates consistency The key to success
• Increases employees morale and confidence
  Investing in training our employees communicates
  their importance to the organization

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Other Reasons for Training continued

• Combats turnover Training helps demonstrate that
  employees are appreciated and may help to
  increase job satisfaction and commitment which,
  in turn, reduces turnover.
• Reduces legal liabilities Having all employees
  in the same role participate in the same training
  helps ensure the equal treatment that is the
  cornerstone of equal opportunity laws.
• Increases safety The cost of accidents outweigh
  the cost of properly training employees about
  safety procedures.
• Increases guest satisfaction and profitability
  Managers can either spend a lot of money
  regaining lost customers or spend less money for
  proper staff training.

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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.

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Safety Training

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

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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

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When Training Works
Motivation/ Boredom/ Personal Distractions
Resource Problems/ Obstacles
Knows how
Bad Job Fit/ Bad Hire
TRAIN
Wants to
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Principles of Good Training

• Based on Guidelines and Objectives
• Qualified and Thoroughly Prepared Trainers
• Sufficient Practice
• EffectiveTraining Evaluation

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Principle 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.

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Goal/Objective

• Learning objectives contain 4 parts
• Performance what they will do
• Conditions under what situation they will do it
• Standards how well they will do it
• Repetition how often/long they will do it
• Example
• Lets practice

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Write a Learning Objective

• Set table
• Fold napkins
• Make vodka martini
• Prepare Caesar salad
• Roast red peppers
• Balance cashier drawer

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Principal 2Qualified 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
• The trainer must be able to perform the tasks
  being trained

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Principle 3 Sufficient Practice

• Trainees learn by doing.

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Principal 4Effective Evaluation of Trainee

• Determine if employee meets standards after
  training
• Teach what is actually needed
• Validation compares training content and
  evaluation methods to the actual job of an
  employee who can do the work.
• Evaluate if training has been successful or needs
  to be repeated or modified

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Principal 4Effective Evaluation of Trainer

• 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
• The trainer must be able to perform the tasks
  being trained

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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.

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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.

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Determining Training Needs

• Observing work performance Are SOPs (Standard
  Operating Procedure)s being followed
• Receiving input from employees and customers
  performance appraisals and customer comments
• Making inspections Information inspections
  during work performance
• Analyzing information Actual results/performance
  against standard/budget
• Conducting exit interviews issues regarding
  training

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Develop Training Plans Training Lessons

• Training Plans
• Schedule dates and time
• Sequence of training
• Who will present specific lessons
• Skills of trainers for specific lessons
• Training Lessons
• Why Training objective
• What Content
• How Methods of training

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Four-Step Training Method

• Step 1 Preparation - Preparation involves
  motivating the trainee to want to learn, and
  involves relating the training content to the job
  and to the employees success on the job.
• Step 2 Presentation - Presentation involves the
  task of providing the training.
• Step 3 Practice - Practice allows the trainee
  to practice the task while the trainer observes
  and advises.
• Step 4 Performance - Performance relates to
  following up after the training has been
  successfully practiced to provide feedback as
  necessary.

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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

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Thoroughly Prepared Materials

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

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Effective Learning Methods and Sequence

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

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Integrative Training
Some simple tasks (example presenting a menu to
a guest) might be taught as one module.
Complicated tasks (example how to bake bread)
might require several modules. For each module,
the four step method (prepare, present, practice,
and perform) can be used.
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Group Training

• Teach same job-related information to more than
  one trainee
• Lecture method with visual aids or handouts
• Demonstration
• Questions and Answers
• Trainee practices a task

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Forms of Training
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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.
• OSHA etoolbox

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How Would You Answer the Following Questions?

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

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Key Term Review

• Four P approach (or Four Ps)same as classic
  model of training
• Four-step training method same as classic
  training model
• Instructional design systematic process of
  developing instruction based on adult learning
  principles
• Integrative practice final aspect of the classic
  training model in which the trainee properly
  demonstrates several training modules in the
  proper sequence

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Key Term Review continued

• Job instruction training same as classic model
  of training
• Learning objectives skills, knowledge, and
  attitudes to be learned by trainees during the
  training program
• Needs assessment process that determines a
  participants readiness for training and his/her
  existing skills and knowledge

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Key Term Review continued

• Negligent training willful lack of training or
  inadequate training
• Task analysis process used to determine the
  proper or best way to perform job duties
• Validation process of comparing the content of
  training and its evaluation methods to the actual
  job done by an experienced staff member to
  determine whether the content of the training and
  the correct work procedures are the same.

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Next Week Homework

• Read Chapter 4, and Article review for any topic
  covered today
• Project Work
• Orientation Process
•  Training plan for a specific task
• The plan should include the following
• Goal/Objective
• Method of Instruction
• Who will attend training?
• Who will conduct training?
• Where will training be conducted
• Equipment needed
• Safety information
• What to do
• How to do it
• Additional information
• Performance standards
• Evaluation of training