OH 8-1 Training Employees Human Resources Management and Supervision 8 OH 8-1.
-
Upload
sandra-beecher -
Category
Documents
-
view
222 -
download
0
Transcript of OH 8-1 Training Employees Human Resources Management and Supervision 8 OH 8-1.
OH 8-1
Training Employees
Human Resources Management and Supervision
8OH 8-1
OH 8-2
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.
OH 8-3
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
OH 8-4
Other Reasons for Training
Helps non-English speaking employees
Transfers values
Creates consistency
Increases employees’ morale and confidence
OH 8-5
Other Reasons for Training continued
Combats turnover
Reduces legal liabilities
Increases safety
Increases guest satisfaction and profitability
OH 8-6
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.
OH 8-7
Safety Training
Hopefully, this employee received the proper training and consistently follows the proper operating instructions when operating this potentially dangerous piece of equipment.
OH 8-8
Differences Between Training and Education
Goal Training—to improve job skills and performance Education—to improve knowledge not connected to a
job
Focus Training—about learning “how” Education—about learning “what”
Timeframe Training—short-term Education—long-term
OH 8-9
Forms of Training
OH 8-10
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
OH 8-11
Element 1—Content 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.
OH 8-12
Element 2—Effective Learning Methods and Sequence
Effective training
Breaks the learning into manageable modules
Teaches each module using a classic model (four-step training method)
OH 8-13
Four-Step Training Method
Step 1 – Preparation
Step 2 – Presentation
Step 3 – Practice
Step 4 – Performance
OH 8-14
Pattern of Training
OH 8-15
Element 3—Thoroughly Prepared Materials
Training materials should
Cover the content of the training
Provide primary and backup content
Provide instructions for conducting the training
OH 8-16
Element 4—Qualified 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
OH 8-17
Final Elements—Practice and Evaluation
Trainees learn by doing.
Validation of training helps to ensure that training teaches what is actually needed.
OH 8-18
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)
OH 8-19
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.
OH 8-20
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.
OH 8-21
Five-Step Training Model
Preview of ADDIE
Analyze
Design
Develop
Implement
Evaluate
OH 8-22
ADDIE Training Model—Analyze
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.
OH 8-23
ADDIE Training Model—Design
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.
OH 8-24
ADDIE Training Model—Develop
Most time in creating training is spent on program development.
Some training materials may be available; others will likely need to be developed.
OH 8-25
ADDIE Training Model—Implementation
Activities include
Arranging for space
Scheduling trainers and participants
Preparing participants
Practicing training delivery
Duplicating materials and forms
OH 8-26
Four Levels of ADDIE Evaluation
OH 8-27
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.
OH 8-28
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.
OH 8-29
How Would You Answer the Following Questions?
1. The most important concern when selecting off-the-shelf training materials is their cost. (True/False)
2. The first step in the ADDIE training model is _______.
3. Training objectives are developed during the _______ step in the ADDIE training model.
4. There are _______ levels of training evaluation in the ADDIE training model.
OH 8-30
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
OH 8-31
Key Term Review continued
Job instruction training
Learning objectives
Needs assessment
Negligent training
Task analysis
Validation
OH 8-32
Chapter Learning Objectives—What 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.