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OH 8-1 Training Employees Human Resources Management and Supervision 8 OH 8-1.

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Presentation on theme: "OH 8-1 Training Employees Human Resources Management and Supervision 8 OH 8-1."— Presentation transcript:

1 OH 8-1 Training Employees Human Resources Management and Supervision 8 OH 8-1

2 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.

3 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

4 OH 8-4 Other Reasons for Training Helps non-English speaking employees Transfers values Creates consistency Increases employees morale and confidence

5 OH 8-5 Other Reasons for Training continued Combats turnover Reduces legal liabilities Increases safety Increases guest satisfaction and profitability

6 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.

7 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.

8 OH 8-8 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 OH 8-9 Forms of Training

10 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

11 OH 8-11 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 OH 8-12 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 OH 8-13 Four-Step Training Method Step 1 – Preparation Step 2 – Presentation Step 3 – Practice Step 4 – Performance

14 OH 8-14 Pattern of Training

15 OH 8-15 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 OH 8-16 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 OH 8-17 Final ElementsPractice and Evaluation Trainees learn by doing. Validation of training helps to ensure that training teaches what is actually needed.

18 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 )

19 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.

20 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.

21 OH 8-21 Five-Step Training Model Preview of ADDIE A nalyze D esign D evelop I mplement E valuate

22 OH 8-22 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 OH 8-23 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 OH 8-24 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 OH 8-25 ADDIE Training ModelImplementation Activities include Arranging for space Scheduling trainers and participants Preparing participants Practicing training delivery Duplicating materials and forms

26 OH 8-26 Four Levels of ADDIE Evaluation

27 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.

28 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.

29 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.

30 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

31 OH 8-31 Key Term Review continued Job instruction training Learning objectives Needs assessment Negligent training Task analysis Validation

32 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.


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