Planning Training Programs

1Planning Training Programs Chapter 62Learning ObjectivesDescribe the benefits of performance-based training and discuss common obstacles to and myths about training.Apply basic principles to perform a position analysis.3Learning ObjectivesApply basic principles when training programs are planned and implemented.List characteristics important for an effective trainer.Explain procedures used to plan for training activities.4Training OverviewThe training of employees is critical for organizational success. Training: The process of developing a staff member’s knowledge, skills and attitudes necessary to perform tasks required for a position.Training directly affects employee morale.5Training OverviewTraining must be cost-effective.Cost-effective: A term that indicates that something such as training is worth more than it costs to provide it.Performance-based (training): A systematic way of organizing training in efforts to help trainees learn the tasks considered essential for effective on-job performance.6Training OverviewBenefits of Training:Improved performance Reduced operating costs More satisfied guests Fewer operating problems7Training Overview Benefits of Training: (cont.)Lower turnover ratesTurnover rate: The number of employees who leave an organization each year expressed as a percentage of the average number of workers employed by the organization. Higher levels of work quality8Training Overview Benefits of Training: (cont.)Easier to recruit new staff Employer of Choice: An organization with a reputation of offering a desirable place to work and with recruiting efforts made easier because of this.Greater profitsMore professional staff9Training Overview Training Obstacles:Insufficient time to deliver the trainingToo much time for trainees to be away from their positions Lack of financial resources Insufficient trainers’ knowledge/skills10Training Overview Obstacles to Training: (cont.)Lack of quality resources for trainingOff-the-shelf: Generic training materials, typically addressing general topics of concern to many trainers, that are available for use if company-specific resources are not available.11Training Overview Obstacles to Training: (cont.)Scheduling conflictsTurnover Warm body syndrome: The selection error that involves hiring the first person who applies for a position vacancy.Insufficient lead time between one’s hire date and the time when he/she must be on the job. 12Training Overview Obstacles to Training: (cont.)Difficulty in maintaining training consistency Trainer apathy 13Training Overview Training Myths:Training is easy Training costs too much Training is a staff function 14Training Overview Training Myths: (cont.)Only new staff need training Professional development programs: Planned educational and/or training activities to prepare one for successively more responsible positions in an organization or industry.There is no time for training 15Position Analysis A position analysis identifies each task in a position and explains how it should be done, with a focus on required knowledge and skills.16Position Analysis Four steps in the position analysis process. Step 1: Prepare a task listStep 2: Develop a task breakdownStep 3: Consider performance standardsStep 4: Write job descriptions17Position Analysis Task list: A list of all tasks in a position. Task breakdown: A description of how one task in a task list should be performed.Performance standards: Measurable quality and/or quantity indicators that tell when a staff member is performing a task correctly.18Training PrinciplesTrainers Must Know How to TrainTrainees Must Want to Learn and Need Motivation to Do SoTraining Must Focus On Real ProblemsTraining Must Emphasize Application19Training PrinciplesTraining Should Consider the Trainees’ Life and Professional Experiences Training Should Be InformalUse a Variety of Training Methods20Basic Training PrinciplesThe Focus Should Be On TraineesJargon: Terminology used by and commonly known only to persons familiar with a topic.Allow Trainees To Practice Trainees Require Time To Learn21Basic Training Principles The Environment Must Be Positive Trainees Need Encouragement and Positive FeedbackTrainees Should Not Compete Against Each Other 22Basic Training PrinciplesTeach The Correct Way To Perform a Task Train One Task At A Time 23Basic Training PrinciplesTrain Each Task Using A Step-By-Step Plan Trainees Must Know Training Requirements Consider The Trainees’ Attention Span 24Basic Training PrinciplesLearning Should Be Paced Learning Speed Varies For Trainees 25Focus on the TrainerImportant characteristics of a trainer:Have the desire to trainHave the proper attitude Possess the necessary knowledge & ability/skills26Focus on the TrainerImportant characteristics of a trainer: (cont.)Utilize effective communication skills Body language: The gestures, mannerisms, expressions and other non-verbal methods that people use to communicate with each other.27Focus on the TrainerImportant characteristics of a trainer: (cont.)Know how to trainHave patienceExhibit humorHave time to train28Focus on the TrainerImportant characteristics of a trainer: (cont.)Show genuine respect for the traineesBe enthusiastic Celebrate the trainees’ success Value diversity29Formal Process to Plan for Training Traditional “tag along” and “shadowing” programs designed for employee training typically do not work because they lack an organized and well-thought-out approach to determining training content and delivery.Training must be planned 30Formal Process to Plan for Training 31Formal Process to Plan for Training Step 1: Define Training NeedsTactics to Identify Training NeedsObservation of work performance Input from guestsInput from staff membersInspections32Formal Process to Plan for Training Step 1: Define Training NeedsTactics to Identify Training NeedsFailure to meet performance standardsAnalysis of financial data Performance/skills assessmentsExit interviews33Formal Process to Plan for Training Step 2: Define Training ObjectivesTraining objectives:Help the trainer connect the purpose(s) of the training program with its content.Help evaluate training34Formal Process to Plan for Training Step 3: Develop Training PlansTraining plans organize the training content and provide an overview of the structure and sequence of the entire training program. They show how individual training lessons should be sequenced to teach required knowledge and skills.Training plan: A description of the overview and sequence of a complete training program.35Formal Process to Plan for Training Step 4: Develop Training LessonsA training lesson provides the information needed to present a single session that is part of a broader training plan. It addresses:Why – the objective(s) of the training sessionWhat – the content of the training sessionHow – the method(s) used to present the training36Formal Process to Plan for Training Step 5: Develop (Update) Training HandbookA training handbook is a hardcopy or electronic manual containing the training plan and associated training lessons for a complete training program.37Formal Process to Plan for Training Step 5: Develop (Update) Training HandbookTraining handbooks typically include:An introductionA current position description.A copy of the position’s task list.38Formal Process to Plan for Training Step 5: Develop (Update) Training HandbookTraining handbooks typically include: (cont.)Copies of all task breakdowns.Training lessons for each task breakdown including evaluation processes.Training lessons for generic subject-matter such guest service and safety basics.39Formal Process to Plan for Training Step 6: Prepare TraineesWays to motivate trainees about training include:Telling trainees what to expect.Explaining why training is needed.Providing training time.40Formal Process to Plan for Training Step 6: Prepare TraineesWays to motivate trainees about training include: (cont.)Addressing trainees’ concerns.Emphasizing the importance of training.Explaining that training will relate to the trainees’ work. 41Formal Process to Plan for Training Step 6: Prepare TraineesWays to motivate trainees about training include: (cont.)Stressing that the training will be enjoyable.Telling trainees how they will be evaluated.42Formal Process to Plan for Training Step 7: Conduct TrainingThe final step in presenting formal training.