training_devl plan rev1

7/24/2019 Training_Devl Plan Rev1

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Training & Development

Training as a management skill /Training and developing your staff

HRT 382 - Week 4


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2

Topis

W!y do "e #eed Training$

W!at is Training & Training %riniples$

'ystemati pproa! to Training

Training (esson %lan


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3

)our *+,etives

ollo"ing t!is presentation you s!ould +e a+le toomplete t!e follo"ing o+,etives.

1. Describe why training is important and distinguishamongst training, education and development

2. Define the ASK concept, and comment upon therelative difficulty in developing peoples attitudes, sills

and nowledge!. "ist the nine steps in the training process and be able to

e#plain each step with reference to hospitality e#amples

$. Develop an appropriate training lesson plan.


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4

Do *rganiations #eed

Training T!e ans"er is %&'S(

Ho"ever0 "e mustkno" t!e purposeand

functionsof training

+efore "e an use it1


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T!e ap onept

%erformane/

Results

Time

56peted urve

tual urve

)ap

7n training terms t!is means "e need to

develop programs to fill t!e ap

1,*** +ars

** +ars

2** +ars


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Training #eeds

-he reasons for not

maing the 1,***

cars

#ot enoug! resoures

%oor ma!ines

%oor staff skills

As training e#perts we

must analy/e the

situation to determine if

56peted result too !ig!

Target a!ieva+le

7s training t!e only "ay tomake it !appen

re t!ere ot!er fators1


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56erise :

7magine you are t!e managing diretor of a fullservie restaurant1 *ne day you reeive aomplaint letter from a guest reporting s/!e "asnot satisfied "it! t!e follo" up regarding t!eircriticism of being overcharged

in one of your restaurants. Why was the complaint made?

Is there a training need?


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3 Reasons to onsider onduting

an 7nternal #eeds nalysis

:1 5mployee o+solesene/out-dated ;

Te!nial advanements0 ultural !anges0 ne"systems0 omputeriation

21 areer plateaus #eed for eduation and training programs

31 5mployee Turnover Development plan for ne" employees


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!ieves !ig! servie standards

%rovides information for ne" omers

Refres!es memory of old employees

!ieves learning a+out ne" t!ings? te!nology0produts / servie delivery

Redues mistakes - minimiing osts

*pportunity for staff to feed+ak / suggest improvements

7mproves ommuniation & relations!ips - +etter

team"ork


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Aenefits of Training

=ost training is

targeted to ensuretrainees BlearnC

somet!ing t!ey

apply to t!eir ,o+1


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W!at is Training$

Training is a systemati proess t!roug!

"!i! an organiations !uman resoures

gain kno"ledge and develop skills +y

instrution and pratial ativities t!at resultin improved orporate performane1


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Differenes +et"een Training0

5duation & Development

-rainingis s!ort term0 task oriented and targeted

on a!ieving a !ange of attitude0 skills andkno"ledge in a speifi area1 7t is usually ,o+

related1

'ducationis a lifetime investment1 7t tends to +e

initiated +y a person in t!e area of !is/!er interest Development is a long term investment in !uman

resoures1


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T!e 'E onept

7f "e follo" t!e % onept0 training is simply

a means to use ativities to fill t!e gaps of

performane +et"een t!e atual results and t!e

e6peted results1

T!is % an +e separated into 3 main t!emes

1. Attitude2. Sills

!. Knowledge


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56erise 2

Rank 'E+y diffiulty to develop in people

ttitude

'kills

Eno"ledge

F5asy

F=oderately diffiult

F=ost diffiult


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ive %riniples of (earning

%artiipation. involve trainees0 learn +y doing

Repetition. repeat ideas & onepts to !elp

people learn

Relevane. learn +etter "!en material is

meaningful and related Transferene. to real "orld using simulations

eed+ak. ask for it and ad,ust training

met!ods to audiene1


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'ystemati pproa!

to Training

Key +oncepts in 0reparing a -raining 0lan

Aefore you train and develop people identify "!at. -hey must now- +efore t!ey an perform ,o+

-hey should now- to improve performane

ould be nice for them to now; +ut notneessary to perform duties1


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=odel of t!e Training %roessG

Assessment Stage -raining Stage 'valuation Stage

*rganiational#eeds ssessment

Task #eed ssessment

Development ofTraining *+,etives

Design & 'elet%roedures

=easure TrainingResults

Development of

riteria for Training5valuation

Train ompare Results toriteria

eed+ak

Goldstein0 71 2@@2I Training in *rganiations 4

t!

5d1


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#ine 'teps in t!e Training

%roess:1 ssessing training needs

21 %reparing training plan

31 'peifying training o+,etives

41 Designing t!e training programsI

1 'eleting t!e instrutional met!ods

1 ompleting t!e training plan91 7mplementing t!e training program

81 5valuating t!e training


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:ualifiation

1 #ature of trainees

1 'upport resoures ;materials0 *H%0lassroom

91 Training loation &environment

81 riteria & met!odsfor assessing

partiipant learningand a!ievement


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I 'eleting 7nstrutional =et!ods

Note: This is the most important step

*n-t!e ,o+-training *LTI learn "!ile youre "orking

*ff -t!e ,o+-training 7n !ouse0 training or lassroom 56ternal0 onsultanies or attending e6ternal lasses 7ndependent +odies0 su! as government talks Distane learning0 from +ooks or notes omputer-assisted learning 7nterative-video training Nideo onferening0 same as lassroom e6ept tea!ers and students are

in different loations1


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56erise 4

7magine you are t!e training manger of a !otel t!at

"ill open ne6t year1 )our = asks you to develop a

training program t!at aims to +oost t!e team spirit oft!e ne"ly formed 56eutive ommittee =em+ers1

)our = suggests you organie a t"o-day ourse in a

resort loation from < to for +ot! days1

)our task is to suggest 3 training met!ods t!at suit t!e

training t!eme desri+ed a+ove1

3intthis is attitude, not skills nor knowledge training


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training_devl plan rev1

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