Evaluation and Training Plan for a Safer Workplace

In: Business and Management

Submitted By Lacey2014
Words 1300
Pages 6
Evaluation and training plan for a safer workplace
By Laura Leyland

I have previously worked for a Chinese restaurant of which I was manager. The restaurant is owned by a couple, the husband being the head chef and the wife managing the business side, along with their daughter to manage the bar and the four kitchen hands and chefs, also family members, this is a tightly run family business. The eight causal waitresses were mainly high school students and only two over 18 year olds to manage the bar. The waitresses’ duties included customer service, setting tables, dishes, phone orders for takeaway, dining in orders, serving drinks and food, checking on and clearing tables.
The business is singularly run. The restaurant prides itself on serving authentic Cantonese cuisine within their relaxed, comfortable dining environment. The restaurant could hold around 60 guests with the option of an over flow room, if not having been hired out for a function, could also hold another 50 guests. Open for dinner six nights a week, and Sunday lunch. The restaurants environment is set as fun for all the family while the working environment could get to be more stressful than necessary.
Lengths of shifts could range from two-seven hours depending on how busy the night got. Although shifts barely went longer than five hours, breaks for staff were something that was not managed well. Waitresses complained that the owner did not respect them or take responsibility if she was the one to order something incorrectly she would blame the staff member and not apologized later when she realised she was in the wrong.
To place and pick up orders meant walking through the kitchen to place the paper order along the order line and picking up the takeaway boxes or dining plates both of which could be very hot or very heavy. The floors were sometimes slippery, especially on…...

Similar Documents

An Effective Training Evaluation Plan

...An Effective Training Evaluation Plan Tasha R Evans M3: Assignment 2 Argosy University Executive Summary The purpose of this report is to provide information as to why our training department is an essential component to our company, Davenport & Associates, Inc. with the need to cut company cost. This report has considered ways to improve the skill and performance of each employee, due to the advancement of technology. Introduction Davenport & Associates, Inc. is a private nursing staffing agency specializing in matching and placing qualified nurses with the best employers. Davenport & Associates, Inc. is a highly respectable company serving customers throughout the United States. Within the next 12 months, Davenport & Associates, Inc. plans to expand business internationally. With the demands of new clients, quality training courses and training of staff is very crucial to this organization. This report was created to provide information as to why our training department is essential to our company Davenport & Associates while having to cut company cost. We first have to ask ourselves if there are required skills being put to use within the company. The reason for the need to train each employee is due to the advancement in technology, and also improving performance. These two essential attributes would be a major benefit for the employee, as well as the company. While gathering information, it is important to ensure that each......

Words: 1239 - Pages: 5

An Effective Training Evaluation Plan

...Assignment 2: An Effective Training Evaluation Plan Instructions: In the online lectures in Module 3 and your textbook readings ("Training and Development", Leadership", and "Motivation, Job Satisfaction, and Job Involvement") you learned about the importance of training your employees. However, training is only effective when employees can retain the information and incorporate what they learn to improve their job performance. You have just learned that your company is looking for ways to cut back expenses. One of the cost cutting measures being considered is to terminate the training department, as the company considers this an expense and they do not believe training is contributing to the profitability of the company. As the head of the training department it is your job to defend the value of the department. You realize that well trained employees perform their jobs more efficiently and consequently can contribute to higher productivity and profits for the company. One way to show the value of training is to have tools that will allow a manager to track the performance of an employee both before and after they have received training. 1.Report Write a report that will be shared with senior management on why training is a very important part of the company’s overall financial success. Discuss the advantages of having well-trained employees. 2.Evaluation Tool Using what you have learned about transfer training and the evaluation of training......

Words: 505 - Pages: 3

Training Plan

... HRM420: Training & Development Anna Williamson DeVry University Online Verizon Wireless Florida Region LTE Training Plan The Verizon Wireless Florida region Long-Term Evolution (LTE) project implementation team has recently received an influx of new staff. This staff has very little-to-no project management experience, although most are familiar with LTE technology, and there is no current training plan to train new staff in the processes required to turn-up a new cell site. The purpose of this document is to provide a training program to be followed whenever new staff arrives. All project management employees engaged in the LTE project will follow this plan to ensure that everyone is following the same processes consistently. The methodology used to develop this training plan will be based on the Instructional System Design (ISD) methodology. In ISD, there are seven steps to designing a training program: (1) Conducting a Needs Assessment, (2) Ensuring Employees are Readiness for Training, (3) Creating a Learning Environment, (4) Ensuring Transfer of Training, (5)Developing an Evaluation Plan, (6)Selecting the Training Method, and (7) Monitoring and Evaluating the Program (Noe, 2008). Anna Williamson, manager of the LTE implementation team, will be responsible for creating and providing the training. The team members will review each step of the process and will provide feedback and buy-in. Once completed, this program will be used throughout the Florida region to......

Words: 1253 - Pages: 6

Training Plans

...are several ways to go about training and development. I will Identify the most common and explain. The most are informal, formal, self-directed, cross-training and job rotation. Informal training and development is rather casual and incidental. Typically, there are no specified training goals as such, nor are their ways to evaluate if the training actually accomplished these goals or not. This type of training and development occurs so naturally that many people probably aren't aware that they're in a training experience at all. Probably the most prominent form of informal training is learning from experience on the job. Formal, Systematic Training and Development involves carefully proceeding through the following phases: Assessing what knowledge, skills and / or abilities learners need, Designing the training, including identifying learning goals and associated objectives, training methods to reach the objectives, and the means to carefully evaluate whether the objectives have been reached or not. A systematic approach is goal-oriented (hopefully, to produce results for the organization and/or learners), with the results of each phase being used by the next phase. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall system's process. Self-directed training includes the learner making the decisions about what training and development experiences will occur and how. Self-directed training seems to be more popular......

Words: 2082 - Pages: 9

Workplace Training

...Workplace Training Human Capital Management HRM/531 May 10, 2010 InterClean, Inc. and EnviroTech has successfully merged as one organization. Last week job analyses were complete, new staff members were hired, and the organization is ready to focus on developing a training and mentoring program. The organization will look at training and mentoring needs, objectives to the program, performance standards, delivery methods, content, evaluation methods, feedback, and avenues for individuals who need further development. InterClean will lead the industry in cleaning products and services. As the organization moves in the new strategic direction staff members need to understand the importance of the organization’s mission, vision and goals. InterClean will invest in extensive employee training to boost productivity and have a better trained and skilled workforce to meet challenges and organizational goals. Training by definition includes the systemic advancement of knowledge, skills and abilities to adequately perform a task or job. Knowledge received by an individual needs to be consistent and applicable to daily work situations. InterClean will train new staff on products and services, and many other important work related responsibilities. New staff members need to posses an in-depth understanding of all products and services including local, state, and federal regulations pertaining to chemical products. Thorough organizational analysis, many areas for training and......

Words: 1191 - Pages: 5

Training Plan

...Team E will discuss all the different types of training tools and modules. In this paper team e will discuss the needs assessments, training methods, and training evaluation strategies. Mr. Stonefield will be able to effectively provide training materials and safe work practices for all employees. Environmental Analysis “Environmental analysis is the evaluation of the possible or probable effects of external forces and conditions on an organization’s survival and growth strategies” (Business Dictionary, 2014). Stonefield should consider all external effects toward the company when training employees. Anything that can happen most likely will happen when it comes to environmental effects. For example, the stock market crashing and millions of jobs lost would be the result of an environmental effect. Organizational Analysis “Organizational analysis is the process of reviewing the development, work environment, personnel, and operation of a business or another type of association” (Business Dictionary, 2014). When management periodically performs a detailed organizational analysis, the company can identify problems that have arisen, but have not been addressed yet. According to Cascio, W.F., 2013, organizational analysis focuses on identifying whether training supports the company’s strategic direction (Cascio, 2013). Demographic Analysis According to Business Dictionary 2014, demographic factors are socioeconomic characteristics of a population expressed statistically...

Words: 2709 - Pages: 11

Training Evaluation

... Unit 3 Assignment: Training Evaluation Marchel Jackson GM542-02N Training and Development 7/09/2014 Professor Prof. Kevin Nash INTRODUCTION In today’s society, the majority of successful organizations utilize some sort of training for new hires. Human resources and all administrative team members ensure new hires have all tools necessary to get the job done along with ensuring they know exactly how to complete the tasks being asked. Most training programs consists of one trainer teaching new hires how to successfully complete their duties and responsibilities. Although training programs are mandatory and necessary, it is also important to ensure the training being given is well beneficial, covers all bases for the duties being asked of the corporation, and entails relevant information tied to the job while excluded all unnecessary information for the new hires. Training programs are at an all time high in this day and age due to the constant changes of technology and increase in logical ways to make all aspects of organizations much more straight lined. Organizations make it known to new hires the importance of being actively engaged in the information being given so they will know exactly what to do once they are released to perform their duties and responsibilities. Training programs are a very important piece that organizations consider when hiring new employees, however, most organizations do not consider giving evaluations to their new hires at the end of......

Words: 1281 - Pages: 6

Training Plan

...Landslide Limousine - Training Plan When putting together a training plan, many factors need to be addressed. The needs of Landslide Limousine need to be analyzed. The environmental, organizational, demographical, operational, and individual needs need to be analyzed so that all of these are incorporated into the training plan. The methods of training need to be addressed. What media will be used in the training, the learning principles, how employees will learn skills or facts and the effectiveness of the various methods. Along with the above, training must be evaluated for effectiveness. What criteria will be used to assess training? Pretests are a method of testing training. Landslide Limousine will need to monitor and observe training, collect feedback from trainees, and then implement the feedback given. Following is a training plan for Landslide Limousine: Needs Assessment Landslide Limousine will first need to complete a needs assessment for their training. The first assessment will be environmental. Landslide Limousine will need to determine what impact unions will have on their business, and their training. Landslide will also need to determine what the effect of the economy will have to their business and training. Finally, with the environmental assessment, Landslide will need to be familiar with all laws, local, state, and federal that will need to be included in their training, as well as that will impact who, what, when, where training......

Words: 1859 - Pages: 8

Training in the Workplace

...protection of consumers should be evaluated. Much of this will relate to the validity of contract terms. Consideration is then given to the effectiveness of the remedies. This may include a discussion of potential difficulties of enforcement but does not need to consider the underlying problems of the limits of equitable remedies. Produce a PowerPoint presentation which evaluates the statutory rights given to a consumer in their dealings with a business and the remedies available. You will not be delivering this presentation just creating it. * Give a judgement, based on evidence you have collected for M3, about how well the law protects the consumer and business, including damages and equitable remedies (Give a detailed evaluation of how well the law protects consumers and businesses * Are there sufficient remedies for consumers * Are there sufficient remedies for businesses * Are some better than others? * You need to provide a comparison of the protection given to consumer purchases and business purchases from another business * Compare the different remedies available to consumers and to businesses when there is a breach of contract * Are businesses more protected than consumers and why? (think about contract formation and standard form contracts) * Consider the validity of the contract terms * Are businesses able to avoid liability through unfair contract terms? * How effective if the Unfair Contract Terms Act?...

Words: 252 - Pages: 2

Training Plan

...Training Plan Annette Zimmerman Everest University   The topics for my training plan will be as follows:  Importance of Listening  Listening self-assessment quiz and discussion of why listening is important and at times listening is also hard to do.  Better Listening  Learn how to focus on the speaker and be empathetic to them. Analyze what is being said and appropriately respond.  Effective Communication  Learn the levels of listening.  Level 3 – Daydreaming, faking attention, formal premature reply  Level 2 – Focus on the words, missing the intent expressed nonverbally  Level 1 – Opportunity to gather new and useful information  Active Listening Skills  Prepare to listen  Prepare to take notes  Show you are listening  Ask questions  Restate customer main points and concerns  Nonverbal communication  The way you react, move, look and listen shows people if you care, if you’re being honest with them and how well you’re listening and paying attention to them. The gestures we make, how close we stand, how much eye contact we make, the way we sit and how fast or how loud we talk; all send strong messages. These messages don't stop when you stop speaking either. Even when you're silent, you're still communicating nonverbally.  Handling Customer Complaints  Employees learn how to empathize with the customer in an appropriate manner record the complaint, what kind of details to capture, where the complaint should go after being recorded...

Words: 365 - Pages: 2

Evaluation of Training and Learning

...evaluation of training and learning These instruments for training and learning evaluation and follow-up were developed by W Leslie Rae MPhil, FITOL, Chartered FCIPD, who is an expert in this field, and author of over 30 books about training and learning. These materials are free for personal and organizational use subject to the terms stated (basically, retain the copyright notice, accept liability for any issues arising, and don't sell or publish the materials). This document contains the essential end-of-programme validation, feedback and follow-up instruments: most ready for use, others for you to develop to suit your own situation. You will make better use of these systems if you read the section on training and learning evaluation on www.businessballs.com. Instruments such as the ones included here are the most effective way of: a) determining what the participants have learned b) giving the learners time to reflect on their learning during the programme prior to their completion of their post-training personal action plan c) getting useful feedback in an organized manner, to help with future training planning, and d) ensuring trainees and learners follow-up their training with relevant actions to apply, improve, develop and reinforce learning attained. The document contains two alternative learning evaluation instruments; two suggested approaches to post-training personal action planning, and four types of 'reactionnaire' for......

Words: 3345 - Pages: 14

Training Plan

...Reflection/Training Plan Week 5 One of the best practices for a business is to have a solid need assessment, training method and training evaluation practice in place. In this paper we will go over the following: * Needs assessment * Environmental analysis * Organizational analysis * Demographical analysis * Operational analysis * Individual analysis * Training methods * Types of media * Learning principles * Training for learning skills or facts * Effectiveness of methods * Training evaluation strategies * Criteria * Pretests * Monitoring and observing training * Collecting feedback * Implementing feedback Needs Assessment Environmental analysis The purpose of the assessment phrase is to define what employees should learn in relation to job behavior. (Cascio 2013) For example with Landslide limousine all job duties and description should be defined and there should be training in place to make sure of the employees success. Organizational analysis Focuses on identifying whether training supports the company’s strategic direction, whether managers, peers, employees support training activity and what training resources are available. (Cascio2013) So with your current budget as a startup company we recommend you be conservative with your training since resources will be limited. We suggest a lot of training should be grassroots or hands on......

Words: 2266 - Pages: 10

Workplace Training

...What  Corporate  Training  Professionals  Think  About  e-­Learning:  Practitioners’  Views  on  the  Potential  of   e-­Learning  in  the  Workplace   WHAT  CORPORATE  TRAINING   PROFESSIONALS  THINK  ABOUT  E-­LEARNING:   PRACTITIONERS’  VIEWS  ON  THE  POTENTIAL   OF  E-­LEARNING  IN  THE  WORKPLACE   ! Allison  Rossett  and  James  Marshall   San  Diego  State  University     ABSTRACT   An   exploratory   study   of   954   mostly   veteran   workplace   learning   professionals   sought   to   determine   why   respondents   adopt   e-­learning.    The   results   indicated   that   they   see   e-­learning   was   most   valuable   for   delivering   instruction   governing   familiar   company   tasks,   such   as   providing   information   about   products,   fulfilling  compliance   requirements,   and   securing   standardization.     While   the   results   were   largely   predicted  by  the  investigators,  respondents  offered  one  surprising  conclusion.  Respondents  believe  that  e-­ learning   is   useful   in   capturing   and   sharing   best   practices.   They   concluded   that   technology-­mediated   learning  is  less  capable  of  providing  instruction  in  tackling  murky  challenges,  such  as  teaming,  cultural   understanding  and  passion  for  the  work.     KEYWORDS   e-­Learning,  Corporate  Training,  Compliance,  Globalization,  Soft  Skills,  Corporate  Training   Professionals,  Survey   I.......

Words: 4845 - Pages: 20

Training Plan

...Training Plans Importance. M3 Planning, designing and delivering a training plan is hard work, this is why it is always a suitable idea to plan ahead if you have one coming. You will then realise just how important it is to stay organised and plan for your training regime. I will be writing a report on the Subway training methods and use real life examples to show how important it is for the training to go well. To start with Subway uses online training Methods, this is an easy and time effective way to get across everything that needs to be knows for that job role, as well as others. To access the training you will need to be logged on to the online webpage and here on out you will have a set amount of courses to complete. This is time effective as it is all done on the computer, no one is teaching it to you so there will be no tutor time wasted. This is by far the best method for companies such as Subway that will have a high turnover rate, as it will allow the same thing to be posted to every single employee. If one leaves and another one comes in the next week then they will just need to complete the online training and therefore be up to date on the need to know. Carrying on from this, another more different approach to the Subway training would be the shadowing or ‘’on the job’’ training. This is where the applicant goes to work and will be copying and learning from an already existing employee, usually a team leader. This is also a good way as it will mean the......

Words: 1909 - Pages: 8

Training in the Workplace

...2004). Workers have a number of incentives for participating in training, including employment and job security as well as job improvements (e.g., promotion, better pay, and better working conditions). Personal satisfaction remains an important incentive for informal learning as well (Bloom & Lafleur, 1999). Some workers are expected to finance their own workplace training. Historically, many workers have completed specific, self-funded training courses prior to their hire. More recently, some employees have been expected to fund firm-specific training by foregoing pay during their “training” period. There appears to be a “union effect” in the provision and support for training, as set out in the following reading. Workers Education & Training In what ways is training contested terrain? This refers to the issues and debates related to “why” training in Canada and its structure within the idea that training could be contested terrain. As general discussion of productivity and Human Resources followed by a review of skills-related issues such as: science changes, the knowledge, the economy, skill developments, and the relationship of immigration/emigration to skills shortages and surpluses. These issues are examined from the perspectives and value systems introduced. We could conclude on the notion that training as ultimate answer to the challenges presented in the labor market. How do the training needs and expectations of the workers and employers differ?......

Words: 1005 - Pages: 5