EMPLOYEE

TRAINING
AND
DEVELOPMEN
T
 Kelas: 3F
CHOERUL UMAM
DIPA AL-PRABA
EDLI NAUFAL
JEAFEN FILBERT CHAYADI
M RIZKY HARIS
SHAFIRA ZAHRANI
Chapter 6: Employee Training and
Development

 Importance of Training
 Who Will Do the Training
 How Employees Learn Best
 Developing a Job Training Program
 Retraining
 Overcoming Obstacles to Learning
 Turnover & Retention
Importance of Training:
Teaching People How to do Their Jobs

 There are 3 kinds of training:

 Job Instruction
 Retraining

 Orientation

 The big sister, big brother, or buddy system is when a

old hand shows a newcomer the ropes.
 When good training is absent there is likely to be an
atmosphere of tension, crisis, & conflict because nobody
knows what to do.
The Benefits of Training
 Gives the supervisor more time to lead,
standardizes performance, less absenteeism, less
turnover, reduced tension, consistency, lower
costs, more customers, better service.
 Gives the workers confidence & knowledge to

do their jobs, reduces tension, boost morale &

job satisfaction, reduces injuries & accidents,
gives them a chance to advance.
 Gives the business a good image & more profit.
Then why is training often
neglected?

 Urgency of need.
 Training time.

 Costs.

 Employee turnover.

 Short-term associates.

 Diversity of worker.

 Kinds of jobs (simple-complex).

 Not knowing exactly what you want your

people to do & how.

Who will do the training?
 The magic apron method: people train
themselves the easiest ways to get the job done, &
what will keep them from getting into trouble.
 The person that is leaving trains: teaches

shortcuts & ways of breaking the rules.

 Big sister, big brother, or buddy method: passes

on bad habits & may resent new person as a

competitor.
 The logical person to train new workers is

YOURSELF!
How employees learn best:

 Learning is the acquisition of skills,

knowledge, or attitudes.
 The adult learning theory is a field of

research that examines how adults learn.

 A number of the following tips come from
the adult learning theory.
How employees learn the best:

 When they are actively involved in the learning

process (to do this you must choose the appropriate
teaching method).
 Training is relevant & practical.

 Training material is organized & presented in chunks.

 Training is in an informal, quiet, & comfortable

setting.
 When they have a good trainer.

 When they receive feedback on performance.

 When they are rewarded.

Developing a Unit Training Program

 Training plans each represent a learnable,

teachable segment of the job:
 1st Establish performance standards: they

provide a ready made structure for a training

program.
 2nd Write a training objective derived form

above.
 3rd Develop standard procedures (list tasks &

spell them out).

Developing a Unit Training Program

 This is taught in several sessions.

 It should provide checkpoints to measure progress.
 The method of training should include 2 elements:
 Showing & telling the trainee what to do.
 Having the trainee do it (right).
 This is known as job instruction training.
 The closer the training method, setup & materials are to the on-the-
job situation, the better the training.
 The location of the training should be a quiet place free of
interruptions.
 One-on-one training generally works best.
 However, group presentations have certain advantages (general
information).
Developing a Unit Training Program

 Your training materials should include the

same equipment & supplies that will be
used on the job, & they should all be on
hand & ready before the training starts.
 Developing a written training plan helps

you to think out all the aspects of the

training & to orient everything to the new
employee & the details of the job.
Moving from Plan to Action

 Training people with some experience

begins with a pretest.
 Experienced associates should end up

meeting the same standards as people

whom you train from scratch.
 Once the training process is complete

EVALUATE.
Evaluation
 Formal evaluation: uses observation, interviews,
& surveys to monitor training while its going on.
 Summative evaluation: measures results when

training is complete in five ways:

1. Reaction
2. Knowledge
3. Behavior
4. Attitudes
5. Productivity
Job Instruction Training (JIT)

 Also called on the job training.

 Consists of 4 steps:

1. Prepare the associate.

2. Demonstrate the task.
3. Have the associate do the task.
4. Follow through.
Retraining
 Needed when changes are made that affect the job,
employees performance drops below par, when the
worker has not mastered a particular technique, or your
people themselves may ask for it.
 A positive one-on-one approach to retraining is referred
to a coaching.
 Coaching is a 2 part process:
 1. Observation of the employees performance.
 2. Conversation between manager & employee

focusing on job performance.

Overcoming Obstacles to Learning

 Reduce fear with a positive approach (convey confidence in

the worker).
 Increase motivation:
 Emphasize whatever is of value to the learner, make the
program form a series of small successes, build in
incentives & rewards.
 Adjust teaching to learners level.
 Laziness, indifference, resistance may mean a problem
worker.
 Approach training from the learner’s point of view.
 Keep it simple, concrete, practical, & real.
Overcoming Obstacles to Learning

 Sometimes the training program is the

problem.
 If it is abstract, academic, impersonal, or unrealistic,
it will not get across.
 Sometimes the instructor causes the learning
problems.
 Trainers need to know the job well enough to teach
it.
 They need to be good communicators, able to use
words other people will understand, sensitive
enough to see when they are not getting through.
Turnover & Retention
 Many hospitality operations have a labor
turnover of more than 100%.
 Retention is the term given to keeping

employees from “jumping ship”.

Turnover & Retention
 In study by the Hay Group over a ½ million employees in 300
companies were asked about important retention factors, the top 10
were:
 Career Growth, learning & development.
 Exciting & challenging work.
 Meaningful work.
 Great people to work with.
 Being part of a team.
 Having a good boss.
 Recognition of work well done.
 Autonomy & a sense of control over work.
 Flexible work hours.
 Fair pay & benefits.
Turnover & Retention
 Strategies for improving retention:
 Hold 50/50 meetings.
 Practice management by wandering around.
 Work side by side with employees.
 Conduct exit interviews.
 Use other methods to listen (i.e. suggestion systems).
 Recognize a job well done.