Outline a plan for New entrant's induction training
Our Background
We are the Catering Manager of a staff canteen in a large multi-national company. The kitchen supervisor has just left and we have decided to offer the position to the best candidate from our recent recruitment interviews, this candidate is a well-qualified cook, but has no previous supervisory experience.
For resolve this situation, we need to:-
1. Outline our plan for this new entrant’s induction training; and
2. Explain and justify our plan with special reference to learning theories.
Methods
In order to help the new kitchen supervisor to settle down quickly into his job by becoming familiar with the people, the surroundings, the job and the business; and satisfy our company’s need that we want our Kitchen Supervisor is not only a well-qualified cook but also a good supervisor. We plan to provide a Typical Induction Program and an ongoing Supervisor Training Program.
Our plan of Typical Induction Program includes:-
- Any legal requirements (for example, some Health and Safety training is obligatory)
- Any regulatory requirements (for example in the banking sector certain forms need to be completed)
- Introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc.)
- A basic introduction to the company, and how the particular department fits in
- A guided tour of the building
- Set-up of payroll details
- Introductions to key members of staff (department staff, supervisor grade)
- Day to day Tasks
Our plan of Supervisor Training Program includes:-
1. Essential Skills of Leadership (ESL)
2. Essential skills of Communicating (ESC)
3. Developing Performance Goals and Standards
4. Providing Performance Feedback
5. Improving Work Habits
6. Coaching Job Skills
7. Delegating
8. Effective Discipline
9. Managing Complaints
10. Supporting Change
11. Resolving Conflict
Analysis
According to human resource management theories, Training and Development is a widely
We are the Catering Manager of a staff canteen in a large multi-national company. The kitchen supervisor has just left and we have decided to offer the position to the best candidate from our recent recruitment interviews, this candidate is a well-qualified cook, but has no previous supervisory experience.
For resolve this situation, we need to:-
1. Outline our plan for this new entrant’s induction training; and
2. Explain and justify our plan with special reference to learning theories.
Methods
In order to help the new kitchen supervisor to settle down quickly into his job by becoming familiar with the people, the surroundings, the job and the business; and satisfy our company’s need that we want our Kitchen Supervisor is not only a well-qualified cook but also a good supervisor. We plan to provide a Typical Induction Program and an ongoing Supervisor Training Program.
Our plan of Typical Induction Program includes:-
- Any legal requirements (for example, some Health and Safety training is obligatory)
- Any regulatory requirements (for example in the banking sector certain forms need to be completed)
- Introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc.)
- A basic introduction to the company, and how the particular department fits in
- A guided tour of the building
- Set-up of payroll details
- Introductions to key members of staff (department staff, supervisor grade)
- Day to day Tasks
Our plan of Supervisor Training Program includes:-
1. Essential Skills of Leadership (ESL)
2. Essential skills of Communicating (ESC)
3. Developing Performance Goals and Standards
4. Providing Performance Feedback
5. Improving Work Habits
6. Coaching Job Skills
7. Delegating
8. Effective Discipline
9. Managing Complaints
10. Supporting Change
11. Resolving Conflict
Analysis
According to human resource management theories, Training and Development is a widely