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Training at tasty bites

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  • 1. TASTY BITES Introduction A company is nothing but the collective intellect of its people. Business growth can only take place through people growth. And the more a company harnesses the potential of its people, the faster it will grow. Equally, the faster it grows, the more opportunities it can create to excite and retain talent. We have recognized this since our inception. People development has always been central to Tasty bites and our business strategy .To achieve our full potential, we must continue to empower our people to stretch their minds, ingenuity and abilities. Those aspiring to join Tasty Bites management cadre are expected to have certain attributes. There are certain competencies according to Tasty bites, which indicate whether a person has the essential behaviours, the potential to contribute and the strength of character that does not falter or flinch. The aspirants could be fresh graduates, people with experience in similar companies or those promoted from within the company's non-management cadre. “Let us, then, be up and doing With a heart for any fate Still achieving, still pursuing Learn to labour and to wait”
  • 2. TASTY BITES Training policy. Training of managers is not restricted to skills. It also develops the individual's intellect, builds leadership qualities, inculcates entrepreneurship and, above all, moulds the individual as a person with high self-confident integrity, team commitment and the capacity to learn from experience. Two important aspects of this development effort are to provide the individual with real-life feel of the needs and aspirations of the consumers we seek to serve, and to build in them a holistic understanding of business. “We believe that people make all the difference. We found that two adjoining territories could be similar in almost every respect - our products, the competition, and other factors - but varied enormously in profitability. In the end it was the quality of the people that made all the difference." Vision Statement “To prepare employees to develop specific skills necessary to perform effectively in their current job assignments” Mission Statement “Our mission is to establish a basic curriculum of programmes and courses that management can assess to ensure that all employees are able to do the job effectively and efficiently – Healthy employees with healthy minds foster the company’s prospects”. Various training policies followed by our organization: 1. In - house training policy: - Our company will be focusing mainly on in-house training because training designed and led by someone the employees will be working, focusing on organization– specific information has obvious benefits and quick applications. 2. External training:-
  • 3. TASTY BITES Balance between In-house and External training. 3. Deputation:- Delivering the notice: The notice of the training will be given minimum one week in advance so that the acknowledgement from the employees is collected well in advance. “Each morning sees some task begun Each evening sees it close Something attempted Something done Has earned a nights repose”
  • 4. TASTY BITES Company policy Our company policy is transparent and very flexible. The company is open to all its employees suggestions. If there are any new policies or development programmes suggested by the employees the management encourages it. We have made a commitment to our employees that we strive to achieve with our actions every day. And to make sure we deliver on this promise, we have in place five people principles. These people principles reflect Tasty Bites values and describe the culture we embrace. 1. Respect and Recognition • Managers treat employees as they would want to be treated. • Employees are respected and valued. • Employees are recognized formally for good work performance, extra effort, teamwork and customer service. 2. Values and Leadership Behaviors • All of us act in the best interest of the Company. • We communicate openly, listening for understanding and valuing diverse opinions. • We accept personal accountability. • We coach and learn. 3. Competitive Pay and Benefits • Pay is at or above local market. • Employees value their pay and benefits. 4. Learning, Development and Personal Growth • Employees receive work experience that teaches skills and values that last a lifetime. • Employees are provided the tools they need to develop personally and professionally.
  • 5. TASTY BITES 5. Resources to Get the Job Done • Employees have the resources they need to serve the customer. • Restaurants are adequately staffed to allow for a good customer experience as well as to provide schedule flexibility, work-life balance and time for training. “To look is one thing To see what you look at is another To understand what you look is third To learn what you understand is still something else But to act on what you learn is all that really matters Isn’t it?!” Training budget
  • 6. TASTY BITES It is our company’s policy that 3-5% of the company’structure budgeted sales should be allocated towards training and development of its employees and if need arises the company will extend its budget to a reasonable extent. Elements of training budget 1. Number of Employees 2. External / Internal faculty As ours is a new company, initially we do not intend to hold training programmes with internal faculty for our employees, but in the future, depending on the growth prospects of the company, we would have an internal trainer. At present we intend to hire external faculty for the purpose of training our employees. 3. Duration We will have intensive training during early hours of the day on weekdays 4. Equipment 5. Venue The training will either be held in-house i.e. within the company itself and also will be held externally at various venues like BMA, CII (Confederation of Indian Industry), WTC as well as at hotels like Sea Princess and Sun-n-sand. In- house training will be conducted in the company’s conference room, even if the trainer is an external faculty. In case of an external venue of training, the company will bear all the expenses including first-class train fare, if necessary, lodging and boarding at a 3-star or a 4-star hotel. 6. Printing and Stationery 7. Miscellaneous expenses (gifts, etc.) Types of training at Tasty Bites
  • 7. TASTY BITES Induction training: Induction training is the training given to an employee on joining the organization. The main purpose of the induction training is to make a new employee comfortable, when he joins the organization for the first time. Within 3-6 months after joining our company, all new employees participate in a one week orientation program about the company’s management practices. They hear the mission statement. They hear from top executives about what the market is like and where the opportunities are. They hear from the legal department. They hear about affirmative action and they spend 2 days learning about the company’s management by objectives (MBO), performance evaluation system. Induction training in our organization will consist of the following: Introduction from the CEO Vision and mission Introduction of the organization Structure of the organization Accountabilities and responsibilities Performance standards Competitors Job descriptions, etc. Sales training: Emphasis should be towards on the job as well as off the job training methods in training the sales personnel. Course content include Job knowledge Organizational knowledge Knowledge about the company’s products, customers and competitors, Sales administration procedures, Law concerning sales, Special skills like making presentations, handling objections, etc.
  • 8. TASTY BITES Company attitudes such as loyalty to the company and trust in the company’s products, understanding and tolerance with regard to potential and existing customers. Job training It refers to the training provided with a view to increase the knowledge and skills of the employee for improving performance on the job. Employees may be taught the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job. Safety training Training provided to minimize accidents and damage to machinery is known as safety training. It involves instruction in the use of safety devices and in safety consciousness. Customer service training Being a fast food company our job is to achieve consistent customer satisfaction upto the highest level, thus a major thrust of our training programmes will be on customer service. We at Tasty Bites believe that as “differences between goods and services shrink the company that coddles customers best, has the competitive edge.” Training begins with generic telephone skills and becomes increasingly specific as the programme wears on. Performance Management System Team building Training Various team building Exercises are conducted in our organization to increase cohesiveness, synergy, leadership, crisis management, assertive behaviour, etc for better performance of its employees.
  • 9. TASTY BITES Methods of training at Tasty Bites A number of training methods are available; it is the responsibility of the person incharge of training to use the most suitable method. The best method will depend upon the type and nature of job, the amount of knowledge and skill required, cost, time available and policies of the organization. On the job training Under this method the trainee is placed on a regular job and taught the necessary skills to perform that job by a qualified instructor or worker. The main advantage of this method is that it imparts skills, knowledge and experience under the actual working conditions. Some of the training methods based on on the job training in our organization are: Job rotation Apprenticeship Coaching Understudy method Job instruction training method Off the job training Under this method of training, trainee is separated form the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity of freedom of expression of trainees. Of the job training methods followed by our organization are as follows: Vestibule training Lecture method Role-playing Films and slide shows Discussion methods
  • 10. TASTY BITES Training techniques at Tasty Bites Techniques Description Ice breakers Games to get team members know each other Skill games Tests to develop analytical skills Leadership games Exercises to teach different styles of leadership Lateral thinking Thinking randomly to come up with new ideas Communication games Exercises to build bais free listening and talking Shifting physical positions Highlighting of communication problems 9+1+23 Self-assessment by a leader of leadership skills Built-in tension Teaching the importance of resolving matters Shadowing Working under a senior to watch and learn “I HEAR AND I FORGET….. I SEE AND I REMEMBER….. I DO AND I UNDERSTAND……” Training Aids at Tasty Bites  Films, Slides, Projectors, Movies, Stills.  Charts, Graphs, Flash Cards, Flannel Boards, Pictograms.  Pamphlets, Brochures, Handbooks, Manuals.  Libraries and Reading rooms.  Teaching Machines, Closed Circuit TV.  Exhibits, Posters and Displays/
  • 11. TASTY BITES  Notice Boards, Bulletin Boards, Enlarged Drawings.  Cartoons, Comic books, Books. “Catch a man a fish Feed him for a day Teach a man to fish Feed him for life” Training norms If a training programme is scheduled, an employee is expected to attend an in-house or public training programme; he is expected to be on time at the venue. Physical and mental presence is essential. They are also expected to give a short presentation to their immediate authority on what they have learnt in the training programme. They are also expected to give a feedback on their plan of action as to how they will implement what they learnt from the training session.
  • 12. TASTY BITES If they don’t adhere to these norms, they would be refrained from attending any training programmes for the next 6 months and are still expected to work with the standards laid down by the company which they would otherwise conform to. Any deviation may result in major consequences. This is mainly to ensure seriousness amongst the employees about the programme. Inductions 1st and 2nd session - Introduction from the CEO Vision and mission Introduction of the organization Structure of the organization Accountabilities and responsibilities 3rd session - Business ethics, EQ and commitment
  • 13. TASTY BITES 4th session - Interpersonal and communication skills(individual and group verbal communication skills) 5th session - Time management, stress management and assertive behaviour. 6th session - Leadership and motivation skills. Sales training 1st session - Consumer behaviour (Role plays, etc). 2nd session - creativity and innovation. 3rd session - Selling skills and aids. 4th session - Target and forecasting. 5th session - Communication skills and developing customer relations. 6th session - Planning, time management and stress management. Training Calendar Jan Feb March April May June Induction 1st - 7th 1st – 7th Sales 8th & 9th 8th & 9th 8th & 9th 8th & 9th 8th & 9th 8th & 9th Safety 24th 24th On-the-job 16th – 16th -20th 20th Performance 5th Management
  • 14. TASTY BITES system Team 15th -16th 15th – Building 16th Customer 4th 4th 4th 4th 4th 4th service Deputation 11th 18th – 19th All the employees Sales representatives, sales Manager, Sales Supervisor and Distribution Manager. Sales Supervisor and Distribution Manager Budgeting and training for Finance Manager at WTC conducted by CCA Finance consultants. HR Manager training at Pune conducted by Renaissance Consultants. Conclusion To develop and retain top talent, we have put in place a process that helps identify potential business leaders much earlier in their careers; they are then placed on a fast track of personal growth. We are already creating substantially opportunities for entrepreneurial leadership for managers through far-reaching changes to the organization structure. The aim is to provide substantial business leadership opportunities for managers as and when they are ready, as opposed to when they reach a certain level of seniority.
  • 15. TASTY BITES We are not going to give in to a hollow concept of bigness, because people make a company — not a balance sheet or a listing on the Bombay Stock Exchange." "Take good care of those who work for you, and you will float to greatness on their achievements."