Training and development of a line cook

Making sure every employee is properly trained is just as important as any other aspect of being a HR manager. In order for every employee to be successful, the company must teach their new worker’s “with the information and skill that they need to effectively perform their jobs” (Dessler, Chhinzer & Cole, 2015, p. 152). In the analysis of my organization I will evaluate the training process of a line cook and shed light on key areas that can be improved. In my training as a line cook browns essentially used the first two stages of the five-step training process (Dessler et al, 2015).

On my first day we begun with a basic fundamental task. We were given a tour of kitchen so that we could start familiarizing ourselves with where things were kept around the kitchen. At certain points during the tour I was given descriptions on the particular tasks I was to perform. (Dessler et al, 2015). From there, we began hands on training, which essentially means “learning the job by actually performing it” (Dessler et al, 2015). This is one of the most effective ways one can learn. During the time I was hired browns was really busy so I was essentially tossed into the mix immediately after with little to no time to review, leaving me to ask questions constantly during the job.

During my training at Browns Social house there were several gaps. Before one begins training there should be a rundown of or a list of the most important tasks, so new employees know what the most significant parts of the job are. (Dessler et al, 2015). By having a list of duties or tasks, ” a training program could then be created and implemented with the aim to accomplish these tasks”, which in the end will result in a more successful training program (Dessler et al, 2015, p. 157). Despite the fact that the hands-on training was useful, more guidance is needed.

Before a new employee receives hands on training, they need an in-depth description of what needs to be completed. It makes it very difficult to answer the questions and concerns of customers and learn from it when no information given prior. Another improvement that Browns could make is the assessment of training from the five-step training process (Dessler et al, 2015). Above all else, “it is critical to provide frequent feedback, practice, and encouragement”

so that new workers understand where they are in the taining/learning process. Allows them to fully capitalize on the training being given (Dessler et al, 2015, p. 160).

Career planning is very important to companies as it can help with “the retention of employees and diminishes the turnover of valued workers” (Dessler et al, 2015). Company’s should concentrate on the vocation progression of current workers to reduce costs. There are various ways by which managers can help with the career planning and progress of new employees. One-way managers can aid the progression of workers is recognizing the qualities of the employee, in other words identifying their skills (Dessler et al, 2015). It is important for companies as well as the employee to know their skills, strengths and weaknesses.

Understanding or knowing what they are or are not capable of doing can help “determine the particular occupation chosen (Dessler et al, 2015, p. 163). This way employees can go over their strengths and weaknesses with a manager and in the end build a career plan. Another way that managers can help its employees is by going about as a guide or a mentor (Dessler et al,2015) Employees need to see how they are performing, which is why managers giving performance feedback and offering developmental assignments is important  (Dessler et al, 2015, p. 165).

In the event that the employee is not performing up to standards, perhaps they could perform better in a different position within the company or develop within their current position. This can assist the companies with the retention of workers. Another way manager’s can help employees with career development is by career counselling (Dessler et al, 2015). It is important for managers to provide counselling to workers so as it maintains employee happiness.

Lastly, managers should concentrate on life trajectories or work-life balance of employees (Dessler et al, 2015). When aiding employees with career development managers must take this extremely seriously. Allowing this flexibility is an unquestionable requirement from managers since “issues of work-life balance are becoming more significant in peoples’ reflections about their career aspirations (Dessler et al, 2015, p. 164). This is something managers should encourage as it is extremely critical in the retention of employees.

At Browns Social House, mentoring and coaching is one of if not the greatest responsibility when it comes to training and development. On my first day as a line cook, I spent most of it shadowing another cook as they had more experience and had been working there longer. I was allowed on the line when business was slow and when I did something wrong my mentor would tell me, then coach me on how to properly handle the situation.

Not only did I by shadowing the more experienced worker, new employees are essentially taught by the colleague. They’re told precisely the best way to deal with specific circumstances and are urged to commit errors in order to learn. This certainly shapes a coach association with the accomplished colleague. This forms a mentor like relationship with the experienced co-worker. Mentorship is continually used at Browns and plays a key role in training and development process.