07 | Provide Ongoing Education Table 7.1 Steps to Effective Training
1. The Need—Determine where the performance gaps exist. 2. The Content—What are the training objectives? To identify the objectives, follow these steps: • Check standards that specify content. • Identify changes in the operation that require training. • Review quality studies and identify areas that require training for improvement. • Talk with employees during performance reviews and ask them what they need and want to learn. • Observe operations and make notes of skills that need to be developed. • Check with colleagues for new ideas about training content.
A well-written objective begins with an action verb and should fit the S.M.A.R.T. principle: Specific/ Measurable/ Achievable/Relevant/Timely. Examples include:
• Describe the importance of and access to Safety Data Sheets (SDS). • Use proper protective equipment when using chemicals in the kitchen. • Document food waste using appropriate forms. • Compute cost of menu items. • Demonstrate proper handwashing procedures. • Use proper portion control utensils. • Define proper cooling procedures for soup.
All the above begin with a verb and are outcomes of the training session. As training content is defined, try to focus on specifics. For example, a session about all aspects of safety may be too much. A session about appropriate knife handling and another session about lifting objects safely are likely to generate better outcomes.
Content also includes: • Instruction methods • Instructors • Scheduling the time and place for training • Developing evaluation criteria
3. The Delivery—How will the message be conveyed? Different methods include explanations, relatable examples, stimulating activities, and real-world applications.
4. The Evaluation—Develop a feedback form to assess if the program was effective and if the learning was achieved.
5. The Future—Use feedback to develop future training sessions. Identify successes, failures, and make changes. Source: Nelson, 2023