Many people do not understand the main difference between education and training. Education is giving out information and communicating for your trainees. Training is all about practice and building skills. Today's younger generation of employees wants to learn, not educated.
Problem is, if we do not educate them before we train them, it might lead to problems. Think about how you learned they are driving. You need knowledge of the laws and so the actual training of getting driving. Same can probably be said for researching the birds and also the bees--if the training part isn't done effectively, the training can lead to undesirable results!
Mark Flores, director of ops for Chuck E. Cheese's, uses the macaroni-and-cheese example to show the main difference. Most people have made mac & cheese lots of times in our lives, but when we don't follow the instructions exactly, we may get macaroni soup, crunchy macaroni, or another type apart from what we intended. So how do we deliver education and training to ensure consistency?
Manuals. Boooooooooring! We do need documentation, but make it fun! Include tons of photos and minimal text therefore it is more of a comic book strip look. Individuals are more prone to remember what they see versus what they read, so retention of information is better. Additionally, it's simpler to result in other languages.
Videos. Much better than reading for many employees, but they need to be short segments (3--5 minutes maximum) with a lot of visual image changes. Our employees today are used to watching CNN with talking video, a crawler message along the bottom, and also the weather forecast about the side--all while having four online chats with their friends. Long, drawn-out videos lose their attention quickly. Watch a segment and go practice what you learn. You can view the next segment next.
Online. Golden Corral, White Castle, Sea Island Shrimp House, Buffalo Wild Wings, and Chuck E. Cheese's are using or testing e-learning. Since it is self-paced, it goes at the speed of the learner. Be careful: As we have seen with e-books, it's not too comfortable to read a book on the PC, so keep your text low. Review questions can be built-in like a checkpoint for that learner to succeed to the next section. Great way to replace video and print, but it is still not "training."
Tests. All of us hate tests! To make sure consistency in tests, keep them simple and visual (use as numerous pictures as you possibly can), and use multiple-choice, ordering, or true-false format to make sure consistency in grading. The majority of our employees no longer take fill-in-the-blank or essay tests. Ensure they've the basics down. Do all of your trainers actually grade tests exactly the same way?
All of the above types of "training" are really just education, yet most managers think it's training. We didn't get our driver's license after reading the book, watching the video, and passing a test--we had to demonstrate our skills towards the authorities before we received permission they are driving. Education may be the unfortunate requirement that must come first, though.
Do we follow the same format with this employees? A lot of companies do not--we just memorize a lot of useless information the guest cares little about after which we're ready. You need to be validated about the skills it requires for the job and re-validated periodically in the future. Understanding the job and doing the job are two entirely different things--and the guest notices.
Skill Validation
Having the new employee demonstrate skills for any manager teaches you two things: how good the trainer was, which the employee can perform the functions of the job. We all may think we have exactly the same meaning of "greet the guest" or "suggestive sell," however when we have seen our employees in action, we discover it's all regulated across the board. If we do not coach them through the skill, they'll function the things they see at other restaurants (which frequently isn't good). Conduct these validations every 90--180 days to maintain standards surface of mind.
People train people. Just because someone is a good employee does not mean they'll be a good trainer. The proper tools to educate can help, however the payoff is incorporated in the trainer demonstrating, coaching, and validating the ability of a brand new employee. To illustrate this time for your team, ask your trainers to train yourself on how you can tie your shoes or placed on a shirt. Behave like you realize nothing about this. Point being, it's a simple task we are able to all do in our sleep--like ringing up orders or making burgers--but it's incredibly hard to train another person how you can get it done.
Author Resource:
Read more about ww.naukri.com and sarkari naukri in orissa
![[Valid RSS feed]](http://www.look4articles.com/images/icon_Rss.png "XML Feed For RSS"){kind=icon}
Category Rss Feed
Print This Article
Add To Favorites
![[Valid RSS feed]](http://www.look4articles.com/images/rss.jpg "XML Feed For RSS")