Training Plans Importance.

M3
Planning, designing and delivering a training plan is hard work, this is why it is always a suitable idea to plan ahead if you have one coming. You will then realise just how important it is to stay organised and plan for your training regime.
I will be writing a report on the Subway training methods and use real life examples to show how important it is for the training to go well. To start with Subway uses online training Methods, this is an easy and time effective way to get across everything that needs to be knows for that job role, as well as others. To access the training you will need to be logged on to the online webpage and here on out you will have a set amount of courses to complete. This is time effective as it is all done on the computer, no one is teaching it to you so there will be no tutor time wasted. This is by far the best method for companies such as Subway that will have a high turnover rate, as it will allow the same thing to be posted to every single employee. If one leaves and another one comes in the next week then they will just need to complete the online training and therefore be up to date on the need to know. Carrying on from this, another more different approach to the Subway training would be the shadowing or ‘’on the job’’ training. This is where the applicant goes to work and will be copying and learning from an already existing employee, usually a team leader. This is also a good way as it will mean the applicant will be put into the deep end so to speak and will be able to learn straight away as well as get a head on experience. This is the fastest way to learn how to do your job. It has its advantages as stated but also has some disadvantages as well, such as getting in the way. The applicant will feel as though he/she is getting in the way of others, this may very well be what is happening. It will not allow the trainer to get on with work at the usual speed of things as he or she will always be tutoring. When choosing the method of training there are certain factors that will take place, for example has the applicant ever worked before, if so, has it ever been in a place like this. This will allow a clear view of what training should be lead out. If the applicant had never done anything like this then it is probably best to get him or her to do the online training first. But if they have worked in catering before or even if it is in the same store but different location then it would probably be vest to put them into on the job training.
Of course this will vary as you go higher up the hierarchy level, you are not going to give the regional manager an online course to do then let them be on their way. No. There are different factors in different levels of the organisation. For example for the Subway manager you would preferably not just give them an online course, there will be meetings set up and presentations to show them what to do. More money will be spent to train a manager than to train a shop floor employee. A training method for a manager would be to have a meeting and a speak as well as present on what is expected to be done for this role. The factors to be considered whilst choosing what training method will take place are going to vary as the levels vary. Like I have said before the training schemes will be a lot different. But, the factors that will decide what training you will be best fitted, these will become more sensitive whereas for the shop floor all it is is the same training for everyone, training online. But if this was going to be something like a new manager for the store then they will not be able to start as soon as a shop floor employee, due to the required training taking a lot longer. The factors to be considered will vary, this is because the roles that are being taken on are going to have a lot more responsibility. The factors that will be considered will be a lot different, for example what experience does he or she have (this one may be similar), what knowledge do they have…grades…degrees etc.

D2

I had taken part in a training recently on how to take part a skateboard, the planning that took part was to really just come up with an icebreaker to get the participants warmed up, as the rest was straight forward and mostly physical I would not need a PowerPoint for this, but instead I had figured out and rehearsed the flow of my programme. For example, I started with an ice breaker and I would wait for a few moments after before continuing, I planned to do every step twice then allow for the participants to do it themselves, after this I would move on. If they did not understand a step I would go back and show them this again until they would understand, asking what they didn’t understand and trying to improve this. I had thoroughly planned what I had wanted to do and how long it would take me, I also planned how many people my training module would take, as it was mostly physical I figured a smaller group would be better as it would be quicker and easier to control. At the end of the training regime they had a fair idea on how to take part the setup. I got them to feed back to me and answer questions on what order the parts needed to go into and as it is fairly straight forward they got the hang of the it.
If I had something that I would need to improve upon, this would have been the speed of the presentation, I would have liked to do it a bit slower and gone over the single parts a bit more clearly, allowing the participants to have a better understanding of the topic.
I believe that the trainees enjoyed the lesson as well as learnt the objective, reason being that they were showing positive signs whilst learning.
The design of the training is clearly that it is a physical module for a smaller group, this is because the smaller the group the less chance there is for someone to not understand, going back and having to explain over and over would be what a video is helpful for. Which now thinking about it is what I should have done...But anyway this is the design of the plan, if I were to have a larger group then I would have started with a presentation. I chose the method of training by thinking that this is the best way to be trained. This is how I was trained and learnt the ins and outs of it within a few minutes.
The delivery of my training was good, there were different stages I had planned for. The beginning which would be the icebreaker, then I had the middle which was me going over the basics and getting them to listen and answer a few questions as I was going through the demonstration, then at the end I would ask them how they found it and to give me some feedback.

D3

Training itself is very important to see the business move forward into its goals, there are various different training methods that I have been through. It is a very important step for the business to take part in training as it lays out the basics and technicalities for the employees to go by within their jobs. As an example for the business that I have chosen, Subway. A shop floor worker before the job without training would not know what to do, what the machines were for as well as certain health and safety measures. This could then possibly mean that the staff member will give one or more of the customers a bad experience, thus making the store lose profit in the long run. After the online training it will be clear for the employee to see what sort of jobs they will need to do and how to do them. Therefore, enhancing the knowledge of all the staff members if they all do their training, this will increase the rating of the store in the customer’s eyes, thus helping turnover a higher profit leading to achieve Subways future goals. An example of this being in Subway if you are not aware of how long you have to toast a sub for, the employee may end up burning this. If the training was done, then the employee would understand how long and therefore not create a negative experience.
Businesses care an awful lot about their training and making sure it is done to s good standard. This is why it is always a good thing for them to measure the trainings. A few examples of these in Subway would be the visual training, learners demonstrate their knowledge by performing a role-play. Instead of demonstrating knowledge that may or may not be true to the learner’s job, learners now have the ability to share visual confirmation they’ve completed a task in real life. Basically employees uploading a video or audio recording and/or submitting other visual proof of a task completed (for example a screen shot or video via smartphone). This is just how the online training works yet the manager of training is notified once a course has been completed, or hasn’t in some cases. The employees are technically the face of the company, the first step in line for the customers to make their thoughts about the business and customer service. This is why organisation’s such as Subway make a huge deal about training, because it is very important, for sales and other reasons like health and safety. Not only is it in the companies favour for you to complete training. Here is a quick example of how it is also in your favour. In subway there is a range of different equipment, a lot of this is dangerous. For example the Nemco slicer use to slice the tomatoes. If you happen to hurt yourself within the workplace and it isn’t your fault (faulty equipment) and you have not completed the online training programme then this can be used against you if you were to sue the company. This is just one good example but there are hundreds of other scenarios where this could take place and it would be in your favour to complete the training. Importance for you and the organisation.
Skill assessment is another way that the organisations measure the effectiveness of their training, creating a visual assessment of an employee’s skill set and performance before and after a training moment. These documents can give a clear picture of performance and skill improvements you can directly tie to training. A simple example would be, testing the subway employees current skills prior to training.
importance