DHRM_05_Final_Assignment_R.docx - Final assignment Student’s Name Kathrin Phung Student’s Number 100206 Instructor’s Name Manjit Virk Course DHRM

DHRM_05_Final_Assignment_R.docx - Final assignment...

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Final assignment Student’s Name: Kathrin Phung Student’s Number: 100206 Instructor’s Name: Manjit Virk Course: DHRM 2205 – Organizational Learning, Development and Training Date submitted: August 15, 2019
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Table of Contents 1. Introduction .................................................................................................................................. 1 2. Current Situation/Needs Analysis ................................................................................................ 2 3. Training objectives ..................................................................................................................... 10 4. Lesson plan ................................................................................................................................ 13 5. Cost Benefit Evaluation ............................................................................................................. 15 6. Training Evaluation ................................................................................................................... 17 7. Recommendations ...................................................................................................................... 19 8. Conclusions ................................................................................................................................ 20 References ...................................................................................................................................... 21
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1 1. Introduction This assignment is about Sam’s Pub, a family owned business by the Smith family, which is located in Vancouver, BC. The assignment provides an analysis about Sam’s Pub’s business situation and suggests solutions on how the Pub can tackle the high turnover rate in its new hires. Particularly, the solutions suggested focus on training and developing new hires so that they could have a better understanding about the Smith’s business and have the skills to do their job well. The assignment was completed with a number of assumptions below: i. The key reason for new hires leaving in both front and back of house related to training and on-boarding issue. ii. Sam’s Pub doesn’t have a designated training and development team/person. iii. Sam’s Pub has great in-house expertise to deliver training but hasn’t got the time and resources to put in place good training programs. With these assumptions in mind, the assignment will first conduct the needs analysis of Sam’s Pub’s current situation by providing an organizational, task and person analysis to clearly understand the gap as well as the root cause of new hires turnover issue. The scope of training recommendations will focus on one group of new employees (in the Front of House department and in upscale dining outlets) from which similar training solutions can be derived to apply in new hires in Back of House department. The training objectives will be outlined to set a clear direction for training delivery where a detailed lesson plan will be proposed. The assignment then goes on to provide a cost & benefit evaluation as well as training evaluation for the proposed training solution. Finally, the assignment will provide a summary of recommendations for Sam’s Pub to consider.
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2 2. Current Situation/Needs Analysis Sam’s Pub’s current turnover issue is quite serious as they have noticed an increased amount of turnover in recent years with most new hires leaving after only 1-2 months of working at the restaurant. The turnover for back-of-house employee was even quicker with most cooks leaving after only a few shifts. There are a number of reasons that can be attributed to employee turnover. According to Lachapelle (2018), the key reasons for leaving in restaurant industry are shown in the graph below: For the purpose of this assignment, it will be assumed that the key reason for leaving is not enough training hence new hires are not able to perform their job. This is an important concern that will trigger the training needs analysis process to determine if the right reason is due to performance and hence training is needed. Specifically, According to Sak and Haccoun (2018,
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