Modern organizations rely on talent management for competitive advantage and sustainability. Many companies have invested significantly in talent management and leveraged it in their growth strategies. For instance, Beefsteak is known for its quality services resulting from hiring and retaining top talents in the service industry. To achieve this, it has to constantly create training programs that develop a multicultural and generational workforce. This paper aims to evaluate and assess training and development methods and outcomes, discuss the elements of measuring training outcomes, identify principles in learner participation and assess training outcomes in Beefsteak.
Training and Development Methods at Beefsteak
This first method involves a one-way communication to the learners through slides, videos, or lectures. It is appropriate for passive recipients of information, especially for the dissemination of facts, processes, and problem-solving methods. It saves cost while ensuring the learners get the message in the most convenient manner (Nassazi, 2013). Beefsteak could use this technique to introduce new managers to the organization by explaining the organization’s mission, vision, and culture. Such information could be the foundation for other training methods. The company could use this method to train skills, such as communication skills, interviewing skills, consumer-service skills, and illustrate procedures.
This technique offers real-world experiences absent in presentations. It involves on-the-job training, simulations, self-directed training, and apprenticeships. Beefsteak could apply this method to set up the managers for real-life situations by providing immediate feedback. It could be applicable for new and existing managers alike. On-the-job training could provide Beefsteak with more opportunities than other hands-on methods. As Sisson (2001) explains, on-the-job training is inevitable within almost all job training, especially when the managers have to continue to learn and focus on refining their skills beyond “the basics.”
Beefsteak could apply webcasts, podcasts, and mobile learning to train and develop its managers. These methods help increase collaboration and learn control. It allows self-pacing exercises, exploration of links to other material, conversation with experts and other managers, and the ability to choose the time and point of the training. Because Beefsteak has restaurants in different geographical locations, this method could be feasible. Its managers could continue with education and generic training while at work.
Group Building Method
This technique is the last that Beefsteak could apply to improve the effectiveness of a team or group. Beefsteak could employ methods such as action learning, team training, and adventure learning. Such training methods develop teamwork skills, such as risk-taking, conflict management, self-awareness, and problem-solving.
Beefsteak could employ a blended approach. The company could use the presentation method on new managers. As the managers get integrated into the organization, it could use technology-based methods to offer additional training in a self-paced environment. Afterward, a hands-on approach could be vital in developing experience and skills.
Essential Elements of Measuring Training Outcomes
There are a set of internal and external measurement criteria that Beefsteak could use. Internal basis focuses on attitude and objective accomplishment tests that test training objectives. External criteria evaluate actual changes in job behavior, peer reviews, and other performance reviews. Beefsteak could conduct a test at the end of the training to ensure successful learning. Using the Kirkpatrick system, the organization starts with assessing the participants’ opinions on the training programs. It proceeds to determine the training impact on their knowledge, changes in their conduct, and assessment of the training outcomes. Using the measurement criteria, Beefsteak could apply both qualitative and quantitative methods. The former relies on interviews, observations, and written tools. The latter uses outcomes of job behavior and system performance, specifically in employment, accounting and sales.
Principles of Instructional Design to Encourage Learner Participation
Beefsteak must balance the needs of managers’ control in their training with specific guidance to ensure they make the best choices during the program. It is also necessary to encourage the trainees to be mindful of their cognitive processes and control the learning process. The learners must have practice and constructive feedback opportunities. According to Khalil & Elkhider (2016), organizations must provide real-world problems to the learners, incorporate existing knowledge with new knowledge, demonstrate the applicability of new knowledge, and integrate it into their world.
Assessing Training Outcomes and Distinguishing Between the Outcomes of Statistically Significant Effects from Practically Efficient Effects
Beefsteak must develop criteria to use in assessing training outcomes. For instance, trainees’ reactions to the training programs could provide insight into their usefulness through questionnaires delivered immediately after training. Behavior changes could rely on surveys, complaints, and informal feedback from managers. As the organization expands, assessing the statistical and practical significance of training programs becomes paramount. It enables the company to improve its training programs through progressive changes. It is necessary to justify the choice of training methods used by the management by considering their impact on productivity or ability to support organizational objectives. The training programs must be efficient to achieve set goals.
As talent management remains one of the crucial elements of sustainability in modern organizations, companies must consider training and development methods. Beefsteak could use presentations, hands-on training methods, group-building methods, technology-based training, or adopt a blended approach that combines at least two of the most effective. Assessing training outcomes has to be reliant on the results, identified attitude changes, performance changes, and other essential elements. A training program needs to allow maximum participation by providing specific content and by allowing self-pacing. A continuous improvement of training and development programs at the company could become a key in sustainability and competitiveness.
Khalil, M. K., & Elkhider, I. A. (2016). Applying learning theories and instructional design models for effective instruction. Advances in Physiology Education, 40(2), 147-156. https://doi.org/10.1152/advan.00138.2015
Nassazi, A. (2013). Effects of Training on Employee Performance: Evidence from Uganda.
Sisson, G. R. (2001). Hands-On Training: A Simple and Effective Method for On the Job Training.