Good training

A fast food restaurant chain called Chick-fil-A is known for its chicken sandwich sales. Truett Cathy started the third-largest food chain business in the United States (U.S.) in the 1940s. Currently, the corporation operates more than 2000 locations in various parts of the globe. The majority of the shops are located in 35 different US states, though (Bleich et al., 2015). In order to take advantage of all the potential economic opportunities in those cities, Chick-fil-A Company intends to expand its operations there. The plans include both financial resources and a skilled personnel. The business plans to continue offering the best customer service and being the leader in providing of fast food products the region by implementing training programs to the new graduates from the hospitability. The training program will be based on the professional development where they would be extensively subjected to series of practical training to supplement their core concepts from college.

The training group would consist of the recently interviewed candidates that t the company intends to hire for the sole purpose of working in newly established restaurants outlets in Washington and New York. The group will consist of 250 young men and women between the ages of 18 to 26 years that have freshly graduated from their respective hospitality colleges with much determination of making gaining additional work skills. The organization recognizes that Training and development in the key areas of operations are to ensure that the qualified individuals are well-equipped effectively with the daily functional skills to make sure that they have personal growth and success about their professional practices.

Design

The design phase of training involves the identification of the set of theories that will be employed in the developed and creation of the training modules (Forest, 2014).When hiring employees in any company, it is important to consider and evaluate their competencies, knowledge, and abilities. Moreover, employees must be trained to help in ensuring the flow of customer services and satisfaction. Conducting these training programs would enhance the workforce to work towards achieving the Chick-fil-A mission and vision. The target group for the training will be involved. The training is scheduled to focus on the basic teamwork, leadership skills and customer services abilities. The next training requirement will cover communication skills and time. The strategy that will be used for the training program of Chick-fil A will ensure that the employees are paid while on leave. The training program will focus on training employees to demonstrate their skills and knowledge practically since those employees that suffer from this problem would only benefit by having more practical training sessions. The practical sessions would help them apply their theoretical concepts in their daily activities. Also, the training program will be designed to help those employees that cannot work independently. Effective training techniques would help such employees operate without any guidance and still maintain high-performance output.

The training plan will be centered on empowering individuals to make sure that all the employees get motivated within the appropriate context. Questionnaires and inquiry reports will be used to review the training outcomes. Appraisal reports and inquiries will be used by the Chick-fil A to determine whether the target goals and objectives have been achieved. Another important approach for the scenario is the use of the Training Need Assessment Survey to guarantee that the training program is fully under control and that the outlined objectives have been met.

The company will incur the costs of the training program. This is because the training will take place at the respective outlets of the company. Staff members within the company will be the facilitators and trainers hence reduced costs of the overall program. Every employee that takes part in the training will be eligible for $5.00 per hour regularly. The training sessions are scheduled to take a total of 35 hours per week, and no overtime is allowed. The sessions will be expected to be held during the regular working hours but in shifts, to save time and running cost of the program. In case an employee shifts or travels from their station of work to another training location, they will be fully refunded if they have proof of their receipts showing their overhead transportation cost. The company will cater for all the required training materials and provide them to those that attend the training sessions.

Proposal Table

Table of contents

Scope

Mission Statement

The training session will equip the employees with adequate skills that will help them work individually without being supervised, use their skills and knowledge effectively practically and coach their fellows in areas that they do not understand. The mission statement of the training program needs to correspond and reflect the objectives of the company.

Abstract

This section will provide an overview of what the project will cover.

Statement of Need

For this part, the problem that Chick-fil A wants to be addressed will be indicated here.

Rationale of the Program

Program rationale refers to the theoretical foundation of the program. For the case of Chick-fil A, the program rationale is to train its employees to make them feel confident and efficient particularly those that lack adequate skills and knowledge.

Project Narrative

The goals and objectives of the program will be listed here. All the resources and activities that the program will involve. Project narrative will also cover areas such; dissemination, sustainability, and resources.



















Training Budget Report

Service or Item

Cost

Direct Cost

$400000

Indirect Cost

$200000

Preparation Cost

$100000

Developmental Cost

$210000

Participation compensation

$150000

Evaluation costs

$190000

Total cost of Training

$1040000



Preparation and orientation costs are incurred during the start of any project. The training program will require a preparation cost amounting to $100000. The main purpose of conducting orientation service and setting aside preparation cost is to formally introduce the employees and orient them on the training program or plan for them to be cooperative. For that reason, Chick-fil A needs to stick and follow the budget strictly. The total direct cost for the program will be $4000000. Direct cost refers to the total amount of money that all the employees will be engaged in the training sessions. The indirect costs covered in the budgeting amounting to $200000, are those costs that will be incurred by the company outside the training framework. During the program, some changes or adjustments might occur and need urgent attention. Therefore to cater for such inconveniences, the developmental cost is also required to be included in the budget plan. For this program, the developmental costs have been assigned $210000. Developmental costs are necessary to be included in the budget to ensure that the program runs effectively. Preparation of the questionnaires to be used during the program will also require funds, hence the $190000, assigned as evaluation cost. This cost will also cover for the reports appraisal regarding the progress of the plan. The total cost budget for the program amounts to $1040000 (Thabit, Aissa & Harjan, 2016).

Development

Evaluation of the progress of the training plan will be done through the help of Training Needs Assessment Questionnaires. Questionnaires will be used to assess the trainees or learners on what they have learned. The implementation of the training plan will take place in passes to make sure that all the trainees acquire the relevant skills and they gain confidence and feel efficient in their respective areas of operations to meet the competitive standards that would be witnessed in Washington and New York (Nadler & Nadler, 2012).

The training plan to be used should focus on dividing the employees into different sub-groups based on the uniform skill sets. Conversely, Chick-fil-A can consider dividing the training module into different training units catering for each employee. Such a strategy would ensure minimal performance gaps among the employees (Aguinis, & Kraiger, 2009).

Chick-fil-A could also consider establishing and effective communication pattern in its various outlets. In any training program, effective communication is necessary to guarantee its success. Effective communication skills would help reduce any instances of performance gaps that might be witnessed among the training groups. The trainers could use effective learning aids materials to help the trainees, and training teams understand any new concepts in the simplest way possible (Thabit, Aissa & Harjan, 2016). An evaluation tool that could be used to avoid wastage of planned resources would be surveyed (El-Hossainy, 2011).





Implementation Phase

The implementation phase is one of the most important stages in the commitment of any plan. Chick-fil-A aims to improve on its employees’ work enhancement. When employees are in groups it is easier to conduct the implementation phase as compared to individual. The training team will need to have an operational SWOT analysis for the effective implementation of the plan. Any viable and effective plan needs to be examined and analyzed its strengths, weakness, opportunities, and threats. The team should address any challenges and threats that might affect the plan. Identification of the threats would help the training groups come up with practices to enable Check-fil-A to achieve its objective (Forest, 2014).

The training team is responsible for ensuring that the entire program works towards Chick-fil-A plans to expand its operations in Washington and New York to exhaust the available business opportunities in those regions. Employees will be empowered through the adoption of a successful implementation strategy.

It can, therefore, be concluded that implementation of the plan is a personal decision that every employee should consider to ensure that they are qualified and well-equipped effectively with the daily functional skills to make sure that they have personal growth and success about their professional practices.

Evaluation Phase

Evaluation phase is the last stage of the ADDIE model. It is at the evaluation phase where it can be determined whether the project was successful, in this case, whether employees acquired positive skills and knowledge. Examples of evaluation tools that could be used include surveys. Through the use of surveys, the trainers could determine whether the employees were content with the entire process (Nadler & Nadler, 2012). Other tools that could be used at this phase are assessment questionnaires. This type of questionnaires provide the employees with a platform where they can give their personal views regarding the training plan. It is more effective where the employees are grouped into different groups to make sure that each group is evaluated separately.

Evaluation Report

The evaluation report for the training plan for Chick-fil-A Company will be as the following template;

Title

Title to the training program

Executive summary

This section will comprise of the findings and recommendation presented after evaluation of the training plan has been completed.

Introduction

The section will provide an overview of the program by presenting the objectives and problem

Evaluation Framework

The importance and need to conduct an evaluation of the plan will be detailed in this section. Besides, the section will cover the evaluation methods used.

Evaluation findings

The results of the evaluation process will be presented in the results of the assessment section

Conclusion and recommendations

A summary of the plan and general perception will make up the conclusion. As for the recommendation part, the intended approach to future approach will be detailed.



Evaluation tool

The observational technique is the most effective and most appropriate evaluation tool to be used during the implementation of the program. Through the use of this technique it will be possible for the implementation team to systematically analyze the different behavior exhibited by the employees during the training. Moreover, the technique will help provide clear and concise information on the perception and influence of the training to the employees regarding their work life as well as their personal lives (Nadler & Nadler, 2012).





























References

Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.

Bleich, S. N., Wolfson, J. A., Jarlenski, M. P., & Block, J. P. (2015). Restaurants with calories displayed on menus had lower calorie counts compared to restaurants without such labels. Health Affairs, 34(11), 1877-1884.

El-Hossainy, T. M. (2011). A Fuzzy Model for Multi-Criteria Evaluation and Ranking of Technicians. Journal of King Abdulaziz University, 22(1), 99.

Forest, E. (2014). The ADDIE Model: Instructional Design. Frameworks and Theories on January, 29, 2014.

Nadler, Z., & Nadler, L. (2012). Designing training programs. Routledge.

Thabit, T. H., Aissa, S. A. H., & Harjan, S. A. (2016). Using Fuzzy Logic to Evaluate the Relationship between Designing Training Program and Level of Creativity and Innovation. International Journal of Innovation and Scientific Research, 25(1), 121-129.