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Training Techniques

Purpose: Use this job aid to find out more about the different techniques that can be used when delivering training.

To deliver effective training, you need to use methods that make it easy for your staff members to learn. This document outlines some additional training techniques that you can use every day.

Coaching

Coaching involves encouraging your staff members to learn and making them see how the knowledge will benefit them. It also includes sitting down with your employees to go through any difficult parts of the training, encouraging questions and discussion, and welcoming feedback and suggestions.

On-the-job coaching involves catching people doing things right and giving them some public praise. If you see employees doing things wrong, never publicly criticize them. Instead, pull them aside and show them the correct way. You may also want to schedule additional follow-up training on tasks you see being repeatedly done improperly.

Sometimes, your staff members may need extra coaching to help them get through the training. Coaching can be beneficial to many different types of people. Coaching can benefit

• individuals with learning difficulties
• individuals who don't like training because it resembles being at school
• individuals who have struggled with training because they didn't ask for help
• individuals who don't understand the importance of the training material

Motivation

Effective coaching is highly motivating and reinforces good working practices. You can also motivate people by making a special presentation of their certificate when they complete their training.

Motivating employees also includes encouraging their further training and career development and giving people responsibilities according to their level of knowledge and skills.

Once staff members have received and demonstrated to you that they can and do apply that knowledge, then you should consider delegation of tasks, in accordance with their work activities.

Delegation

The delegation of responsibilities can support a structured approach to food safety management systems.

Just imagine how long it would take for you to implement a food safety program at your establishment without delegating tasks and responsibilities to your team. Think of the implication this could have on the safety of the food prepared and served at your premises.

To be effective, delegation needs to follow certain steps:

1. define the task
2. select the right individual to delegate the task to
3. assess the person's ability and your training needs
4. explain the reasons for delegating the task
5. state the required results
6. consider what resources are required
7. agree upon deadlines, and
8. support, communicate, and provide feedback on results

At the end of the day, you will benefit from delegation of tasks in proportion to the effort you put into delegating them. And always remember to absorb the consequences of failure, but pass on the credit for success.