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Training Needs Analysis in the Restaurant Industry

For the restaurant industry, training, motivation, and performance of employees play a crucial part in the success of a business. This notion indicates the need for extensive attention to the initial steps taken by new hires, as their actions can have an immediate impact on an establishment. This essay aims to explain how to perform a training needs analysis, achieve higher employee motivation, job satisfaction, and performance in the restaurant setting, and how to measure these values.

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The training of an employee in a restaurant must take a form of an educational course. Before their first day of work, employees must learn specifics of their new workplace, such as the menu, a profile of a regular guest, staff relationships, and other nuances (Navarra, 2018). Training begins with the interaction of a trainee with the existing employees and managers of a business (Moody, 2020). These people can serve as tutors for new employees and help them with accepting the work environment.

To ensure that the training course had the desired effect, employers must be able to examine the results. Evaluation at the beginning and the end of training is crucial to provide adequate feedback regarding the efficiency and the impact of exercises on the job objectives (Ludwikowska, 2018). Training is done to give a knowledge of the job and its responsibilities, and the result can be measured with a written test or performance (Moody, 2020). Further training assessment can be achieved via customer feedback, which in this industry is especially vital for managers to consider, as it can be gathered in a short time after the customer has received his or her service.

It is crucial to analyze the attitude of an employee towards their job. A training needs analysis can provide employees with increased job satisfaction gained from a better understanding and performance of their tasks (Ludwikowska, 2018). Training does not only provide knowledge of a job but also gives an employee the motivation to improve their skills. A motivated employee gains job satisfaction from performing tasks he or she sees value in, which can boost their performance (Pawirosumarto et al., 2017). It also lowers stress levels and a positive emotional response to work (Pawirosumarto et al., 2017). To measure job satisfaction, it is possible to conduct a periodical survey of all employees to determine which methods and needed to increase their satisfaction. It is also possible to use observation and performance analysis based on the customer responses and financial gains during employees’ shifts.

As businesses in the restaurant industry are interested in employee retention no less than other organizations, they must consider the optimal methods for motivation. One such method is the betterment of a work environment. Leaders can actively work on creating a positive work environment and help employees with creating friendly relationships by encouraging close communication and punishing toxicity in the workplace (Moody, 2020). Positive interactions between employees and their managers significantly increase job satisfaction (Selvarajan et al., 2018). Another helpful method for the long-term motivation of employees is promotions. A leader can make a promise for a promotion if there is a noticeable increase in productivity, which leads to better motivation and increases employee retention (Pawirosumarto et al., 2017). Both these methods work well in the restaurant industry and must be the primary source of motivation for leaders to implement.

In conclusion, a training needs analysis in the restaurant industry is essential in establishing and upholding a successful business. It allows the company to create a positive work environment by increasing job satisfaction and motivation among employees, giving them a chance for professional growth, and eliminating toxic interactions. A leader must recognize the need for any additional training and utilize education to boost the performance of every employee.

References

Ludwikowska, K. (2018). The effectiveness of training needs analysis and its relation to employee efficiency. Zeszyty Naukowe Politechniki Poznańskiej Organizacja i Zarządzanie, 77, 179-193. Web.

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Moody, K. (2020). Motivation in the workplace [Doctoral dissertation]. Web.

Navarra, T. (2018). 3 tactics for training restaurant employees. Restaurant Insider. Web.

Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in parador hotels and resorts, Indonesia. International Journal of Law and Management, 59(6), 1337-1358. Web.

Selvarajan, T., Singh, B., & Solansky, S. (2018). Performance appraisal fairness, leader member exchange and motivation to improve performance: A study of US and Mexican employees. Journal of Business Research, 85, 142-154. Web.

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