In recent years, Beefsteak has recorded an increased demand for its products and services across the United States of America. This has led to its expansion to diverse locations around the U.S. with an aim to promote the consumption of vegetables which are the food signature behind Beefsteak’s success. Nonetheless, for the new branches to function effectively, there is a need for managers and employees to be trained on how to prepare the various delicacies and customer service as per the standards of Beefsteak. This paper will, therefore, give a detailed analysis of different methods of training that should be effectuated and the expected outcomes. Similarly, the essential elements to measure the training outcomes as well as key principles of instructional design in encouraging trainees will be evaluated. Also, the differences between statistically expected and practically efficient outcomes after employee training will be broadly evaluated.
New managers and employees in Beefsteak will be exposed to a series of training methods with each dedicated to realizing specific developments. Presentation methods will be implemented where the employee will receive one-way communication training on how to conduct themselves within the operation areas (Cascio & Aguinis 2023). This will be effectuated by using real-life examples and experiences on how different meals are prepared, customer service, and timing. For instance, through the help of an experienced chef such as José, young, growth-stage fast-casual restaurants will be enlightened on the precise business model of Beefsteak (Real Time Cases, 2018). In the end, trainees will be expected to have excellent skills when it comes to the management of daily guests, average orders, pricing, and customer-satisfaction-oriented service. Generally, casual restaurants will be able to offer similar services as those offered by existing branches even without celebrity chefs.
Similarly, hands-on training methods will be used where the trainees will be undertaken through an on-job training process. In this case, trainees are taken through self-directed learning approaches, simulations, and apprenticeships (Cascio & Aguinis 2023). Mostly, both new and inexperienced employees will learn by observing how the existing managers and other peers carry out their daily chores during working hours, that is, from 10:30 AM – 10 PM (Real Time Cases, 2018). They will try to imitate what they have learned over time and ensure that they perfect their craft. Also, work-study training can be initiated as part and parcel of apprenticeship where trainees will be exposed to both on-job and classroom training. The expected outcome is that Beefsteak will effectuate role-playing within all its branches hence relieving the senior executive employees of some of their responsibilities which will in turn allow them to learn certain aspects that comes with executive jobs (Cascio & Aguinis 2023).
Nonetheless, the group-building training method can be implemented to help boost Beefsteak’s employee effectiveness. For instance, through adventure learning, employees will be undertaken through structured operations that are designed to develop their skills which will in turn translate to group effectiveness. Trainees will be in a position to solve any arising problems within their respective areas of operation without necessarily taking unwanted risks that can be detrimental to them as well as Beefsteak (Cascio & Aguinis 2023). Also, group building calls for team training, action learning, and organized development of employees’ skills meaning that employees will be imparted with the necessary skills to formulate actionable plans. Nevertheless, since Beefsteak is active on social media, technology-based training can also be used to reach employees that may be in new branches that have less access to trainers (Cascio & Aguinis 2023). Therefore, both methods are expected to train employees to master their professional craft as training is customized-based.
Furthermore, analyzing the effectiveness of training outcomes will rely on a series of elements that are specifically linked with Beefsteak. For instance, the identification of employees’ capability to extend Beefsteak’s ideology to its customers. That is, at the end of the training, employees should be in a position to fully portray the unsung power of vegetable presentation and cooking within the confines of the Beefsteak market and target customers (Karim et al., 2019). Also, the participants’ reactions should be analyzed to ensure that they share a common fervent passion with the founder of Beefsteak. Precisely, trainees should depict their support when it comes to pursuing the mission of changing the world through the power of food which is one of the key pillars that Beefsteak is embedded on under ThinkFoodGroup (TFG) (Farahnak et al., 2020). In general, at the end of the training, employees should be able and willing to showcase diverse cultures through food.
Also, there should be an evaluation schedule that measures the progress of employees during training from the very first day up to the end. This is essential as it will ensure that the training adheres to the diverse needs of Beefsteak. That is, the training should factor in the stakeholders’ expectations, the main objectives of the training, the Return on investment (ROI), and the business impacts associated with the same (Mohanty et al., 2019). Data analysis and reporting should also be included when measuring the outcomes of the training. This is because the obtained data will be used to examine whether the aspired outcomes have been realized. Generally, the training process should be an all round routine that aims at solving both the existing and future issues within Beefsteak, thereby, promoting customer satisfaction, continued expansion, and profit maximization in all branches.
On the other hand, various principles of instructional design will be used to encourage trainee participation. This includes; an all-inclusive reception that will make sure that the trainers gain the attention of all employees on the first day of training. This is crucial as it will help arouse the trainees’ curiosity in most of the aspects that will be covered during the training if not all. Also, the trainees should be notified of the intended outcomes of the training (Bound, 2020). This is important as it serves as an instructional layout that gets the trainees involved in the overall learning process. Nonetheless, presenting information is essential as it serves as an instructional mindset that guides the trainees to open up spaces for creative thinking within the confines of Beefsteak targets and business operations (Bound, 2020). Also, trainee-performance assessment and feedback are instructional designs that help analyze the effectiveness of training.
In the case of Beefsteak, the statistically significant effects revolve around the affirmative probability of success following the organization’s expansion while practically efficient effects focus on actual improvement (Lewis & Sauro 2021). For instance, the expansion may come with the introduction of new customer bases that are not used to Beefsteak’s products and services. For this reason, it is assumed that Beefsteak will realize positive sales through the promotion of its vegan delicacies at the expense of existing food businesses within those areas. On the contrary, practically efficient effects will rely on implementing changes in their products and services based on consumer specifications (Lewis & Sauro 2021). For this reason, the latter best fits Beefsteak’s operations as it will focus on the promotion of vegan delicacies while looking into the request of customers to prepare nourishing meals that portray both their brand and maximize their output.
To sum up, effective training methods for new and existing employees will result in increased skill levels at all fast-casual food branches under Beefsteak. This is because the larger employee population will be enlightened on how to operate all branches with the same magnitude as it is for the mother organization and all other sectors that have celebrity chefs. In the long run, this will amount to the maximization of profits as existing customers and new ones continue to seek the services of Beefsteak. Nonetheless, the promotion of Beefsteak’s brand will be extended from one region to another hence increasing the organization’s competitive advantage in the food industry business. Generally, this shows that José’s intent to make vegan meals a household delicacy will be within the precise developmental path.
Additionally, training outcomes should be analyzed to ensure they align with the expected development in the first place. This is crucial as it will foster affirmative role-playing within the organization. This means that members of the executive committee will be tasked with advancing their reach when it comes to executive duties while employees in lower ranks will focus on delivering the presented food menus by the executive committee. Nevertheless, both statistically significant effects and practically efficient effects resulting from training should be scrutinized to ensure that the actual outcomes in production promote Beefsteak’s business capabilities as well as customer satisfaction. Therefore, the implementation of training initiatives and measurement of realized outcomes should be conducted within the confines of Beefsteak’s brand and target market.
References
Bound, Helen. (2020). The Six Principles of Learning Design. 10.13140/RG.2.2.29378.61127.
Cascio, W., & Aguinis, H. (2023, March 5). Applied Psychology in Talent Management. SAGE Publications Inc.
Farahnak, L. R., Ehrhart, M. G., Torres, E. M., & Aarons, G. A. (2020). The influence of transformational leadership and leader attitudes on subordinate attitudes and implementation success. Journal of Leadership & Organizational Studies, 27(1), 98-111.
Karim, M. M., Choudhury, M. M., & Latif, W. B. (2019). The impact of training and development on employees’ performance: an analysis of quantitative data. Noble International Journal of Business and Management Research, 3(2), 25-33.
Lewis, J., & Sauro, J. (2021, June 15). From Statistical to Practical Significance – MeasuringU. https://measuringu.com/from-statistical-to-practical-significance/
Mohanty, P. C., Dash, M., Dash, M., & Das, S. (2019). A study on factors influencing training effectiveness. Revista Espacios, 40, 7-15.
Real-Time Cases. (2018). Beefsteak: Company Background Packet.
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