What advice would you give Bob Borich? "Orientation should be followed by a period of close supervision" (Managing Hospitality Human Resources, pg 175"
If Bob would have followed up with his plan of having other employees train I believe we would have had more success with the training of the new employees. Although he didn't have time to train a general follow up should have been utilized to assure proper procedures were taken.
How unique to think Bob Borich's situation is? "Employee Turnover in hospitality industry averages as much as 200 to 300 % per year." (Managing Hospitality Human Resources, pg 16)
Turnover rate is very high in today's society! Unfortunately Bob's situation is common. Businesses that are family owned or smaller tend to have this problem because there isn't enough money to have training programs and testing. I have noticed or experienced that when you start a job with a company that is struggling financially or smaller ma/pop operations there tends to be lack of training either because it costs money or it costs money! So generally you are thrown into a job duty or just expected to figure it out, which then makes it hard to be confident in asking questions, because you don't want to seem incompetent. Then that leads to quitting because the person may feel to overwhelmed. Or it could lead to that person being fired because they never had a chance to learn the job the right way.
What types of orientation should be turned over to employee's ? "Unfortunately, many managers do not take orientation seriously." (Managing Hospitality Human Resources, pg 174)
It all depends on the employees you have and how you have trained them. Also I would say that no orientation should turned over to employees if you want it done right from the beginning! I feel like that way there wouldn't be any questions as to what was learned, taught, or consumed while in orientation. Again it depends on the job, the employee, and what I want out of the employee!
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