Description
The Twelve Steps of Food Business Transition Training
Transition training, also known as onboarding, skills translation or cross-training. It is a process designed to help individuals move smoothly from one part of our industry to another. This is often necessary when the type of work remains similar, but there are differences in concepts, processes, or equipment technology used.
From hospitals to hotels, hotels to high-volume or fast food to fine dining, transition training gives your recruit the best possible chance of success, and your business a much better opportunity to retain and grow.
Find below an outline of our transition training programme which can run over a few short weeks or up to 3 months:
- Assessment and Needs Analysis:
– We identify the specific skills and knowledge required in the new role.
– Full assessment of the new individual’s existing skills and knowledge to determine any gaps.
- Introduction to New:
– Provide an overview of the new part of the industry, its objectives, and its importance, with a site visit to a ‘what good looks like’ outlet if required.
– Explanation and briefing on how the new role fits into the overall organisation.
- Key Concepts and Terminology:
– Introduction and explanation of key concepts, terminologies, and jargon relevant to the new area.
– Ongoing monitoring to ensure that the individual understands the new elements of language used.
- Industry Standards and Best Practices:
– Familiarisation for the individual with industry standards, best practices and scaling or accepted variances to allow scaling or fine detail.
– Training-in of all regulations or compliance requirements specific to the new role.
- Equipment, Tool and Technology Training:
– Provide hands-on training with the equipment, tools and technologies used in the new role.
– Support and training to ensure proficiency in any operational practices, equipment efficiencies and use of apps or tech specific to the new part of the industry.
- Process and Workflow Training:
– Outline of the typical processes and workflows followed by practice outlets.
– Clarifying any differences or variations from what the individual is accustomed to.
- Case Studies and Examples:
– Discussions supported by case studies and real-world examples to illustrate concepts and practices.
– Exploration of the potential challenges & problems encountered and the needed solutions or quick ways to overcome live problems.
- Mentorship and Shadowing:
– If required we can pair the individual with an experienced mentor in the new role.
– Opportunities for shadowing to observe day-to-day activities at best practice outlets.
- Hands-on Projects:
– Assignment of practical projects to reinforce learning that can be monitored and used for feedback to make improvements or confirm capability has been reached.
– Ongoing feedback and guidance on project or live work.
- Assessment and Feedback:
– Conduct assessments to gauge the individual’s understanding of the new concepts.
– Provide constructive feedback and additional support where needed.
- Ongoing Support: ‘A Constant Trickle of Change’
– Providing ongoing support and resources, at your agreed frequency, for continuous learning.
– We remain in open communication for addressing any challenges or questions that arise.
- Evaluation and Accreditation:
– After an initial period return to evaluate the individual’s performance and progress.
– Provide training on how to achieve Accreditation or give recognition and evidence of successful completion of the transition training.
This structured approach helps ensure a comprehensive and effective transition for individuals moving from one part of an industry to another, fostering a smooth integration into the new role.
This package starts with 3 day onsite attendance, this is normally spaced out over 3 months to ensure the new team member is given a chance to settle into their role and fully integrate with the team.
