Training at tasty bites

TASTY BITESTASTY BITES

IntroductionIntroduction

A company is nothing but the collective intellect of its people. Business

growth can only take place through people growth. And the more a company

harnesses the potential of its people, the faster it will grow. Equally, the faster it

grows, the more opportunities it can create to excite and retain talent. We have

recognized this since our inception. People development has always been central

to Tasty bites and our business strategy .To achieve our full potential, we must

continue to empower our people to stretch their minds, ingenuity and abilities.

Those aspiring to join Tasty Bites management cadre are expected to have

certain attributes. There are certain competencies according to Tasty bites, which

indicate whether a person has the essential behaviours, the potential to contribute

and the strength of character that does not falter or flinch. The aspirants could be

fresh graduates, people with experience in similar companies or those promoted

from within the company's non-management cadre.

“Let us, then, be up and doingWith a heart for any fate

Still achieving, still pursuingLearn to labour and to wait”

http://www.mcdonalds.com/countries/india/img/chickenmaharajamacLG.jpg


Training policy.Training policy.

Training of managers is not restricted to skills. It also develops the

individual's intellect, builds leadership qualities, inculcates entrepreneurship and,

above all, moulds the individual as a person with high self-confident integrity,

team commitment and the capacity to learn from experience. Two important

aspects of this development effort are to provide the individual with real-life feel

of the needs and aspirations of the consumers we seek to serve, and to build in

them a holistic understanding of business.

“We believe that people make all the difference. We found that two adjoining

territories could be similar in almost every respect - our products, the competition,

and other factors - but varied enormously in profitability. In the end it was the

quality of the people that made all the difference."

Vision Statement“To prepare employees to develop specific skills necessary to perform

effectively in their current job assignments”

Mission Statement“Our mission is to establish a basic curriculum of programmes and courses

that management can assess to ensure that all employees are able to do the job

effectively and efficiently – Healthy employees with healthy minds foster the

company’s prospects”.

Various training policies followed by our organization: 1. In - house training policy: -



Our company will be focusing mainly on in-house training because training

designed and led by someone the employees will be working, focusing on organization–

specific information has obvious benefits and quick applications.

2. External training:-

3. Deputation:-

Delivering the notice:The notice of the training will be given minimum one week in advance so that the

acknowledgement from the employees is collected well in advance.

Balance between In-house and External training.

“Each morning sees some task begun Each evening sees it close

Something attemptedSomething done

Has earned a nights repose”



Company policyCompany policy

Our company policy is transparent and very flexible. The company is open

to all its employees suggestions. If there are any new policies or development

programmes suggested by the employees the management encourages it. We have

made a commitment to our employees that we strive to achieve with our actions

every day. And to make sure we deliver on this promise, we have in place five

people principles. These people principles reflect Tasty Bites values and describe

the culture we embrace.

1. Respect and Recognition

Managers treat employees as they would want to be treated.

Employees are respected and valued.

Employees are recognized formally for good work performance, extra

effort, teamwork and customer service.

2. Values and Leadership Behaviors

All of us act in the best interest of the Company.

We communicate openly, listening for understanding and valuing diverse

opinions.

We accept personal accountability.

We coach and learn.

3. Competitive Pay and Benefits

Pay is at or above local market.

Employees value their pay and benefits.



4. Learning, Development and Personal Growth

Employees receive work experience that teaches skills and values that last a

lifetime.

Employees are provided the tools they need to develop personally and

professionally.

5. Resources to Get the Job Done

Employees have the resources they need to serve the customer.

Restaurants are adequately staffed to allow for a good customer experience as

well as to provide schedule flexibility, work-life balance and time for training.

“To look is one thingTo see what you look at is another

To understand what you look is thirdTo learn what you understand is still something elseBut to act on what you learn is all that really matters

Isn’t it?!”



Training budgetTraining budgetIt is our company’s policy that 3-5% of the company’structure budgeted

sales should be allocated towards training and development of its employees and if

need arises the company will extend its budget to a reasonable extent.

Elements of training budget 1. Number of Employees

2. External / Internal faculty

As ours is a new company, initially we do not intend to hold training

programmes with internal faculty for our employees, but in the future, depending

on the growth prospects of the company, we would have an internal trainer. At

present we intend to hire external faculty for the purpose of training our

employees.

3. Duration

We will have intensive training during early hours of the day on weekdays

4. Equipment

5. Venue

The training will either be held in-house i.e. within the company itself and

also will be held externally at various venues like BMA, CII (Confederation of

Indian Industry), WTC as well as at hotels like Sea Princess and Sun-n-sand. In-

house training will be conducted in the company’s conference room, even if the

trainer is an external faculty. In case of an external venue of training, the company

will bear all the expenses including first-class train fare, if necessary, lodging and

boarding at a 3-star or a 4-star hotel.



6. Printing and Stationery

7. Miscellaneous expenses (gifts, etc.)

Types of training at TastyTypes of training at Tasty Bites Bites

Induction training:Induction training is the training given to an employee on joining the

organization. The main purpose of the induction training is to make a new

employee comfortable, when he joins the organization for the first time. Within 3-

6 months after joining our company, all new employees participate in a one week

orientation program about the company’s management practices. They hear the

mission statement. They hear from top executives about what the market is like

and where the opportunities are. They hear from the legal department. They hear

about affirmative action and they spend 2 days learning about the company’s

management by objectives (MBO), performance evaluation system. Induction

training in our organization will consist of the following:

Introduction from the CEO

Vision and mission

Introduction of the organization

Structure of the organization

Accountabilities and responsibilities

Performance standards

CompetitorsJob descriptions, etc.



Sales training:Emphasis should be towards on the job as well as off the job training methods in

training the sales personnel. Course content include

Job knowledge

Organizational knowledge

Knowledge about the company’s products, customers and competitors,

Sales administration procedures,

Law concerning sales,

Special skills like making presentations, handling objections, etc.

Company attitudes such as loyalty to the company and trust in the company’s

products, understanding and tolerance with regard to potential and existing

customers.

Job trainingIt refers to the training provided with a view to increase the knowledge and

skills of the employee for improving performance on the job. Employees may be

taught the correct methods of handling equipment and machines used in a job.

Such training helps to reduce accidents, waste and inefficiency in the performance

of the job.

Safety trainingTraining provided to minimize accidents and damage to machinery is

known as safety training. It involves instruction in the use of safety devices and in

safety consciousness.

Customer service trainingBeing a fast food company our job is to achieve consistent customer satisfaction

upto the highest level, thus a major thrust of our training programmes will be on customer

service. We at Tasty Bites believe that as “differences between goods and services

shrink the company that coddles customers best, has the competitive edge.” Training



begins with generic telephone skills and becomes increasingly specific as the programme

wears on.

Performance Management System

Team building Training Various team building Exercises are conducted in our organization to increase

cohesiveness, synergy, leadership, crisis management, assertive behaviour, etc for better

performance of its employees.

Methods of training atMethods of training at Tasty BitesTasty Bites

A number of training methods are available; it is the responsibility of the

person incharge of training to use the most suitable method. The best

method will depend upon the type and nature of job, the amount of knowledge

and skill required, cost, time available and policies of the organization.

On the job trainingUnder this method the trainee is placed on a regular job and taught the

necessary skills to perform that job by a qualified instructor or worker. The main

advantage of this method is that it imparts skills, knowledge and experience under

the actual working conditions. Some of the training methods based on on the job

training in our organization are:

Job rotation

Apprenticeship

Coaching

Understudy method

Job instruction training method



Off the job trainingUnder this method of training, trainee is separated form the job situation

and his attention is focused upon learning the material related to his future job

performance. Since the trainee is not distracted by job requirements, he can place

his entire concentration on learning the job rather than spending his time in

performing it. There is an opportunity of freedom of expression of trainees. Of the

job training methods followed by our organization are as follows:

Vestibule training

Lecture method

Role-playing

Films and slide shows

Discussion methods

Training techniques atTraining techniques at Tasty BitesTasty Bites

Techniques Description

Ice breakers Games to get team members know each other

Skill games Tests to develop analytical skills

Leadership games Exercises to teach different styles of leadership

Lateral thinking Thinking randomly to come up with new ideas

Communication games Exercises to build bais free listening and

talking

Shifting physical positions Highlighting of communication problems

9+1+23 Self-assessment by a leader of leadership skills



Built-in tension Teaching the importance of resolving matters

Shadowing Working under a senior to watch and learn

Training Aids at TastyTraining Aids at Tasty BitesBites

Films, Slides, Projectors, Movies, Stills.

Charts, Graphs, Flash Cards, Flannel Boards, Pictograms.

Pamphlets, Brochures, Handbooks, Manuals.

Libraries and Reading rooms.

Teaching Machines, Closed Circuit TV.

Exhibits, Posters and Displays/

Notice Boards, Bulletin Boards, Enlarged Drawings.

Cartoons, Comic books, Books.

“I HEAR AND I FORGET…..

I SEE AND I REMEMBER…..

I DO AND I UNDERSTAND……”



Training normsTraining norms

If a training programme is scheduled, an employee is expected to attend an

in-house or public training programme; he is expected to be on time at the venue.

Physical and mental presence is essential. They are also expected to give a short

presentation to their immediate authority on what they have learnt in the training

programme. They are also expected to give a feedback on their plan of action as to

how they will implement what they learnt from the training session.

If they don’t adhere to these norms, they would be refrained from attending

any training programmes for the next 6 months and are still expected to work with

the standards laid down by the company which they would otherwise conform to.

Any deviation may result in major consequences. This is mainly to ensure

seriousness amongst the employees about the programme.

“Catch a man a fish

Feed him for a day

Teach a man to fish

Feed him for life”



Inductions1st and 2nd session - Introduction from the CEO

Vision and mission

Introduction of the organization

Structure of the organization

Accountabilities and responsibilities

3rd session - Business ethics, EQ and commitment

4th session - Interpersonal and communication skills(individual and group

verbal communication skills)

5th session - Time management, stress management and assertive

behaviour.



6th session - Leadership and motivation skills.

Sales training 1st session - Consumer behaviour (Role plays, etc).

2nd session - creativity and innovation.

3rd session - Selling skills and aids.

4th session - Target and forecasting.

5th session - Communication skills and developing customer relations.

6th session - Planning, time management and stress management.

Training CalendarTraining Calendar

Jan Feb March April May June

Induction 1st - 7th 1st – 7th

Sales 8th & 9th 8th & 9th 8th & 9th 8th & 9th 8th & 9th 8th & 9th

Safety 24th 24th

On-the-job 16th –

20th

16th -20th

Performance

Management

system

5th

Team 15th -16th 15th –



Building 16th

Customer

service

4th 4th 4th 4th 4th 4th

Deputation 11th 18th –

19th

All the employees

Sales representatives, sales Manager, Sales Supervisor and

Distribution Manager.

Sales Supervisor and Distribution Manager

Budgeting and training for Finance Manager at WTC

conducted by CCA Finance consultants.

HR Manager training at Pune conducted by Renaissance

Consultants.

ConclusionConclusionTo develop and retain top talent, we have put in place a process that helps

identify potential business leaders much earlier in their careers; they are then

placed on a fast track of personal growth.

We are already creating substantially opportunities for entrepreneurial leadership

for managers through far-reaching changes to the organization structure. The aim

is to provide substantial business leadership opportunities for managers as and

when they are ready, as opposed to when they reach a certain level of seniority.

We are not going to give in to a hollow concept of bigness, because people make

a company — not a balance sheet or a listing on the Bombay Stock Exchange."



"Take good care of those who work for you, and you will float to greatness on

their achievements."


Education

Training at tasty bites