Chunky Chicken Case Study: Analyzing and Improving Training Programs

This case study analysis focuses on improving the induction and training programs within the context of the "Chunky Chicken" business. The assignment addresses identified learning gaps within the current induction process, proposing a detailed framework to assess training needs. It explores various training options, including off-the-shelf programs, in-house training, job shadowing, mentoring, and online courses, and suggests strategies for implementation. The solution also outlines essential policies and procedures for an effective induction program, including phased orientation, content identification, data delivery methods, checklist creation, and the roles and responsibilities of induction coaches. The analysis incorporates references to relevant sources, such as KSL Training, NI Business Info, RESPONS Learning Space, and the University of South Australia, to support the proposed solutions and recommendations.

Chunky Chicken Case Study
Table of Contents

Answer 1....................................................................................................................................3
Answer 2....................................................................................................................................4
References..................................................................................................................................5

Answer 1.
The induction process involved the training session in which, the concepts described in the
induction manual were difficult to be explained. In order to rectify the learning gap within the
induction process,it is essential to be determined that:
 Are the team members underperforming? Will training bring upgrade their skills
tomeet the needs?
 Is therelack of specific set of skills within the company?
The following steps should also be followed:
 To includethe employees in training programs and identifying their training
requirements; employees will be asked for the skills that need to be improved.
 To consider learning preferences as some likegroup learning, some prefer individual
studying, some gain knowledge effectively through listening or observing or some
through practical experience.
 To create training strategy for bestoutcomes, training options should be selected that
could meet the requirements of the business and the ways through which workforces
could study effectively (RESPONS Learning Space, 2019).
 The alternative training options can be considered which comprises;
 Off-the-shelf training programmes, which are one-size-fits-all courses
 In-house training or on-the-job training, which enables workforce to gain
knowledge within their place and to apply it instantly.
 Job-shadowing involves following shadow of employees to acquire all the aspects
of profession wherein, an employee can continue coaching employee while doing
his/her job and intermittently review the growth as well (University of South
Australia, 2017)

 Mentoring comprises casual broadcasting of knowledge and social capital over
sustained period via direct communication through emails and telephone calls.
 Conferences, sessions, workshops and programmes to introduce new concepts into
learning process.
 Online programmes are profitable methods to introduce innovative concepts and
methods.
Individual training design are grounded on outcomes of training needs examination of staff
members, should be implemented.
Answer 2.
The policies and procedures required to be taken into consideration while improving
induction programme to initiate training to meet detailedrequirements and time-period of
employment, should include;
 Construction of induction training into essential phases i.e. first phase of
orientation; second phase covering organizational and department introduction
and goals,job roles and performance measurement, safety plans and measures,
systems and events; and third phase comprises of learning about organization that
is past culture of the organization and products as well as people.
 To identify key contents of induction programme while developing induction
programme initially.
 To gather important information in an induction template that should include
transitory description of learning, which learning method to be utilized, time
required for the accomplishment, column to record the accomplishment of
learning.

 To adjust and personalize induction prototype for new recruit and in accordance
with the capabilities of new members(KSL Training, 2019).
 To deliverdata in a most appropriate form so as to be understood by level 10
inductees.
 To prepare induction checklist with a summary of all topics covered.
 To utilize online learning components in induction process of new members.
 To plan the roles and responsibilities of induction coach and to identify their
skills.
 To record accomplishments within the induction programme.
 To conduct induction review discussions (NI Bbusiness Info, 2019).
References
KSL Training, 2019. Staff Induction Training Guide. [Online] Available at: https://www.ksl-
training.co.uk/free-resources/staff-induction/staff-induction-training-guide/ [Accessed 4 June
2019].
NI Bbusiness Info, 2019. Job offers and staff inductions. [Online] Available at:
https://www.nibusinessinfo.co.uk/content/induction-programme-what-include [Accessed 4
June 2019].
RESPONS Learning Space, 2019. Unit 7: How to identify knowledge gaps/ training needs of
employees and facilitate continuous HR development? [Online] Available at:
http://responsalliance.eu/rplearn/?page_id=41 [Accessed 4 June 2019].
University of South Australia, 2017. WHS PROCEDURE. [Online] Available at:
http://w3.unisa.edu.au/safetyandwellbeing/SMS/procedures/induction_and_training.pdf
[Accessed 4 June 2019].