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The Implementation and Measurement of Outcomes with Beefsteak Case Study
Dawn Sullivant
The University of Arizona Global Campus
BUS 623 Human Capital Management Using Applied
Instructor: Emad Rahim
May 10, 2021
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The Implementation and Measurement of Outcomes with Beefsteak Case Study
INTRODUCTION
With Beefsteak quickly growing into a household name, the company is expanding. The
managers need to design a training method that will be effective as the company develops and
grows. As the training manager, I will distinguish what training methods are best suited for this
company and design it to include critical principles of instructional design to encourage learner
participation. Once we define what trainees should learn and what the substantive content of
training and development should be, the critical question then becomes, "How should we teach
the content and who should teach it" (Cascio & Aguinis, 2019). When a training program is
successful and well-received, the participants respond better and learn more than they would if
they just listened to a lecture (Hart, 1991). The manager and trainer should team up with the
human resource department to establish the learning methods that are best suited for the
organizations and evaluate the cost of using each technique and assess how effective the training
method is. The method is adequate because it provides minimal conditions for effective
learning (Cascio & Aguinis, 2019). Training and development methods may be classified into
four categories: presentation, hands-on, group building, and technology-based (Cascio &
Aguinis, 2019).
Evaluate various methods of training and development outcomes.
PRESENTATION METHODS
With presentation methods, an audience typically receives one-way communication from
the trainer in one of two formats, either by lectures or videos. When using videos, the instructor
may use them in conjunction with the lectures to show the trainees real-life examples and
experiences (Cascio & Aguinis, 2019). Lecture methods are used more often when there is a
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large group and is less expensive and time-consuming. When using the presentation method, it is
just as important to organize the material ahead of time so that your delivery is clear and precise.
When training in a restaurant business like Beefsteaks, this is the least likely best training
method to be used by the organization because most restaurants do not have a training room
where lectures and videos can occur. This will be used to view training when a new employee is
conducting onboarding and learning necessary information like the code of conduct, ethics, and
learning about the company's history.
HANDS-ON METHODS
Hands-on methods include on-the-job training, self-directed learning, apprenticeships,
and simulations (Cascio & Aguinis, 2019). On-the-job training is a hands-on method of teaching
the skills, knowledge, and competencies needed for employees to perform a specific job within
the workplace (Tyler, 2008). "New or inexperienced employees learn in the work setting and
during work hours by observing peers or managers performing a job and then trying to imitate
their behavior" (Tyler, 2008). This can happen in many forms, such as job rotation or job
shadowing. The employee can learn their roles or other roles to develop them and give them
learning opportunities to grow within their organization. This is an excellent way to help the
individual become more efficient and effective employees by learning and understanding their
role and learning other functions to help when needed. Self-directed learning is when the
employee takes responsibility for their education. The company offers the material, and they
allow it to be conducted by the individual at their own pace. Apprenticeship is a work-study
training method that includes both on-the-job training and classroom training. This type of
training method can take longer. Stimulation training methods represent real-life situations that
result in outcomes that reflect what could happen in different situations and come in many forms.
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GROUP-BUILDING METHODS
Group-building training methods are designed to improve group or team effectiveness.
This method enhances the effectiveness of a team or a group. It also is effective in developing
teamwork skills. These include risk-taking, conflict management, problem-solving, and self-
awareness. Team performance comprises behavior, knowledge, and attitude. They include
adventure learning, team training, action learning, and organization development. Adventure
learning focuses on developing teamwork and leadership skills through structured
activities (Cascio & Aguinis, 2019). This method's purpose is to develop skills related to group
effectiveness, such as self-awareness, problem-solving, conflict management, and risk-taking
(Greenfield, 2015). Team training is designed to improve the efficacy within the many types of
teams and improve knowledge, attitudes, and behavior. Action learning is when teams work on
actual business problems, and they are required to present them to top-level executives.
Organization development focuses on critical areas such as managing change, coaching and
mentoring, clear communication, internal operations, company culture, and overall strategy that
positively impact employee performance, behavior, and your bottom line. They usually conduct
surveys, and they examine the survey findings and discuss implications for corrective
action (Cascio & Aguinis, 2019).
TECHNOLOGY-BASED TRAINING
Technology-based training uses computer-based tools to enhance training, typically
involving trainees, with instructor-led, face-to-face, classroom training (Lavrakas,2008). This
method creates a dynamic learning environment customized to the trainee and gives them
options for self-pacing and adaptive learning. There are at least 15 forms of technology-based
training, allowing them to find one best suited for them (Noe, 2017). Technology-based training
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helps the organization apply effective instructional strategies to ensure more significant learning
(Kruse, & Keil, 2001). This method aims to focus on practical knowledge and students who use
e-learning platforms to learn effectively.
Assess the methods of training and development.
Training is a vital part of any organization. It does not just enable employees to do their
job, but it plays a role in determining how productive and efficient an organization is (Aguinis &
Kraiger, 2009). It is essential to understand the reaction of the learners and what they think
about the training they are taking. As the instructor, it is also necessary to know how well
employees have retained the knowledge delivered by your training and how they will put this
knowledge into practice, and the impact the training had on them to create the results intended
for the organization. With Beefsteak quickly growing into a household name, the company is
expanding. The best practice for the managers is to implement the hands-on training method
because it will be more effective by using on-the-job training, self-directed learning,
apprenticeships, and simulations to institute the skills best suited for this company to encourage
the learner to grow within the organization. Hands-on learning is a given in the restaurant
industry, and training is essentially a way to get someone up to speed and onto the schedule
(Carlson, 2018).
Discuss the essential elements for measuring training outcomes.
To assess outcomes, it is vital to systematically document how trainees behave on their
jobs and their relevance to the organization's objectives (Brown, 2017a; Machin, 2002; Snyder,
Raben, & Farr, 1980). Beyond that, it is essential to consider the intended purpose of the
evaluation and the needs and sophistication of the intended audience (Aguinis & Kraiger, 2009).
Measuring training outcomes is done for multiple reason to help the organization. They help the
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management team make decisions about future training techniques so they know if they should
modify them or eliminate them. They help compare the benefits of training versus non-training
to improve staffing or work design. To have the data to compare the costs and benefits of
alternative training programs. They can make better decisions about individual trainees to decide
if they need additional training. To understand the training process and increase credibility and
visibility of the training function by documenting the success. There are elements to measure
training outcomes, and the most basic is counting, such as counting new customers, interactions,
dollars, hours, and so forth. The most challenging evaluation tasks are deciding what things to
count and developing routine methods for calculating them. In the context of training, the
following is what matters, criteria, time, types of criteria, and levels of criteria (Aguinis &
Kraiger, 2009). Regardless of the measures used, the goal for the company is to make
meaningful inferences and rule out alternative explanations for results. It is essential to
administer the criteria according to some logical plan or procedure.
Identify the key principles of instructional design to encourage learner
participation.
The fundamental principles of instructional design to encourage the learner to participate are
essential for training employees within the organization. It is evident that poorly designed
training will not stimulate and support learner participation regardless of the extent to the
appealing or expensive technology that the company uses to deliver it (Brown & Ford, 2002).
Hence, if technology-based training is maximally effective, it must be designed to encourage
active learning in participants. Beefsteak will need to understand how important it is to design a
training method that can be effective and ensure that it is used appropriately. To do so, they need
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to consider incorporating the following four fundamental principles into the instructional design
(Brown & Ford, 2002):
1. "Design the information structure and presentation to reflect both influential
organizations of material and ease of use.
2. Balance the need for learner control with guidance to help learners make better choices
about content and process.
3. Provide opportunities for practice and constructive feedback.
4. Encourage learners to be mindful of their cognitive processing and in control of their
learning processes."
Assess the outcomes of training, distinguishing between the outcomes of statistically
significant effects from practically efficient effects.
The design of a training and development program is critical to its eventual success. No
less necessary, though, are implementing the program and the measurement of outcomes
resulting from it. To assess effects, Beefsteak managers will need to systematically document
how trainees behave back on their jobs and their relevance to the organization's objectives
(Brown & Ford, 2002). This is essential because it will help the managers make better decisions
about future training programs to provide the proper training to the employees to benefit the
company better. Regardless of the measures used, Beefsteak's goal is to make meaningful
inferences and rule out alternative explanations for results. Such measurement is not easy, but the
technology to do it is available and well developed (Aguinis & Kraiger, 2009). The basic
formula for assessing the outcomes of training in dollar terms builds directly on the general
utility formula for evaluating the payoff from selection programs that Beefsteak has developed
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for their training within the company. The outcomes of strategically significant effects do not
happen by chance; it is earned. The employee trains hard and achieves the result of the training
goal both by the instructor and employee. Practically efficient effects are related to more
common sense, and they dictate the training to justify its use is relevant for a classroom setting.
Beefsteak will assess each employee to dictate if they need more activity based on the job
performance and experience.
CONCLUSION
As a training manager for Beefsteaks, I would consider doing hands-on training to teach
the best practices of the restaurant, the portion sizes, the quality of the presentation of the food,
and the importance of food safety and quality control. I will base the training on experience and
how each team member learns and design the training accordingly. I will use technology-based
training to teach them food-handling safety measures and code of conduct and ethics training. If
they do not have the food handling certificate, this training will be done professionally by the
state in a classroom setting. Each shift will have a manager required to take this class. One
additional employee as a backup on each shift will also be required to obtain the food handling
certification to meet state and federal regulations. Once all training is completed, I will request
feedback from each employee to see if the training was significant to the organization's needs,
and I will adjust future training from the feedback received.
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