OHANA RESORT ORIENTATION
Our orientation will be deliver in group sessions. The groups will consist of 15 to 20 employees. This orientation will take 4 hours, where we will focus 50 percent on general property knowledge, 20 percent on local area specifics within property, and 30 percent on overall Hawaiian culture. There are various activities we will be doing during orientation. To start, we will talk about Hawaiian culture and how we have implemented it in our resort. Our vision and mission statement will be mentioned, as well as the quality standards for Ohana Resort. It includes a 1 hour walking tour on property, where you will identify the quality standards. And an initiation where our employees will receive their ID, nametag and a lei.
Training Plan- Front Office
This training will be qualitative with department level trainers. The training will consists of small group interactions as well as one-on-one sessions. All questions and concerns are encouraged. Feel free to engage in conversations that will further help you learn and grow. As future faces of the resort, guests sees us when they first check-in and sees us when they last check-out. In this orienation/training we will briefly go over responsibilities, restrictions and exceptional guest service.
Training Plan - Cashier
Cashier training will be a one on one training. We will discuss about the job and task analysis, your specific duties and responsibilities as a cashier. We will show every cashier how to clock in and where our break rooms are located, as well as the main areas such as the nearest bathrooms and first aid locations. After this small orientation, the cashier will be shadowing the main cashier accompanied of a department level trainer. After shadowing for a few hours, the cashier will be allowed to get its own bank and play the role always accompanied of a trainer. At the end of the day, the trainer will go over what she/he can improve on, by doing some e-learning. This whole process will take about 6 to 8 hours, just as a regular shift. We want to make sure our employees are fully trained before they are on their own.
Training Plan - Housekeeper
The style of training and orientation will be delivered in group sessions. I chose this method because group sessions are faster and easier to handle when hiring several people at once. The housekeeper role in the Housekeeping department will have two hour walking tours of the hotel rooms and back rooms of the building. The training will also include an Introductory meet and greet with colleagues and superiors. We will determine what training is necessary through job and task analysis. The department level trainers will be training because each line of business should have their workers trained by trainers who are certified to know that specific department. The style of training will include e-learning, one-on-one sessions and shadowing. On the job training will take about a week to complete and will not have a follow up training session. I will measure the training effectiveness through observation. I chose observation because in-person is the most specific and detailed way to observe something upfront. The cost will consist of three different percentages, 65% labor, 20% material and 15% delivery. I chose those percentages because I believe in the Housekeeping department, the labor is the most important. Materials is the second biggest amount because guest will always need something, having what they need allows us to do our job for them.
Training Plan - Bartender
Training at the bar will be Individual Sessions, I choose this style because in a full working bar as in our value resort, I want each bar tender to pick up their own style of operation as well as following our guild lines and procedures. I feel what makes a good bar tender is when they can put a piece of their own personality into their work to create a more comfortable atmosphere for both the guest and employees. This training will take one week to complete so each new person has the time to gain better knowledge of their way around the bar and to get all of the information about the entire resort as a whole as well as the numerous locations surrounding us. During this week 30% of the time will be dedicated to general property knowledge, 30% local areas specifies within the property and 40% on overall corporate culture. Although I feel all areas are important I choose to put more emphasis on overall corporate culture to really welcome them to the Ohana Family they must know what we stand for. To add a little fun into our training technique for each new bar member we will host a competition, Bar Wars. This will take place on the last day of their training, since each employee should have at least a year of experience under their belt our competitions will have basic and our specialty drinks be apart of it. It will also include flaring and your knowledge of our specific recipes. It allows a little friendly competition between each mixologist and a entertaining show for our guests.
Training Plan - Filler
Our training will go on for two weeks, five days a week and each work day will be a seven hour shift. There are a lot of functions that go into a Filler position that need to be taught to our new employees. It is important to collect data about our training procedures to see what kind of training is necessay for our new employees. Qualitative, quantitative, combined and extant data will allow us to learn from different kinds of methods which training procedures can be improved. It is our priority to deliver the best trainng possible for our employees and by collecting data, we will learn how to deliver the best training we can provide. We will provide highly dedicated trainers that have been in our line of business for an extended period of time. Our trainers were selected based off of their excelling work ethics and skills and have been trained properly for their role. Each trainer will have a training group which will include three members. Therefore, this will allow our trainers to monitor and teach our new employees about how their new role functions. The style of traning is small group interaction, one-on-one session, self-paced, and shadowing. All of these include direct interactions which we belive is the best method for new employees to learn about their new role. Our trainers will go through step-by-step on how to fill drinks, orders, making sure that the orders are complete, conversing with guests when waiting, and much more. Our new employees can ask questions and learn from their trainers and have a hands-on experience with their new fellow coworkers. It is important for new employees to participate in their new roles to gain experience and to continue to grow their knowledge. We want to ensure that our trainers did an effective job to train our new employees. Therefore, we will conduct surveys and observations to confirm that our training procedures were effective. These surverys and observations will help us improve our training procedures for the future and we will take everything into consideration. On our overall budget, we anticipate to spend 50% on labor, 20% on materials, and 30% on delivery. We want to focus on the labor because it is the most important to increase our productivity.