BOM Assignment
1.1 Prestige Worldwide – Happy World Land Extreme Park
1.2 a) Happy world land merchandise, Clothing, Food, Extreme Thrill Rides
b) Teenagers to Middle Age (14+), after 10:30 pm (18+)
c) Woolloongabba, Offices in Brisbane City.
1.3 To Unite Friends and Family to Enjoy and Share the Most Fun and Thrilling Experience
1.4 1. To manage sales effectively in order to maximize profits
2. Customer Maximization
3. Provide Customer Satisfaction
4. Demonstrate teamwork with affiliates
5. To obtain a respectable reputation within the global community
6. To provide a safe and enjoyable workplace for all employees
Part
1.1 The name “Happy World Land Extreme Park” was chosen because it is an original and unique name that stands out to the target audience. The name also provides an adequate description of the theme park and the general atmosphere of the park.
1.2 “Happy World Land Extreme Park” is a unique park as it the first extreme park in Australia and consists entirely of thrill rides. Our park differs from other Australian theme parks as we spotlight thrills and provide a different experience for the mature audiences. The staff members are young, enthusiastic and enhance the overall atmoshpere of Happy World Land. The park provides night time entertainment for the 18+ consumers. This includes live DJ’s and bands every Friday and Saturday night at the outdoor nightclub where alcohol is served. This focuses on our mature 18+ audience while the younger consumers are encouraged to enjoy our services during the day.
1.3 This mission statement was selected to outline what the consumers are expected to take away from their time at the extreme park.
1.4 The objectives selected would be acceptable to support management, employees, customers and shareholders. The management are
Section 2 : Job Analysis
2.1 Bartender
2.2
Part B
2.1 The position of bartender was chosen because the bartender plays an important role in the bar and club. The bar staff enhance the atmosphere when the job is done correctly. This plays an important part in achieving the organisation’s mission by increasing sales and improving the experience for the customers.
2.2 The processes used to collect job analysis information would help gain an adequate picture of the job by providing basic understanding of the tasks needed to be performed on the job.
Section 3: Recruitment and selection
Section 4: Training and Development
Part A: Decisions
4.1 Training Location
On-The-Job Training
4.1.1 Training Objectives
The main objective of the training that the bartenders undertake will be able to provide the staff with skills that they will need on the job. The central objective of the training is to ensure that the employee is able to consistently provide quality drinks and snacks that satisfy the customers.
4.1.2 Training Method
Staff training courses will be held by Free Spirits Bartending. This Kelvin Grove based company provides on-site training and will conduct training courses with all new staff. Persons taking place in this course will also be required to attain a Responsible Service of Alcohol certificate during another training session, held by Prestige Worldwide, prior to taking the bartending course.
4.1.3 Methods of Evaluation
Evaluation of the training will be performed by the bar supervisor as he will work with the new employee for the first three shifts after training and will asses the performance of the staff member. Feedback from customers about the service will also be gathered about the employee and will be relayed back to them. This will give the new bartender feedback on where they need to improve to be the best they can.
Part B: Analysis of Decisions
4.2. Justification of Training Location
Training is an essential activity of all organisations and provides employees with key knowledge and skills needed to perform their job (Training- The benefits of training., n.d.). It can be conducted in either of two main methods; on-the-job or off-the-job training. Off-the job training occurs at a location away from the work place and is most common in the form of classroom training. This may be planned by educational institutions or training consultants, or by the organisations own training personnel (Business and organisation management book). This method of training lacks realism and experience in the field. This method of training is generally more expensive and is not always relevant as trainers may not know the specific conditions of the employment (PWqJL8CGES.pdf., n.d.).
Alternatively, on-the-job training is when workers learn skills at their place of work. Prestige Worldwide have chosen to conduct a variation of this form of training by introducing a professional development team specializing in bartending, to provide on-the-job training. This training is the perfect choice for companies that need to train groups of employees from 10 to 500 or more (Benefits of On-Site Training., n.d.). It allows training of multiple staff, in the shortest period of time with
one single payment. On-the-job training is also very relevant and practical, dealing with day to day requirements of the job while familiarising the employee with the surroundings.
This method is best suited because it provides the employee with hands on training and offers experience for the staff member in the field. Having a bartender who is confident and knows their surroundings is extremely important as this helps to keep the bar working effectively so that productivity is at its peak constantly. The employee will be able to learn new skills and have the opportunity to practise them before needing to use them in the workplace. The variation of the common on-the-job training method, by introducing a personal development team, eliminates the possible disadvantages and provides a rigurous process in which the employees learn the skills necessary for the job without the risk of picking up bad practises from the usual on-the job-training.
4.3 Justification of Training Objectives
Training objectives are specific knowledge, skills or attitudes that trainees are to gain as a result of the training program. These objectives are usually measurable and are the basis of the training evaluation. These objectives are in place to adequately prepare the employees for their job as a bartender and equip them with the knowledge required. Knowledge alone however is insufficient and trainees must learn the appropriate skills and attitudes needed to perform the task to a high standard.
The objectives chosen are in place because they are all measurable and assist in the evaluation of the training. These objectives however also, if achieved, assist the employee in helping the bar and bar staff. In this case the central objective, that the employee is able to consistently provide quality drinks and snacks that satisfy the customers, can be divided into four main criterions; speed, attention to detail, customer satisfaction and consistency.
The four ideas are crucial to running an effective bar that is of a high quality. As the bar is an extremely important part of the nightlife at Happy World Land its success directly affects the night time environment at the park. These objectives help with the organisation of the bar so it runs effectively and maximize the productivity.
4.4 Justification of Nominated Training Strategies
Training and development within an organisation is essential and is a requirement to achieve success. The training strategy is a mechanism that establishes the competencies the organisation requires in the future and means in which to achieve it. The objectives were set and the best way of achieving them was through mentoring, by hiring a personal development team that specialise in training bar staff on-the-job.
This training strategy is best suited for the organisation because all staff will receive a thorough and rigorous training that will cover all they need to know about bartending. Being trained in a group creates a team atmosphere so that on the job the staff will work together. The training team also provide a programme designed specifically for the needs and want of the organisation and can more directly help in achieving the objectives and ultimately the mission of Happy World Land.
4.5 Justification of Training Evaluation Method
Individual
Once the training has been completed, an evaluation should be carried out to see whether the program’s goals were achieved (BOM OLD BOOK). Extensive costs are associated with training of staff and they need to be weighed against the benefits of each training program. If the benefits do not outweigh the cost then the training program in place must be looked at and either modified or abandoned.
The method of evaluation chosen by Prestige Worldwide is performed by the bar supervisor and the customers. The supervisor has expectations and can properly evaluate the performance of the employee. As the supervisor is at work the same times the new employee is, the evaluation can be thorough and provide the human resource team and the employee with valuable feedback.
The customer feedback can be used as an effective evaluation method as the customers are the people who determine the success of our organisation and it is them who we want to please. Their feedback can provide useful advice to aid us in achieving our mission and can assist in further improving employee’s skills.
Useful Sites
http://tutor2u.net/business/gcse/people_training_introduction.htm
http://tutor2u.net/business/gcse/people_training_types.htm
http://www.nationalseminarstraining.com/Onsite/benefits.html