learning changes
Post on 23-Apr-2017
213 Views
Preview:
TRANSCRIPT
1
Learning Changes at Wendy’s: Our Evolutionof Field-Based Training
Coley O’BrienNational Director of Operations TrainingWendy’s International
Topics• Fast Facts About Wendy’s
• Historical Approach to Training
• Evolving Approaches to Training
• Prioritization of Training Strategies
• E-Learning Strategy– Critical Decisions
– Future State Needs
• Demos and Examples
• Q&A
2
Fast Facts About Wendy’s and Training Team
Wendy’s Restaurants
• 6,600 restaurants
• 20% Corporate / 80% Franchise
• 50k employees / 200k employees
• North America, Canada, International
• Celebrating our 40th Anniversary
Corporate and Field Training Teams
• 7 Corporate Training Employees– 2 Instructional Designers– 1 E-Learning Developer– 1 E-Learning Systems Specialist– 2 Field Training Project Mgrs
• 50 Field Training Employees– Majority have worked their way up
through operations
3
Historical Approach to Training at Wendy’s
Positional Training in Restaurants
• Target Audience = Crew, Managers, Multi-Unit Operators, Corporate
• 4-Corner Training
Trainer Explains,Trainee Listens
Trainer Performs,Trainee Watches
Trainee Explains,Trainer Listens
Trainee Performs,Trainer Watches
1 32 4
EXPLAIN
PERFORM
TRA
INE
E
4
Historical Approach to Training at Wendy’s
Positional Training in Restaurants
• Target Audience = Crew, Managers, Multi-Unit Operators, Corporate
• 4-Corner Training
• Crew Training Guides
• DVDs
• Visual Training Aids
• New Product Training Kits
• Operations Manual
Manager Development Training
• Training Stores / 3-Phased Training
• Wendy’s Management Institute
• Initial Attempt at E-Learning 2005-06
5
Evolving Approaches to Training at Wendy’s
Positional Training in Restaurants
• E-Learning
• 4-Corner Training
• Online Operations Knowledgebase
Manager Development Training
• Blended Solutions Approach
6
Prioritization of New Training Strategies
7
E-Learning Strategy: Critical Decisions
• Why E-Learning?
• What new hardware / infrastructure was required in the restaurants?
• Did we need a formal LMS? LCMS?
• If yes, who should we partner with?
• What new internal and external resources would be required?
• What would our methodology be for developing courses?
• What new tools would we use?
• How would we approach testing and implementation?
8
E-Learning Strategy: Managing the Change
Challenges
• Establishing the Need and Elevator Speech
• Explaining and Justifying the Cost
• Company and Franchise Dynamics
• Establishing the Infrastructure
• Restaurant Environment
• Target Audience Tech Experience
• Previous E-Learning Failure
• 40 Years of Perceived Training Success
• Experience of Internal Resources
9
E-Learning Strategy: Managing the Change
Critical Success Factors
• Senior Leadership Support
• Active and Engaged Steering Committee
• Led by Operations (not IT, HRIS, HR)
• Diverse Cross-Functional Team
• Solid IT Partnership
• Frequent and Structured Communication
• Established and Maintained Clear Milestones, Timeframes and Expectations
• Identified and Developed Change Agents
• Sought Out Resistance
• Executed and Delivered
• Acted Upon FeedbackStrategic Filter Technical Filter End-User FilterGenerate
Ideas
10
coley_obrien@wendys.com
top related