L'Avalanche
Indoor Ski Resort
3187547669
Company Training
L'Avalanche thoroughly trains each staff member to not only know the resort, but their individual roles to the highest capability to ensure safety to our skiiers and snow-goers as well as a fun and enjoyable time.
Orientation Plan
Style of Training:
Our Orientation will be in the style of Group Sessions. This will allow for fellow staff to get to know each other in a team based environment, which is what they will be engaged in while working for L'Avalanche. It will also give them a chance to meet our Leadership Team as a group and learn as a whole.
Time:
Orientation will take place over one day, and be a total of 8.5 hours.
The first four hours will be a knowledge based, lecture type of orientation. We will discuss the L'Avalanche business, The Resort company, and specifics of how and why we do what we do. A 30 minute lunch break will be included. The second four hours will primarily be spent on our key activity, which will be discussed later on.
Material Covered:
Our lecture based portion of the Orientation will be comprised as follows:
20% Focuses on general property knowledge
50% Focuses on local area specifics within property
30% Focuses on overall corporate culture
Our main focus will be on the local area specifics within property. We want our staff to know much about the overall location where they will be working. Knowledge of all areas as well as how our resort is run is key to a well educated and helpful staff. After that, knowledge about the corporate culture is something we want to make sure our staff knows. The Resort as a company is a large corporation and we want our staff to know what The Resort stands for and believes to have that reflected in their work. While it is important, we will not spend much time discussing general property knowledge. The Resort has many outlets to it, and it would require a lot of teaching to truly go in depth about it all. The general features and main highlights will be discussed.
Key Activity: Skiing/ Ski Lessons
Our Key Activity during our training will be the opportunity for our new staff to ski on our slopes, and learn how to ski if they haven't skiied, or are uncomfortable with skiing. The second part of the day (for roughly around 4 hours) will be spent on skiing. This will be a fun activity for our new staff and it will get them acclimated with our resort on a personal level. Many people who will come to our resort will have questions about skiing and the slopes. While not all of our staff will be avid skiiers, we want them all to be able to experience the slopes, and to be able to talk about their time with those who have questions. If a staff member has never skiied before, we will offer personal lessons.
*No staff member will be required to ski if they choose not to, but will be required to stay until the end of the orientation.
Area Specific Training
Merchandise
Operations
Role: Merchandise Hostess
Method of Determining Training:
Job and Task Analysis
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This type of training is necessary because the new hostesses are new company employees. They need to be shown the L'Avalanche way of doing tasks and helping skiiers and snow-goers.
Trainers:
Department Level Trainers
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They are the most experienced in their role on the L'Avalanche property.
Style of Training:
Role plays, classroom, small group interaction
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Using these choices will keep trainees' attention and will introduce them to the role in an entertaining way.
Time Dedicated to Training:
4 days
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This time allows the trainer and new staff to dedicate one day to each assignment in the merchandise role.
Follow up Training:
No
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Not needed.
Measuring Training's Effectiveness:
Surveys, Observation
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Surveys are needed because it uses the new staff's opinion of effectiveness to help vet out of the training. Observation is needed because it will help to make sure the new employees are ready to work on their own.
Costs:
50% Labor
25% Materials
25% Delivery
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The most money will go towards paying the trainers while smaller parts go towards materials and delivery such as notepads, pens, and lunch.
Role: Ski Patrol
Method of Determining Training:
Job and Task Analysis
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This is used to determine the type of training because we have to look at the role to see what is needing to be taught before actually training our staff on it.
Trainers:
External Trainers
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The Ski Patrol role is a very safety critical role and requires our staff to be thoroughly taught in many areas. External trainers who train at other ski resorts will be necessary so our patrol is up to safety requirement.
Style of Training:
Classroom, Shadowing, Simulation, Role Plays
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These choices will help teach the role in many ways, and also give the new staff chances to learn hands-on, as this is not a cut and dry role.
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Time Dedicated to Training:
1 Week
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This time allows the new patrols to spend adequate time with the trainers and gives them time to go through multiple scenerios.
Follow up Training:
Yes, once the following week, and another time the following month.
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We want to make sure our patrols are retaining the information and following the proper procedures on the slopes.
Measuring Training's Effectiveness:
Observation
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The only way to fully measure the effectiveness to to see how the new patrols perform on the slopes.
Costs:
75% Labor
20% Materials
5% Delivery
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The most money will go towards paying the external trainers. Diagrams and pamphlets will be handed out during classroom sessions. Delivery costs will be minimal.
Food
Role: Server
Method of Determining Training:
Needs Analysis
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There are new jobs in a new restaurant and people need to be taught how it is run and how to run it.
Trainers:
Department Level Trainers
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They will know the most about the job since they are the most familiar with it on property.
Style of Training:
E-Learning, Classroom, Shadowing
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Training in the classroom will allow to learn the menu and while doing e-learn become reacquainted with RVP and food safety courses. Shadowing will allow them to see how everything is done up close and get a hands-on experience.
Time Dedicated to Training:
1 Week
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This will give them time to learn the menu and catch up on certifications that are out of date.
Follow up Training:
Yes, 2, every 6 months
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They must be recertified and menu updates needs to be taught to the staff.
Measuring Training's Effectiveness:
Rentention, Observation
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They will be tested on the menu to see if they retained what was necessary, and be watched to see how they interact with guests.
Costs:
80% Labor
10% Materials
10% Delivery
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The labor costs will go towards trainers to train the severs while other costs will go to smaller things such as practice menus and pens.
Recreation
Role: Ski Instructor
Method of Determining Training:
Job and Task Analysis
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Since this is a safety critical role and our ski slope is unique, we have to look at the role individually and see what needs to be taught in the L'Avalanche way.
Trainers:
Department Level Trainers
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Due to the specific role and type of training, those on our department are the best suited since they are in the role daily.
Style of Training:
One on One , Classroom, Small Group Interaction
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Classroom training will teach the new instructors the basics, and the the groups and one on one will teach them how to apply what they learned in class.
Time Dedicated to Training:
3-4 days
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This is enough time to cover all materals with out giving too much information at one time.
Follow up Training:
Yes, once a year
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Follow ups should be once a year to make sure they aren't skipping small details as they gain experience teaching.
Measuring Training's Effectiveness:
Observation
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This can be done while the are instructing to see how they are interacting with their students.
Costs:
50% Labor
35% Materials
5% Delivery
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Most of the money will go toward labor because we will need to pay trainers. We will have most of the materials already, such as skiing equippment and will only really need to spend on paper hand outs, and not much will be used in delivery.
Beverage
Role: Bartender
Method of Determining Training:
Job and Task Analysis
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The only real way to learn bartending is to work as a bartender while having the support of someone who has experience bartending behind you.
Trainers:
Department Level Trainers
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The way to train is again to have a bartender train the new hires, there is no need to bring someone from the outside if there are capable employees already working for us.
Style of Training:
Role plays, Self-Paced, Case Studies, Shadowing
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The best way to learn is to get a handle on what are the possible things that are going to happen while you are working. You pick up on some of them yourself while actually learning from the veteran bartender behind the bar. To do case studies and role plays to get the person used to interaction in the bar setting is helpful as well.
Time Dedicated to Training:
2-4 days
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The training should take about 2 to 4 days given the previous experience of the new trainee and how they handle themselves. The first day will be just a run through teaching them the basic structure, the cocktail list, generic cocktail training, and other business. The other days will be a job shadowing technique teaching them how to survive on their own behind the bar and will be as long as needed to where the new hire and we seem comfortable about putting them out their on their own.
Follow up Training:
Yes, 4 sessions quaterly
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To make sure that the bartenders are staying at a consistant level of acceptance for their craft and to make sure they know all the drinks that we serve to the tee.
Measuring Training's Effectiveness:
Financial Results, Observation
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We would just need to see if they can handle being in the fast-paced environment of bartending and looking at the financial reports to see if they are under or over pouring on beverages.
Costs:
10% Labor
80% Materials
10% Delivery
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I chose these percents for them because of the following: Labor is not that expensive as bartending is a tipped position and they do not have the same wage requirements as people have in non-tipped positions. Most of our money will be put into the food, beverage, and liquor as well as the glassware and other materials that we will need to make the bar run smoothly. And of course we will need a way to get those materials to the location on a fairly consistant basis so delivery of the food and beverage materials is much needed.