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IntroductionIntroduction
A company is nothing but the collective intellect of its people. Business
growth can only take place through people growth. And the more a company
harnesses the potential of its people, the faster it will grow. Equally, the faster it
grows, the more opportunities it can create to excite and retain talent. We have
recognized this since our inception. People development has always been central to
Tasty bites and our business strategy .To achieve our full potential, we must
continue to empower our people to stretch their minds, ingenuity and abilities.
Those aspiring to join Tasty Bites management cadre are expected to have
certain attributes. There are certain competencies according to Tasty bites, which
indicate whether a person has the essential behaviours, the potential to contribute
and the strength of character that does not falter or flinch. The aspirants could be
fresh graduates, people with experience in similar companies or those promoted
from within the company's non-management cadre.
“Let us, then, be up and doing
With a heart for any fate
Still achieving, still pursuing
Learn to labour and to wait”

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Training policy.Training policy.
Training of managers is not restricted to skills. It also develops the
individual's intellect, builds leadership qualities, inculcates entrepreneurship and,
above all, moulds the individual as a person with high self-confident integrity, team
commitment and the capacity to learn from experience. Two important aspects of
this development effort are to provide the individual with real-life feel of the needs
and aspirations of the consumers we seek to serve, and to build in them a holistic
understanding of business.
“We believe that people make all the difference. We found that two adjoining
territories could be similar in almost every respect - our products, the competition,
and other factors - but varied enormously in profitability. In the end it was the
quality of the people that made all the difference."
Vision Statement
“To prepare employees to develop specific skills necessary to perform
effectively in their current job assignments”
Mission Statement
“Our mission is to establish a basic curriculum of programmes and courses
that management can assess to ensure that all employees are able to do the job
effectively and efficiently – Healthy employees with healthy minds foster the
company’s prospects”.
Various training policies followed by our organization:
1. In - house training policy: -
Our company will be focusing mainly on in-house training because training
designed and led by someone the employees will be working, focusing on organization–
specific information has obvious benefits and quick applications.
2. External training:-

3. TASTY BITESTASTY BITES
3. Deputation:-
Delivering the notice:
The notice of the training will be given minimum one week in advance so that the
acknowledgement from the employees is collected well in advance.
Balance between In-house
and External training.
“Each morning sees some task begun
Each evening sees it close
Something attempted
Something done
Has earned a nights repose”

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Company policyCompany policy
Our company policy is transparent and very flexible. The company is open
to all its employees suggestions. If there are any new policies or development
programmes suggested by the employees the management encourages it. We have
made a commitment to our employees that we strive to achieve with our actions
every day. And to make sure we deliver on this promise, we have in place five
people principles. These people principles reflect Tasty Bites values and describe
the culture we embrace.
1. Respect and Recognition
• Managers treat employees as they would want to be treated.
• Employees are respected and valued.
• Employees are recognized formally for good work performance, extra effort,
teamwork and customer service.
2. Values and Leadership Behaviors
• All of us act in the best interest of the Company.
• We communicate openly, listening for understanding and valuing diverse opinions.
• We accept personal accountability.
• We coach and learn.
3. Competitive Pay and Benefits
• Pay is at or above local market.
• Employees value their pay and benefits.
4. Learning, Development and Personal Growth
• Employees receive work experience that teaches skills and values that last a
lifetime.
• Employees are provided the tools they need to develop personally and
professionally.

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5. Resources to Get the Job Done
• Employees have the resources they need to serve the customer.
• Restaurants are adequately staffed to allow for a good customer experience as well
as to provide schedule flexibility, work-life balance and time for training.
Training budgetTraining budget
“To look is one thing
To see what you look at is another
To understand what you look is third
To learn what you understand is still something else
But to act on what you learn is all that really matters
Isn’t it?!”

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It is our company’s policy that 3-5% of the company’structure budgeted
sales should be allocated towards training and development of its employees and if
need arises the company will extend its budget to a reasonable extent.
Elements of training budget
1. Number of Employees
2. External / Internal faculty
As ours is a new company, initially we do not intend to hold training
programmes with internal faculty for our employees, but in the future, depending
on the growth prospects of the company, we would have an internal trainer. At
present we intend to hire external faculty for the purpose of training our employees.
3. Duration
We will have intensive training during early hours of the day on weekdays
4. Equipment
5. Venue
The training will either be held in-house i.e. within the company itself and
also will be held externally at various venues like BMA, CII (Confederation of
Indian Industry), WTC as well as at hotels like Sea Princess and Sun-n-sand. In-
house training will be conducted in the company’s conference room, even if the
trainer is an external faculty. In case of an external venue of training, the company
will bear all the expenses including first-class train fare, if necessary, lodging and
boarding at a 3-star or a 4-star hotel.
6. Printing and Stationery
7. Miscellaneous expenses (gifts, etc.)
Types of training at Tasty BitesTypes of training at Tasty Bites

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Induction training:
Induction training is the training given to an employee on joining the
organization. The main purpose of the induction training is to make a new
employee comfortable, when he joins the organization for the first time. Within 3-6
months after joining our company, all new employees participate in a one week
orientation program about the company’s management practices. They hear the
mission statement. They hear from top executives about what the market is like and
where the opportunities are. They hear from the legal department. They hear about
affirmative action and they spend 2 days learning about the company’s
management by objectives (MBO), performance evaluation system. Induction
training in our organization will consist of the following:
Introduction from the CEO
Vision and mission
Introduction of the organization
Structure of the organization
Accountabilities and responsibilities
Performance standards
Competitors
Job descriptions, etc.
Sales training:
Emphasis should be towards on the job as well as off the job training methods in
training the sales personnel. Course content include
Job knowledge
Organizational knowledge
Knowledge about the company’s products, customers and competitors,
Sales administration procedures,
Law concerning sales,
Special skills like making presentations, handling objections, etc.

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Company attitudes such as loyalty to the company and trust in the company’s
products, understanding and tolerance with regard to potential and existing
customers.
Job training
It refers to the training provided with a view to increase the knowledge and
skills of the employee for improving performance on the job. Employees may be
taught the correct methods of handling equipment and machines used in a job. Such
training helps to reduce accidents, waste and inefficiency in the performance of the
job.
Safety training
Training provided to minimize accidents and damage to machinery is known
as safety training. It involves instruction in the use of safety devices and in safety
consciousness.
Customer service training
Being a fast food company our job is to achieve consistent customer satisfaction
upto the highest level, thus a major thrust of our training programmes will be on customer
service. We at Tasty Bites believe that as “differences between goods and services
shrink the company that coddles customers best, has the competitive edge.” Training
begins with generic telephone skills and becomes increasingly specific as the programme
wears on.
Performance Management System
Team building Training
Various team building Exercises are conducted in our organization to increase
cohesiveness, synergy, leadership, crisis management, assertive behaviour, etc for better
performance of its employees.

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Methods of training at Tasty BitesMethods of training at Tasty Bites
A number of training methods are available; it is the responsibility of the
person incharge of training to use the most suitable method. The best
method will depend upon the type and nature of job, the amount of knowledge and
skill required, cost, time available and policies of the organization.
On the job training
Under this method the trainee is placed on a regular job and taught the
necessary skills to perform that job by a qualified instructor or worker. The main
advantage of this method is that it imparts skills, knowledge and experience under
the actual working conditions. Some of the training methods based on on the job
training in our organization are:
Job rotation
Apprenticeship
Coaching
Understudy method
Job instruction training method
Off the job training
Under this method of training, trainee is separated form the job situation and
his attention is focused upon learning the material related to his future job
performance. Since the trainee is not distracted by job requirements, he can place
his entire concentration on learning the job rather than spending his time in
performing it. There is an opportunity of freedom of expression of trainees. Of the
job training methods followed by our organization are as follows:
Vestibule training
Lecture method
Role-playing
Films and slide shows
Discussion methods

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Training techniques at Tasty BitesTraining techniques at Tasty Bites
Techniques Description
Ice breakers Games to get team members know each other
Skill games Tests to develop analytical skills
Leadership games Exercises to teach different styles of leadership
Lateral thinking Thinking randomly to come up with new ideas
Communication games Exercises to build bais free listening and
talking
Shifting physical positions Highlighting of communication problems
9+1+23 Self-assessment by a leader of leadership skills
Built-in tension Teaching the importance of resolving matters
Shadowing Working under a senior to watch and learn
Training Aids at Tasty BitesTraining Aids at Tasty Bites
 Films, Slides, Projectors, Movies, Stills.
 Charts, Graphs, Flash Cards, Flannel Boards, Pictograms.
 Pamphlets, Brochures, Handbooks, Manuals.
 Libraries and Reading rooms.
 Teaching Machines, Closed Circuit TV.
“I HEAR AND I FORGET…..
I SEE AND I REMEMBER…..
I DO AND I UNDERSTAND……”

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 Exhibits, Posters and Displays/
 Notice Boards, Bulletin Boards, Enlarged Drawings.
 Cartoons, Comic books, Books.
Training normsTraining norms
If a training programme is scheduled, an employee is expected to attend an
in-house or public training programme; he is expected to be on time at the venue.
Physical and mental presence is essential. They are also expected to give a short
presentation to their immediate authority on what they have learnt in the training
“Catch a man a fish
Feed him for a day
Teach a man to fish
Feed him for life”

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programme. They are also expected to give a feedback on their plan of action as to
how they will implement what they learnt from the training session.
If they don’t adhere to these norms, they would be refrained from attending
any training programmes for the next 6 months and are still expected to work with
the standards laid down by the company which they would otherwise conform to.
Any deviation may result in major consequences. This is mainly to ensure
seriousness amongst the employees about the programme.
Inductions
1st
and 2nd
session - Introduction from the CEO
Vision and mission
Introduction of the organization
Structure of the organization
Accountabilities and responsibilities
3rd
session - Business ethics, EQ and commitment

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4th
session - Interpersonal and communication skills(individual and group
verbal communication skills)
5th
session - Time management, stress management and assertive
behaviour.
6th
session - Leadership and motivation skills.
Sales training
1st
session - Consumer behaviour (Role plays, etc).
2nd
session - creativity and innovation.
3rd
session - Selling skills and aids.
4th
session - Target and forecasting.
5th
session - Communication skills and developing customer relations.
6th
session - Planning, time management and stress management.
Training CalendarTraining Calendar
Jan Feb March April May June
Induction 1st
- 7th
1st
– 7th
Sales 8th
& 9th
8th
& 9th
8th
& 9th
8th
& 9th
8th
& 9th
8th
& 9th
Safety 24th 24th
On-the-job 16th
–
20th
16th
-20th
Performance 5th

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Management
system
Team
Building
15th
-16th
15th
–
16th
Customer
service
4th
4th
4th
4th
4th
4th
Deputation 11th
18th –
19th
All the employees
Sales representatives, sales Manager, Sales Supervisor and
Distribution Manager.
Sales Supervisor and Distribution Manager
Budgeting and training for Finance Manager at WTC
conducted by CCA Finance consultants.
HR Manager training at Pune conducted by Renaissance
Consultants.
ConclusionConclusion
To develop and retain top talent, we have put in place a process that helps
identify potential business leaders much earlier in their careers; they are then placed
on a fast track of personal growth.
We are already creating substantially opportunities for entrepreneurial leadership
for managers through far-reaching changes to the organization structure. The aim is
to provide substantial business leadership opportunities for managers as and when
they are ready, as opposed to when they reach a certain level of seniority.

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We are not going to give in to a hollow concept of bigness, because people make
a company — not a balance sheet or a listing on the Bombay Stock Exchange."
"Take good care of those who work for you, and you will float to greatness on
their achievements."