Training for Excellence at Wegman's Food Market

1. Discuss how training at Wegman’s’ is related to its organizational needs.

An effective training system is a set of processes designed to transform organizational inputs into output that meets organizational needs. According to Noe, Hollenbeck, Gerhart & Wright, 2009, “training consists of an organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities and behaviors with the goal of applying these on the job.”

Training at Wegman’s’ used the strategic human resource management surrounded in an overall culture of social responsibility, especially in the mix of a highly competitive and low margin industry. Wegman’s HR specialists use a strategic approach in training the company’s employees, in that an overview of the contemporary supermarket industry was Wegman’s used a combination of training session to include o the job training for their employees such as hands on. CEO Danny Wegman states, “Wegman is a food business, learning the five senses is very important to the organization” (Noe, Hollenbeck, Gerhart & Wright, 2009, pg, 209, para 2). In doing this training was giving on food safety, and the ways to cook and bake. Customer service training (face-to-face training) was very important to Mr. Wegman in that the employees would know and see different attitudes and behaviors customers can possess and how Wegman’s employees would know how to handle these different behavior and attitudes with a caring professional manner.

The training for Wegman’s employees are not just in knowing how to do the job well but to value and understand the customers’ needs with a positive attitude. This “understanding of sales is consistent with the company’s strategy of competing on the basis of quality and service For example if a customer does not know how to cook beef sirloin tips, no matter how much it cost, in returns an employee from Wegman’s discuss how to prepare and cook the sirloin tip, with the outcome success story of how the cooking and preparation was helpful. The customer will come back to Wegman for sirloin tips in addition word of mouth to others about what outstanding customer service Wegman’s gives to their customer” (Noe, Hollenbeck, Gerhart & Wright, 2009).

In other words, Wegman’s uses strategic human resource management in which the organization decided to discuss the conversation about the conflicts between profits and ethics.

According to the success of Wegman’s training was measure on how well the sales increase in their stores. The increase profit and sales of Wegman’s stores were the key factor in determining Wegman’s training and development company’s HRM performance, this encourage the HRM to keep the attention on business benefits in the training program.

Other measures that might be important are the combining classroom sessions with on-the-job learning