This is topic Training Guides? in forum Ground Level at Film-Tech Forum ARCHIVE.
To visit this topic, use this URL:
https://ft-forum.com/ft/cgi-bin/ubb/ultimatebb.cgi?ubb=get_topic;f=5;t=001281
Posted by Tim Lockridge (Member # 1346) on 10-14-2004, 09:50 PM:
I have to train a large number of new concession, door, and box-office workers next week at a new theater. I'm currently compiling a training guide and checklist, but does anyone else have something of that nature they'd be willing to share? I'm looking for some additional perspectives and priorities. Thanks.
Posted by Chris Medley (Member # 2145) on 10-15-2004, 09:01 AM:
The one thing I can no stress enough to you and to all your cash handlers is having inventories of every candy drawer every shift to detect theft, and bank facing to stop shortages. Also, since you are opening a new theater you more than likely have a good amount of experience, but the most important thing I could say for you would be your presence on the floor. I have worked with too many managers that are office dwellers..this does you and your staff no good. Also, with the new theater there will be a learning curve, so be sure to give praise as well as criticism to ensure a well trained, highly motivated staff.
By the way, I will see if I can pull up my training standard and email it too you. Good Luck
Posted by Greg Davis (Member # 2687) on 10-15-2004, 03:16 PM:
After the staff have been trained, i have seen the management team make a checklist, and the new staff have to make a good grade on that (i.e. did they clean all theaters, did they sweep under seats, did they stay at the door at all times, etc.) or they get suspended hours. On a good note, if they perform well they get better shifts, or get to be trained as concessionists and box (who get better benefits usually).
Posted by Jennifer Pan (Member # 2035) on 10-15-2004, 04:03 PM:
What I always thought was intimidating was during the training days the managers who helped train would say that people from corporate would drop by and ask the staff the exact procedures of this or that. Or that we had to know the training book by heart. Like some kind of pop quiz whenever they visit the theatre. Which is a lie because that has never happened to me or anyone that I have worked with.
Posted by Phil Hill (Member # 371) on 10-15-2004, 04:58 PM:
Hey Jen... I didn't read your post cuz AGAIN your ID pic caught my eye!
Please email me a full size/full resolution pic of your ID pic.
I really don't know what's come over me, but I want to paste it on my ceiling over my bed.
Your pic just makes me feel "happy!" ![[beer]](graemlins/beer.gif)
>>> Phil
Posted by Jennifer Pan (Member # 2035) on 10-15-2004, 05:13 PM:
Aww ![[Big Grin]](biggrin.gif)
That's sweet Phil. I'm glad I make someone to feel happy. Is 1600x1200 pixels ok?
Hmmm, I think I need to send in a really ugly ID pic. Get people to read my posts instead of my pic. Or I should shave my head that sounds better.
Back on topic... I suggest posting up important sections of the training guide in the breakroom. Nice and huge so the staff will never forget.
Posted by Steve Kraus (Member # 476) on 10-15-2004, 10:14 PM:
Sounds like Phil is trying hypnopaedia (sleep learning). I commend you on your choice of subject matter but give it up already; you're beyond reformation!
Posted by Brandon Willis (Member # 2345) on 10-22-2004, 01:09 AM:
Once you get your training manual put together, it's a very good idea to have some kind of form that they sign off on after reading the manual, so that they are on record saying that they understand the policies and procedures of their job, and the consequences of breaking policy. Include this form in their personnel file indefinitely. That way, if any employee tries to pull the "nobody ever told me that" crap, you can pull out the form and explain to them how they signed off saying that they understand what it says in the training manual. Yep, I have a real hard on for documentation.
Posted by System Notices (Member # 2357) on 12-22-2006, 08:41 PM:
It has been 791 days since the last post.