The training industry has a multitude of hospitality courses available for accredited training for the hospitality industry, which are available for domestic and international students.
As a manager of a hospitality business, whether it is a café, restaurant, tavern, hotel, bar, entertainment, facility or any other type of food business, it is daunting to know where to start or what is suitable for your business.
Training organisation sales representatives or business development managers can seem like a shark hovering around your venue, as they see opportunities, but are not always clear in their communication, and it can see all too hard to do.
The Australian Department of Education offer hospitality businesses many incentives for different training opportunities for people, and so do the job services agents.
Many RTO’s (registered training organisations) offer different courses and programs, so it really comes down to the facilities of the business and the qualifications of the RTO, and the student/trainee eligibility. If all these match, then it is a win for everyone.
Here is a guide of what a typical restaurant can do with training and incentives (please note that this is a real scenario in my business, and your situation would need to be checked if this is also possible)
Restaurant with 18 staff, some full time, some casuals and some trainees:
- School based traineeships – 1 x front of house and 1 x kitchen trainee – RTO provide all theory training, and the high school will release the student/trainee for one day of school to work in the workplace (I also gave these trainees additional shifts on the weekend). The trainee completes the 15 units of Certificate 3 in Hospitality with a trainer from the RTO. The restaurant gets a permanent employee for the duration of their traineeship (375 hours approx), trainee hourly rates, and government incentives of up to $5,500.
- Succession planning – school based trainee has finished Year 12, and then goes on to do a Diploma of Hospitality Management. Trainee gets this qualification at a reduced rate due to government incentives. The restaurant gets a junior supervisor, that has already worked in the business for more than 12 months in their traineeship, is very loyal, already knows the operational system, and are personally ready to step up and take on as much responsibility as you want to give them.
This is a fantastic way to train your staff, so that the manager can always have a continuous supply of staff that are committed to the business and are productive team members. It is much easier delegate tasks to their team and have a good flow of operations, and responsibility is shared amongst the management team.
The succession planning strategy is a good way for owner/managers to get some more time for themselves, and not be always tied to the business. By using this strategy, the manager gets more time to work on the business and the more important aspects such as marketing and promoting the business to get more customers and have the business profitable.