Training Procedure
MAKE NOTE:
*Trainers to be selected from staff and management
*Training lasts one morning, and is followed by lunch of choice/taste-testing of
new hire(s)
*All new hires (regardless of position) take general training then a “following”
or “shadowing” training of specific position.
*All training material should be branded and available in soft and hard copies
and in French and Arabic.
*Training is four paid hours.
MORNING SESSION -- PPT/narrated video… (2 HOURS)
*Coffee/tea/juices/water, etc. made available...
Part 1: Introductions (who is who)
Addelghani and his wife came to Morocco from NYC..
Their story
Story of how mon quotidien became mon quotidien (started in Allal El Fassi,
then Gueliz, Targa, etc.)
started as a patisserie, then restaurant, etc.
Part 2: What is mon quotidien?
Company Mission,
Company specialties
Company differentiation factor (quality products, cheaper prices, etc.)
Company inspiration -- where our ideas come from, Moroccan cuisine,
American, special-diet alternatives including gluten free, sugar free, vegan etc.
Company aspirations -- where are we going?
Part 3: Our Purpose
Success takes teamwork and commitment
We are happy you are here
We want you to learn and grow with us, etc…
What is expected of each employee, regardless of position:
Proper Islamic character
Honesty
truthfulness
Proper dress code/hygiene
Adherence to policies as it applies to the work role, shift and
location
Part 4: Our products/places
Get to know our menu (*new hire is given a menu and is asked to choose
something to try for lunch)
bakery
restaurant
pizzeria
ice creamery
novelty items
Get to know our ingredients
What are the priorities when it comes to choosing our ingredients?
What are the priorities when it comes to food preparation?
What are the priorities when it comes to food presentation?
How can we optimize production without compromising quality?
The efficacy of our systems and procedures
The expertise and commitment of our staff
MID MORNING SESSION - Online quiz is sent to new hires mobile #, covering
15 questions on PPT…*
-New hire is given ½ hour for quiz.
-New hires should receive an 80 percent or above.
__________________________________________________________
LUNCH or BRUNCH BREAK (1 HOUR) (with new hire’s selected dish from menu)--
*If there is a chance to have a group training then a variety of things should be
offered for taste-testing and for them to get familiar with a variety of products*
*could potentially invite other staff members to attend as a “social
introduction”... given some staff members are available at this time.
__________________________________________________________
AFTERNOON SESSION -- Trainer/new hire discussion (1 HOUR):
-Get to know job description and direct supervisor or who you should report to
ask questions (hard copies of employee handbook and job description should
be available)
-The process of shadowing, or following someone on the job for a day or
two…
-How scheduling works
-How payment works
-Emergency situation procedures (as detailed in handbook)
**Any additional questions**
5
Hiring Procedure
1. Creating a hiring committee that consists of:
-Lead interviewer: AbdelGhani Ahardane.
-Members: Mehdi, Youssef, Nawal, Saad.
-Coordinator: Saad -- in charge of advertising,
receiving CVs,
filtering,
filing and arranging for interviews.
**Role(s) yet to be determined:
-New Employee Trainer
2. Specifying the tasks of the committee:
-Determine minimum requirements and preferred skills (recruitment
guidelines) for each position.
-Finalize job descriptions for each position.
-Develop GQs and CCQS for specific positions.
-Create a scorecard for interviewees.
-Recruitment Committee Coordinator (Saad) will filter CVs - short list
candidates according to guidelines.
-Committee reviews/meets shortlisted CVs filed by Saad in Google Drive.
-Committee members meet to select candidates for an interview.
-RC manager schedules interviews.
-Committee holds interviews with candidates.
-Committee members participate in interviews and submit scorecards.
-RC coordinator tallies/records scorecards of committee members.
- Investigation through previous jobs and references.
-Committee meets to finalize decisions/job offers.
3. Post-interview Process:
-Saad sends an e-mail or calls the chosen candidates for the position to inform
them that they’re preselected for the observation.
-Potential hire confirms a date and time for an observation.
-At least two committee members will make themselves available for each
new hire observation.
-After the observation(s), members discuss applicants and decide whether to
hire the candidate(s) or not.
-The candidate is either informed on the spot though after discussion (if
coming from outside the city) or by email.
-Once hired, the Candidate is sent a job offer that includes the basic salary
plus the extra allowance according to experience and professional training
certificates.
Post-Hiring Procedure *if candidate accepts job
-RC coordinator sends new hire several emails/documents (TBD) including
first day of work and mandatory training session itinerary and job
description/tasks.
-New hire completes necessary HR documentation (Employee Profile -- name,
address, phone, emergency contact, CIN, etc)
-Team members/managers/specialists (TBA/TBD) hold a workshop(s) or
training session(s) for new employee(s) explaining the vision, the mission, the
objectives and the ethics of the company.
-Trainers present documents, worksheets, templates and checklists.
*For more details about training new comers check the training procedure.*
-After training is done new hire completes an online TEST of questions and is
observed in a practical task respective to their role (TBD).
-Feedback is given to new hire (To Be Assigned to committee members).
-New hire is put on “shadowing” schedule for two days, following someone in
their same role (TBA to committee member)
-New hire is asked regularly if they have questions, concerns, difficulties (TBA
to committee members).
