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#1 Andy_Yellows


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Posted 16 August 2016 - 12:10 PM

Hi all,


Just wondering about your attitudes towards the training/induction of foreign employees, particularly temporary ones? ***Before I go any further, almost all of our foreign employees are really good and I don't have the slightest problem with foreign people*** We have a number of foreign members of staff here (about 10-15%) and just about all of them speak enough English to function in their roles (delivery and veg preparation). However when it comes to inductions and training it's a little harder, as there are a number of policies that have all been written out using relatively technical words (not so ridiculous that no one would understand but technical enough that auditors wouldn't think this was a Micky Mouse company) and I'm pretty sure a number of our foreign contingent don't fully understand what they're reading. Its the same for orientation and on-the-job training, it can only be explained well to the employees who speak what you'd consider "good" English. 


Secondly, how long would you all say someone needs to be working here before a full induction takes place? For example, agency temps that may only be around for 2 days are currently normally thrown in at the deep end with only basic health and safety info and demonstrations of how to chop veg. Should they be given the full works or is it not worth it?


I appreciate your thoughts in advance.



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#2 Sam30


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Posted 17 August 2016 - 08:36 AM

To start with i would say, evaluate the current state i.e. effectiveness of your training or the capability of your employees, this not only includes the day to day jobs but also the company policy and objectives, since its very much important for people to be aware of what the policy, objective of the company is.

1. In case you have people from different geography and speaking different language, the challenge is bigger. It becomes important to make people understand the intent of policies and other SOP defined and so you may have to translate them to language which is easier for them to understand, else develop their capability to understand whats written on their own. This should be a one time job or may needs to be done every time you get a new person. I have seen companies having work instruction/ Policies which operators needs to read and follow being displayed or made available in multiple languages. 

2. There is no defined period to say the employee is fully trained, this depends a lot on the personal capability to grasp and remember the requirements, and also practices vary from company to company even within the same industry. So a person might have worked in similar industry but practices in your company can be different from others and hence it is important to understand the capability of the person you have hired. this can be done by evaluation through written or oral or by witnessing the on job practice being followed by that person. Based on this evaluation and gap study you need to have a training calendar/ plan to develop the capability to ensure your company practices and process are being followed as expected.

Training can include even the linguistic capability and you may want to give them some basic language class to ensure that they are well versed with the technical and not so easy to understand words written in your SOP/ policies etc. 

Everything/ requirement follows the cycle of Plan - DO - check-act, and this needs to be followed for training also.

#3 BrummyJim


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Posted 17 August 2016 - 08:53 AM

Hi Andy,


Are you BRC? if so you will be aware of:

3.1.3 All procedures and work instructions shall be clearly legible, unambiguous, in appropriate languages and sufficiently detailed to enable their correct application by appropriate staff. This shall include the use of photographs, diagrams or other pictorial instructions where written communication alone is not sufficient (e.g. there are issues of literacy or foreign language).

7.1.3 The site shall put in place documented programmes covering the training needs of relevant personnel. These shall include as a minimum:

  • identifying the necessary competencies for specific roles
  • providing training or other action to ensure staff have the necessary competencies
  • reviewing the effectiveness of training
  • The delivery of training in the appropriate language of trainees.

#4 Sam30


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Posted 17 August 2016 - 10:18 AM

Hi, BrummyJim,


well explained, just to add to your point, not only BRC but all GFSI recognized scheme whether it is BRC or FSSC or any other has the same requirement and intent, the wordings may vary.

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