“learning how to let people do things is very hard” : a collective case study of employee training in small meat processing plants
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Small meat processing plants play a vital role in Missouri agriculture by providing jobs and contributing to the state's economy. However, the small processing plants are facing a scarce, skilled workforce, high employee turnover rates and limited training resources specifically for meat processing plant owner-operators. Utilizing a collective case study approach with Stake methodology, this study aimed to gain a deeper understanding of employee training and onboarding in small meat processing plants, and to describe the barriers which keep this from happening. Data was collected through loosely-structured, conversational in nature interviews with participants at participants' respective plants. On-site observations were also performed, as well as a document analysis of the processing plant's website. Participants included six purposively selected processing plants to participate in this collective case study. Data analysis was conducted utilizing the constant comparative method. Data was open-coded and then core categories were identified from the initial coding. Then the categories were developed into themes. The study revealed meat processing plants in the state of Missouri are training their employees to do the work through hands-on learning, checking for understanding, allowing employees to make some mistakes and responding to individual's needs when learning. Roadblocks owner-operators are facing when training new employees are choosing to not invest time up front, failing to know how to do the technical skills themselves, and struggling to share control with employees. Owner-operators are structuring learning for new employees at various levels when training new employees in their meat processing plants. This research indicates small Missouri meat processing plant owner-operators are training employees through different types of instruction and methods. Owner-operators understand not everyone learns the same, and understanding differentiated learning is a great asset when training new employees. However, owner-operators are faced with many roadblocks when it comes to training new employees, and it is recommended that trainings are developed to help address these roadblocks. This research cannot be generally inferred outside of the bounded system, but it provides great insight into future programming and the needs of meat processing plant owner-operators when they are training new employees.
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M.S.