Training and Development Evaluation

This assignment focuses on the crucial topic of training and development evaluation within organizations. It delves into various training evaluation models and methodologies, with a particular emphasis on the widely recognized Kirkpatrick model. The assignment requires students to analyze and understand how different levels of training evaluation (reaction, learning, behavior, and results) can be measured and utilized to determine the effectiveness of training programs. Additionally, it encourages critical thinking about the role of training in organizational success and the importance of aligning training initiatives with overall business goals.

Human Resources
Development
McDonald’s
1

Table of Contents
INTRODUCTION ..........................................................................................................................
.........1
TASK 1 .......................................................................................................................1
1.1 Learning styles in human resource
management ..............................................................................................................................
....1
1.2 Role of learning curve and importance of transferring learning at the
workplace.................................................................................................................2
1.3 Contribution of learning styles and theories in planning of learning
event ..................................................................................................................................3
TASK 2 ......................................................................................................................3
2.1 Compare the training needs for the restaurant manager, shift floor manager, and
customer service
assistant .................................................................................................................................3
Customer service
assistant ..................................................................................................................................4
2.2 advantages and disadvantage of different training
methods ...................................................................................................................................
4
2.3 Training and development
plan ...................................................................................................................................6
TASK 3 .......................................................................................................................7
3.1 Techniques for evaluating training
program....................................................................................................................7
3.2 Review the success of the evaluation
methods ..................................................................................................................................8
3.3 Evaluation
models ...................................................................................................................................8
TASK 4 .......................................................................................................................10
Covered in
PPT.............................................................................................................................10
CONCLUSION ..............................................................................................................................
.....10
REFERENCES
....................................................................................................................................11
2

INTRODUCTION
Training and learning programs are important for every organization. They assist employees
in improving their skills and ensure long term growth to the entity. Present report is a base
on McDonald’s which is the biggest fast food and restaurant chain (Gatewood and et.al.,
2015). This present report make analyse for different types of learning styles which is used
by human resource management in workforce planning and role of learning curve in
measuring employees performances. This report make comparison of training needs in
between different employees of organization and advantages and disadvantage of training
methods which is used by McDonald for trained its workers. At last this report makes
analyse on training initiative which are taken by UK governments for developing human
resources.
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TASK 1
1.1 Learning styles in human resource management
There are various types of learning styles which is applied by McDonald's in human resource
management. Some of them are discussed as below:
Kolb's learning styles
as per this model, there are four main stages i.e. concrete experience in which learner or
workers actively experience an activity,
Reflectively observation is when learner consciously reflects back on that experience,
abstract conceptualization a theory or model of model where learner attempts to
conceptualize a theory or model of what is observed.
Active experimentation is where learner trying to plan how to test a model of theory (Kehoe
and Wright, 2013.). As per this model, these kind of people use information and imagination
for solving their problems.
Honey and Mumford
This theory have four mainstages pragmatist, theorist, activists and reflector which assist to
company for enhancing its performances and improves employees skills.
Activists: are employees who involve themselves for learning new experiences.
Theorists:are those employees who always analyse data before making logics.
Pragmatists: are employees who like to take challenges and new opportunities as well as
Reflectors: are those employees who do not take initiatives and focus more on making
logical decisions (Kotler, 2015.).
VARK learning style
there are four learning styles, that is, visual, auditory, read and kinaesthetic.
Visual: are fast talkers and impatient employees they like to learners new thinks from maps
or graphic to understand information.
Auditory:providing learning by listening and speaking such as group discussion and lectures.
Employees who have strong reading and learning are translates abstracts concepts
intowords and essays (Liebowitz and Frank, 2016.).
Kinaesthetic: learners understand information through tactile representation.
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1.2 Role of learning curve and importance of transferring learning at the
workplace
Role of learning curve:
The learning curve is a continuous improvement process which is gained through
experience. Major role of this learning curve is to assist employees for developing new skills,
adding value and set career path. By using this curve, McDonald's set new business strategy
and core values (Mello, 2014). With the help of this curve, company is able to identify their
employee’s capabilities and the extent to which they are efficient for performing tasks.
Through this model, employees also faced new challenge at the workplace. Workers of
entity provided practical experience, performance review and personal coaching to identify
their expertise and realistic career path (Nickson, 2013). The curve also helps employees to
adjust their technical skills and business competencies with standard level.
Transferring learning at workplace:
Transferring learning is an essential activity through which organization can achieve its
objectives. With the help of this, employees would also perform different roles and
responsibilities in an effective manner. It is observed that through transferring learning,
entity can bring innovative ideas and make workplace more comprehensives. By this,
workers will be able to contribute well in McDonald’s (Myers, 2013). For this, line managers
of company conduct training programs for developing new skills in subordinates. This will
support in enhancing the competencies that will be beneficial in developing standards of
organization to gain competitive advantages.
1.3 Contribution of learning styles and theories in planning of learning event
Every employee who is working in company has different learning capabilities as it is
important to provide them training so that they can develop their skills and ensure long
term relation with the firm. Human resource manager of McDonald’s is incorporated the
best leaning theory and style for improving abilities of its workers (Oke, 2016). No single
learning styles is suitable for every individual. All employees have different capabilities and
according to their requirement, learning styles have to be adopted. Effective learning styles
is that which directly targets objectives of entity. There are various types of learning styles
which are used by McDonald’s for learning events. For example: Peter Honey and Alan
Mumford incudes four stages that has such as pragmatist, theorist, activist and reflector
learning styles. These styles assist company in enhancing experience of workers at
workplace and provide them proper guidelines along with the practical knowledge
(Schippmann, 2013). This approach assists company in attaining their business objectives.
Other theory also has a significant impact of learning event such as Behavioural approach,
cognitive concept and social leaning theory that supports the firm in improving efficiency of
individuals at the workplace.
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Kolb's learning cycle defines the learning capabilities of employees in several stages which
includes Concrete experience, Reflective observation, Abstract conceptualization and Active
experimentation (Salvendy, 2012). With the help of this, entity can judge individual’s
performance and give proper guidelines for improving their skills by using different
techniques. All these learning theories assist McDonald’s designing their learning event.
D1
For designing the training needs, organisation can use various types of learning styles such
as Kolb's learning approach and Honey and Mumford. Kolb's learning approach defines
several stages of learning process through which entity can make evaluation of individual’s
performances. On the other hand, Honey and Mumford assists employees for enhancing
employee’s experience at the workplace. For McDonald’s, learning styles given by Honey
and Mumford are more appropriate which provide in depth knowledge about individual
performances along with the practical knowledge. For example
TASK 2
2.1 Compare the training needs for the restaurant manager, shift floor
manager, and customer service assistant
Training aim to improves workers skill and performance. It is crucial method which apply to
all departments within organization. McDonald is running its operation at large level so it is
important for it’s to provide training to its employees so they can make good customer
interaction and provide batter services (Ulrich, 2013.). Needs of training is varies from each
level so it is essentials for identity requirement of training for each level.
Restaurant manager
By providing training to managerial level company is trying to develop better manager skills.
Providing training to restaurant Managers Company is improving their present skills,
develop team work and decision making capabilities of managers. For providing training to
managers McDonald uses various techniques such as off job training and on the job training
programs. It also makes their communication more effective so they develop healthy
relations with its employees.
Shift floor manager
The primary objective of shit floor manager is to monitor operational activities which are
performed in McDonald (Yamao, and Sekiguchi, 2015). By providing training shift floor
managers company is trying to improve operational activates which directly impact on
productivity. Through shift floor manager is enabled to adopt different operation techniques
such as lean production or six sigmas. By receiving training manager is able to make
contribution of each employees.
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Customer service assistant
Providing training to customer service assistant entity able to attend their customers in
more effective way (Weekley andPloyhart, 2013). Assistant are able to manage to
customers in more effective way. This training programs includes provide expert solutions to
assistant to work efficiently and find different way to assist customers demands.
2.2 advantages and disadvantage of different training methods
There are various types of training programs which is used by McDonald for improving skill
of its employees. Through these training programs entity is able to develop better
customer’s relations and ensure long term growth. However, all training programs cannot
meet the need of organization there are some disadvantage are as well. Following are
training methods which is used by company.
On the job training
This method is used by organization for providing training to its employee at workplace.
Through this approach entity provided training under a supervisor who provide training to
workers. With help of this organization make aware to its employees about industry's work.
This approach includes coaching, mentoring, and job rotation (Vida, and Ali, 2015). With
help of these employees gets real life work experiences at workplace and understand
strategic which adopted entity is.
Advantages
* the main advantage of this method is that it is cost effective for McDonald's. Managers do
not invest much time providing training to its employees.
* By receiving actual work life environment workers directly deal with equipments and gives
more productivity.
* It is very easy and simple approach (Ulrich, 2013). Trainers do not need to explain
everything.
Disadvantages
* Major disadvantage of this approach is that trainee do not have much knowledge
regarding equipments which may causes many risks such as safety issues.
Off the job training
under this approach entity provide training to it employees through training institution. In
these training institutions employees get knowledge about company and make aware about
their future role and responsibilities.
Advantage
* people are trained outside of entity so fewer chances of error occurred
* through this training programs employees received proper guidelines
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Disadvantage
* this approach leads to operational cost for company
* Employees gets only theoretical knowledge thus there is lack of feedback.
M3
The aim of training programs is to improve skills and knowledge of employee's towards
industry (Swart, Mann, and Price, 2012.). McDonald's uses various training programs such as
on the job training and off the job training. On the job training employees get experience
about industry and its working environment. It is also most economical method of
organization. However, it may also create some issue such as employee's safety issues. On
the other hand off the job training entity provides training through training institutions
(Meager, 2008). It gives more knowledge to workers. However,.Through this approach does
provide only theoretical knowledge.
The best approach which can use by McDonald is on the job training. The company run its
operations at Global level so through this approach workers gets proper and also aware
about their actual duties and responsibilities.
2.3 Training and development plan
Training and developments programs can assist to enhancement of abilities of individuals
and make them aware about job profile. Training and development plan is develop after
identifying need of various departments and its employees. Planning and development plan
of McDonald's is as follows.
Employees Aim of training Time
frame
Restaurant manager To develop decision making abilities 2 weeks
Shift floor manager Enhances knowledge about operational activities 4 weeks
Customers services
assistant
Enhances knowledge about customer and improve
customers services 3 weeks
With help of the above training and developments plan entity provides training to its
employees and make ensures that they can assist to company of maintain long term growth
(Spellman,, 2010). Through this developing plan manager can improves its managerial
activities, floor manager improves its operational knowledge and customer’s services
assistant enhances better customers’ services.
M1
Training aims to improve employees presents skills and make ready to them for futures
responsibility. Through this training programs McDonald is also ensured long term growth.
Main objective of entity is to provide the best fast food to its customers along with quality.
It also has objective to maintain long term growth with its employees.
Through training and developments programs entity enhances its customer’s services. In
restaurant customers interaction is generally done by employees so its essentials to
providing training to its employees (Threeton and Walter, 2009). It's also assist to company
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for developing decision making process so company can take rights decisions and ensures its
long term growth.
Be able to evaluate a training event
TASK 3
3.1 Techniques for evaluating training program
on assess those Conclusion of the preparing supervisors will use distinctive procedure
should judge those outcome, effectiveness What's more adequacy of the off chance. Highest
point administration will need to realize how great those preparing project might have been
What's more for this they will survey different components Also factors, fetches
Furthermore reductions choose looking into if it will proceed alternately not. Those skeleton
evaluates a system on five levels What's more compares those genuine result for those
relied upon result of the project. The design that those project meant at 5 diverse phases
need met the have alternately not is evaluated to five layered approach.
There are number of training technique which is used by McDonald. The company can use
various aspects to evaluate the training efficiency.
Customer's feedback:
This most appropriate method which is used by McDonald to evaluating training techniques.
Customer are key persons in food industry (About us. 2017). It is very important to satisfy to
them. Company receives feedback from its customers and ask suggestions for further
improvements. Through this method company develop healthy customer's relation along
and also make further improvements in their training programs.
Trainers and Trainee feedback:
Human resource mangers take feedback form trainers and trainees. Their review can help in
knowing the actual worthiness of the grooming programs. Through this feedback company
is able to identity strengths and weakness of every individual in organization (Weekley, and
Ployhart, 2013). Through these employees can improves its performances by rectify its
mistakes.
Auditing:
For evaluating training effectiveness McDonald also use continuous audit. With help of this
company try to evaluate training impacts on its financial statements. Through this approach
organization able to identify its weak area and improves its current training programs.
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Recognition and Achievements:
If overall performances and profitability of company is improved then it can be said that
training event become successful but if it is not then it is failed. Buy this technique
McDonald make complete evaluation of its training program's and try to improve employees
performances and their morals (Ulrich, 2013). It helps to them for provide better work at
company. It provides optimistic results to entity and they ensure its long term growth.
M2
There are various types of formal and informal techniques which is used by McDonald for
evaluating training programs such as measuring after job performance, taking direct feed
back from customers and taking feedback from trainers and trainees. All these methods
assist to company for measuring performances of its learning and development programs
(Vida and Ali 2015.). The most appropriate techniques which is used by entity is receiving
feedback form customers. Through this technique firm can directly make interaction with
its customers and enhances its customers services along quality.
3.2 Review the success of the evaluation methods
Training programs are monitor by top management of company and it is important to make
evaluate these training programs for enhancing performances. With the help of effective
technique they evaluate their training programs and give better knowledge to workers and
serve better services to its customers (Mello, 2014). To evaluating training programs
McDonald's uses various types of technique. Customer's feedback is one of then in which
organization make direct interaction with its customers and ask opinions about its service. If
consumers give positive feedback then it is assumed that training programs successful and
also through this approach organization is able to make further improvements in its training
programs.
Another technique which is used by McDonald is receiving direct feedback form trainers and
trainees. This is considered the most effective way to evaluate training. Under this method
HR manager make direct interaction with trainers and trainees and try to evaluating actual
strengths and weakness individual (Liebowitz and Frank, 2016.). Through this method entity
get strengths and weakness of individuals. Auditing is another traditional method which is
used by company. Under this method company is trying to make evaluating effectiveness of
training by checking its impacts on financial positions. If entity's overall probability is
enhances then it is considered that training programs have positive impact on organization.
This technique is known as achievements and recognition (Passmore and Velez, 2014).
Through this technique McDonald's try to improve its employees performances and their
morals. It provides optimistic results to entity.
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3.3 Evaluation models
There are various types of models which is used by models for evaluations effectiveness of
training. For evaluating training McDonald's use following models.
Kirkpatrick model:
This model is used by worldwide for evaluating the effectiveness of training (Ulrich, 2013).
This models have four considers four levels for evaluations i.e. reactions, learning, Behaviour
and results. Through this model organization is able to evaluated their training programs
and make further improvement in their trainings. There are four levels in this model which
are discussed as follows.
Reaction:
The degree to which participates find training favourable, engaging and relevant of their
jobs. In this company ask opinions regarding training and by asking opinions they make
further improvements in training programs.
Learning:
In which learners acquire knowledge, skills, attitude and confidence towards their jobs.
McDonald take different types of test which tests their knowledges and skills and on the
basis on the training evaluation has been done (Weekleyand Ployhart, 2013. ).
Behaviour:
In which learners apply their theoretical knowledge on their jobs. Changes observed in
behaviour. Employees after receiving training programs and evaluates how their theoretical
knowledge helps to them in job.
Results:
In which company focuses on outcomes which occur after training. Positive improvements
in the performances of staff members after traing programs will be assessed for evaluating
effectiveness of training programs.
Another evaluation method which is used by entity is CIRO model. Under this model there
are four stage which includes Context, input, reaction and outcome (Liebowitz and Frank,
2016.). Four stage are discussed as below.
Context:
In company identifying training needs and objectives and according to that they develop
training programs. McDonald use this technique for making their training programs more
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effective.
Input:
At this stage company design and delivering training to its employees (Kotler, 2015). Under
this stage company is trying to develop training programs as per requirement of employees
so they can enhance their abilities and skills.
Reaction:
In this stage the fast food company check quality of its training methods. If quality is
workers is not upto standards of entity then further improvements make in training
programs (Kehoe .and Wright, 2013).
Outcomes:
At this stage organization gather information about results of training and make evaluation
how effective this training programs helps to company for achieving its business objectives.
D2
McDonald expanded it business activities at global level by giving franchises. The company
use evaluation model in its franchises for providing training to its employees. The first model
which is used company is Kirkpatrick model. This is considered the most effective model for
evaluating training programs in its franchises business. This technique is more suitable for
providing on the job training to its employees. However, it is also considered to be very
expensive and time consuming process. Another method which is used by organization is
CIRO model which is similar to Kirkpatrick model (Liebowitz and Frank, 2016.). Under this
model entity first evaluate need of training and design training schedules according to their
employees need. However, this process does not provide accurate results so for the
McDonald most appropriate model is Kirkpatrick which they can use for training programs
across its franchises.
TASK 4
Covered in ppt
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Task 4
There are several initiatives which are taken by the McDonald for enhancing the skills of
workers. In initial time period, training was given so that the employee can perform the job
effectively. But now the organization is focusing on developing the skills of the managers to
bridge the skill gap. The firm is providing them with training regarding new technologies so
that they can compete with their rivalries. New technologies have been adopted by the
McDonald so that the restaurant managers can use them in their day to day lives. This will
help them in becoming competent than others workers. But the main issue which is arising is
that the firm require skilled workers who can effectively understand the training session and
learn with it. In the induction only, the employees are trained so that they can effectively
perform in the organization.
D3
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Creative thinking as well as ideas is suggested while doing the project. For effective training
and development, different methods are proposed to McDonald which the organization can
adopt in carrying out the work. Besides this, due to different methods the organization can
increase the competency of the individual and they will be able to serve effectively to the
customers. With the role of government in training and development, new ideas regarding
training methods have been developed. Further, by evaluating the competency movement, the
report has provided McDonald with the suggestion that training has become important part of
the work and it is required by the firm to rigorously organize training sessions.
CONCLUSION
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