Mcdonald's human resource development
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Added on 2020-01-07
Mcdonald's human resource development
Added on 2020-01-07
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Human ResourcesDevelopmentMcDonald’s1
Table of ContentsINTRODUCTION ...................................................................................................................................1TASK 1 .......................................................................................................................11.1 Learning styles in human resource management ..................................................................................................................................11.2 Role of learning curve and importance of transferring learning at the workplace.................................................................................................................21.3 Contribution of learning styles and theories in planning of learning event ..................................................................................................................................3TASK 2 ......................................................................................................................32.1 Compare the training needs for the restaurant manager, shift floor manager, and customer service assistant .................................................................................................................................3Customer service assistant ..................................................................................................................................42.2 advantages and disadvantage of different training methods ...................................................................................................................................42.3 Training and development plan ...................................................................................................................................6TASK 3 .......................................................................................................................73.1 Techniques for evaluating training program....................................................................................................................73.2 Review the success of the evaluation methods ..................................................................................................................................83.3 Evaluation models ...................................................................................................................................8TASK 4 .......................................................................................................................10Covered in PPT.............................................................................................................................10CONCLUSION ...................................................................................................................................10REFERENCES....................................................................................................................................112
INTRODUCTIONTraining 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.3
TASK 11.1 Learning styles in human resource managementThere are various types of learning styles which is applied by McDonald's in human resourcemanagement. Some of them are discussed as below:Kolb's learning stylesas 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 (Kehoeand Wright, 2013.). As per this model, these kind of people use information and imaginationfor solving their problems.Honey and MumfordThis 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 stylethere 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.4
1.2 Role of learning curve and importance of transferring learning at the workplaceRole 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 eventEvery 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. 5
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.D1For 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 22.1 Compare the training needs for the restaurant manager, shift floor manager, and customer service assistantTraining 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 managerBy 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 managerThe 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 techniquessuch as lean production or six sigmas. By receiving training manager is able to make contribution of each employees.6
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