Human Resource Development Theories

This assignment delves into various theoretical frameworks underpinning Human Resource Development (HRD). It examines influential concepts like positive psychological capital, strategic HRM, and the influence of HR practices on employee attitudes and behaviors. The analysis also considers the broader context of global challenges, including water security, health risks, and sustainability, highlighting the role of HRD in addressing these issues.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION..........................................................................................................................................................3
TASK 1.........................................................................................................................................................................3
1.1 Theory that McDonald’s can apply across its
workforce.................................................................................................................................................................3
1.2 Learning curve in McDonald’s and the importance of transferring learning to the workplace.........................3
1.3 Learning theories when planning and designing a learning event in
McDonald’s.............................................................................................................................................................4
D1.............................................................................................................................................................................4
TASK 2..........................................................................................................................................................................4
2.1 Restaurant manager, shift floor manager, and customer service assistant of
McDonald’s.............................................................................................................................................................4
2.2 Advantages and disadvantages of using different training methods in McDonald’s.........................................5
2.3 Plan the training and development for selected level of employees at McDonald’s..........................................5
M1.............................................................................................................................................................................6
M3.............................................................................................................................................................................6
TASK 3..........................................................................................................................................................................7
3.1 Training of the staff identified in the video using suitable techniques...............................................................7
3.2 Evaluation methods used in conducting the above training event.....................................................................7
3.3 Evaluation tools in organisations. ......................................................................................................................7
M2.............................................................................................................................................................................8
D2.............................................................................................................................................................................8
TASK 4..........................................................................................................................................................................9
Covered in PPT.........................................................................................................................................................9
D3 ...........................................................................................................................................................................9
CONCLUSION..............................................................................................................................................................9
REFERENCES.............................................................................................................................................................10

INTRODUCTION
Human resource development is the process that tells about a basic function in which
human resource department does a development in all essential things in an human resources
such as planning, directing, controlling and many more. Human resource development is done in
large scale that can help in creating a better approach and hence development in things can
become easy (Werner and DeSimone , 2011). Human resource is the backbone of any industry
that creates a better function of recruitment and selection, training and development and many
more that can help in the development aspect of the industry that plays an important role. It tells
about a learning style that can tell about the styles how each and every employee learn new
things. It also tells about a contribution in learning style that can help in the development of
employees that is the main aspect. It also tells about advantages and disadvantages of training.
TASK 1
1.1 Theory that McDonald’s can apply across its
workforce.
The learning style that Mc Donald can apply across its workforce would be the standard
of learning, time, stepped curve and standard curve. This type of learning can help in the process
of better learning aspect and also about a basic function (Knowles., Holton III and Swanson ,
2014). If all things would be in standard way this can help in the process of of growth and hence
working style would also change that can help in creating a better profit for the organization that
is Mc Donald and this would a better growth. This type of learning aspect can help in making
the better growth in an organization and can provide a better quality of product that can help in
the aspect of profit for the organization and hence this can generate a better function for growth
in organization. This theory of learning could generate better workforce.
1.2 Learning curve in McDonald’s and the importance of transferring learning to the workplace.
Learning curve is the process that can tell about a basic aspect of gaining knowledge and
experiences that can be generated through internal as well as external sources. These learning
curve helps in getting better knowledge and skills of a particular aspect in business firms that
can help Mc Donald to achieve their objectives as soon as possible (Armstrong and Taylor ,
2014). These types of learning would help in the aspect of growth in an organization as well as it
improves the individual capability as well. The importance of transferring learning to the

workplace could generate a better tool for increase in skills of other persons that can help in the
aspect of better functions and growth in an organization. It can also help in making a better
strategies that can help in achieving the objectives of the organization also.
1.3 Learning theories when planning and designing a learning event in
McDonald’s.
Contribution of both learning styles and learning theories helps in the process of
planning aspect as if there would be better planning and designing it can help in making the
workplace of Mc Donald. It would be more reliable and hence this can help in the aspect of
better functionalities and hence this would generate a better learning aspects and hence the
experience can be gained easily that can help in making the better advancement on the working
condition (Bratton and Gold , 2012). It would also help in creating a better services to their
customers that plays an important role. For every employee in the organization should have
better coordination in planning that can help in making the plan more suitable and hence growth
can be generated. These learning styles and learning structure would help in the aspect of growth
in organization.
D1
The two most learning style that can be appropriate for Mc Donald would be standard
curve and stepped curve that can help in making the learning more effective for all employees.
And this can help in generating a better ideas as well and this would create a better image of
individual person as well as it can generate a better learning aspect. This type of learning style
can generate a better outcome for growth in an organization (Flamholtz, 2012). If the learning
style would be in standard form this can help in making the business successful and hence the
growth can be achieved. These two styles can generate a better function in the growth aspect and
hence learning process would be in better way that can help in the profit of an organization.
These would help in forming a better tool that can help in making a business successful and
reliable also.

TASK 2
2.1 Restaurant manager, shift floor manager, and customer service assistant of
McDonald’s.
Training needs for restaurant manager, shift manager and customer service assistant
would be different. For restaurant manager there should be training that how they can manage
the restaurant and the cooks of Mc Donald that they provide a better quality of products to their
customers so that it can help in achieving the better objectives of an organization that plays an
important role (Daley, 2012). The main function of shift floor to manage cleanliness and all
other aspects that can help in making the restaurant of Mc Donald more reliable and useful for
this organization provides a training for better growth. Customer service assistant had to see all
essential aspects that the customers doesn't have any problem with the employees and they
remain fully satisfied by their products and services that are the main aspect in which training is
provided.
2.2 Advantages and disadvantages of using different training methods in McDonald’s.
There are two types of training methods in an organization that is on the job training and
off the job training.
Advantages:
Growth: If better training is provided on and off the job training this would help in the
process of better growth in an organization and this could also help in making a better
relationship with employees of organization (Luthans , and et. al, 2010).
Learning: If there would be better training in an organization this can help in making a
learning process of employees and they can learn new things that would be more suitable and
hence this can generate a better tool.
Opportunity: It can also help in the process of getting better opportunities. If there
would be better opportunity this can help in development of an organization.
Disadvantages:
Environment: Environment plays an important role for development of employees. If
there would be positive environment this can generate an employee involvement in organization
for longer duration.

Working condition: It plays an important role and hence this generates a huge impact in
working condition. There should be better working condition that can help in organizational
growth.
2.3 Plan the training and development for selected level of employees at McDonald’s.
The training and development aspect can be done by several aspects:
Analysis: The analysis is done that can help in knowing the percentage of employees
who need training by judging the performance that plays an important role (Vörösmarty and et.
al, 2010).
Design: The manager should design the essential things that should be used in the
training process that helps in making training successful.
Development: It plays an important role that can help in developing the skills of an
employee.
Implementation: For every employee that they had learned during the training process
they had to implement in work process.
M1
By the process of better evaluation of Mc Donald graduates the training schemes that can
be formed in better aspect and hence this can help in making the scheme more effective and
learning can generate a better aspect for growth in an organization. As well as it can generate a
better functionalities that can make a better understanding of rules and regulations of an
organization that is the main aspect for better growth (Guest , 2011). These evaluation can
generate a better tool that can provide a better learning tool to employees and hence it can help
in enhancing the knowledge. For each and every individual of the organization should know the
basic aspects of evaluation so that the learning aspects becomes more functional and reliable for
growth.
M3
According to training method on the job training method would be more effective as this
can help in the aspects of better growth. As if organization takes on the job technique this can
help in the process of better growth in an organization and there would be better learning
process (McKenzie and et. al, 2012). This can make a learning aspect more reliable and useful
for each and every new employee and also can help in forming better relationship with top

management and hence they can achieve the objectives. On the job training would also help in
making a business successful and hence it would be easy for human resource department to
evaluate the learning outcomes from past records. This can also help Mc Donald that they can
provide better services to their customers also.
TASK 3
3.1 Training of the staff identified in the video using suitable techniques.
Techniques that can be generated in evaluation of staff training would be like on the job
training, off the job training, internship training, lectures and conferences. These types of
training have different techniques in which the trainers teach all essential aspects of an
organisation and also tells the basic functions about the organization. These techniques can help
in achieving the goals of an organization. And hence employees would have better skills and
functions that can help in making the better relationship of team building and hence objectives
can be achieved easily (Jiang and et. al, 2012). These type of training would help in the process
of growth in an organization and hence this would generate a better experience to employees
during the training process. This would help in evaluating a training process that would generate
a training more successful and reliable as well.
3.2 Evaluation methods used in conducting the above training event.
Evaluation methods used a conducting training event would be as follows:
Participation: Participation is the main aspect that can help in the process of making an
event successful. For each employee it is necessary that they should participate in training event
that can help them for future growth as well as gain experience (Steffen and et. al, 2015).
Knowledge: For each and every employee it is necessary that they should gain the
knowledge of all essential things that are there in organization and this would help in making the
work successful.
Behaviour: Behaviour plays an important role that can help in making the business
successful. For each and every individual in the organization they should have positive
behaviour that can make a better growth in employee.
Return: It is the process that shows what return employees had given to organization
after training for growth aspect.

3.3 Evaluation tools in organisations.
Evaluation model is the process that tells how evaluation can be done by:
Kirkpatrick Model: The Kirkpatrick model tells about a basic aspect in which some
specific things that are included in evaluation like learning, reaction, behaviour and results that
can help in the process of making the evaluation successful. This model generates a better aspect
of evaluation that can help in making the model successful and reliable for growth in an
organization (Kehoe and Wright , 2013). This model can generate a better tool for growth in an
organization and hence the objectives of organization can play a better role for the
developmental aspects. It can help in the process of effective learning by the employees that can
help in better evaluation and better results.
ROI Model: the full form of ROI is return of investment, this shows how much costs are
incurred during the training process. This can help in generating an investments that can help in
creating a training program successful.
M2
The three most formal and informal evaluation techniques that Mc Donald can use that
can improve the training are as follows:
Tests:These tests can generate a better tool in which better evaluation can be done and
hence this can create a better results and also contains a thinking process of employees that can
help in achieving the objectives (Bray and et. al, 2012).
Statistics: This shows the basic aspect of the growth of employees by evaluating from
past records and this can generate a better tool that can help in basic function of achieving the
objectives.
Data: For better evaluation it is necessary that company should have effective data that
can help in the process of better growth in an economy. If data is relevant the evaluation
becomes more easy.
D2
Anderson Value of Learning Model and Kaufman's Model of Learning evaluation can be
used by Mc Donald and other franchise that can help in making the evaluation more effective.
This would also help in the process of evaluation more functional that can make a development
of evaluation more effective and efficient for growth in an organization (Zavyalova , Kosheleva
and Ardichvili , 2011). This would help Mc Donald and other franchise to gain more profits and

hence this can create a better growth in an organization. It would also help in the process of
evaluation and hence there would be better learning in an organization that can have an impact
for the growth in an organization. These evaluation can make a better functionality and hence it
can help in making customer satisfaction.
TASK 4
Covered in PPT
D3
Mc Donald is helping to bridge the skill gap of restaurant managers of UK by the process
of providing better strategies that can help in filling the gap. Hence it also creates a better tool
for the development of the restaurant. It also creates a better functions that can create an aspect
for increase in business activities that helps in the growth. Restaurant manager should have
better strategies and rules that can help in filling a gap and also provides better products to their
customers. It can help in growth of an organization and also creates a better relationship building
between restaurant manager of UK and Mc Donald that can create a huge impact in the business
process and also the basic functions as well. Mc Donald is the helping hand of restaurant that
can create a basic aspect for growth in an organization and for better relationship function.
CONCLUSION
As per above report it had been concluded that human resource development plays an
important role that can make the function more effective and efficient. It would also help in
making a better growth in an organization. For this purpose there should be human resource
department that can help in the aspect of better planning, organising, controlling and many more.
If these all things would be in effective way in an organization this can help in achieving the
goals very effectively. Human Resource Development can help in developing new strategies and
plans that can help in the process of getting better functions and ideas. These strategies can help
in the developmental aspects of an organization that is the basic aspect for growth and hence
objectives can be achieved. In the report it tells about a basic things like the learning styles of
human resource department. It also tells the importance of learning in workforce that is the main
aspect. It also tells about the training methods of an organization. It also tells about a basic
evaluation method that can help in making a business successful. It also tells about the training
and development needs in an organization that can help in the aspect of growth as well as the

objectives can be achieved. It also tells about the contribution of human resource development in
both public and private sector also.

REFERENCES
Books and Journals
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Luthans, F., and et. al, 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
Vörösmarty, C.J., and et. al, 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
McKenzie, L.M., and et. al, 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total
Environment. 424. pp.79-87.
Jiang, K., and et. al, 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Steffen, W., and et. al, 2015. Planetary boundaries: Guiding human development on a changing
planet. Science. 347(6223). p.1259855.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Bray, F., and et. al, 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Zavyalova, E., Kosheleva, S. and Ardichvili, A., 2011. Human resource management and
development practices in indigenous Russian companies and foreign MNCs: a
comparative analysis. International Journal of Human Resources Development and
Management. 11(2-4). pp.179-193.
Online
What Is Human Resource Development. 2017. [Online]. Available through.
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Theory of Human Resource Development (HRD). 2017. [Online]. Available through.
<http://www.managementstudyguide.com/human-resource-development-theory.htm>.
[Accessed on 27th April 2017].