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Human Resource Development in McDonald's - Assignment

   

Added on  2020-01-23

15 Pages5607 Words85 Views
HUMAN RESOURCEDEVELOPMENT 1

TABLE OF CONTENTSINTRODUCTION ...............................................................................................................................3TASK 1.................................................................................................................................................31.1 Comparison of four main learning styles ..................................................................................31.2 Role of learning curve in McDonald's and its importance in transferring learning to theworkplace.........................................................................................................................................41.3 Contribution of learning styles and theories in planning and designing a learning event.........5D1.........................................................................................................................................................5TASK 2 ................................................................................................................................................62.1 Comparison of training needs for the restaurant manager, shift floor manager and customerservice assistance of McDonald's....................................................................................................62.2 Advantages and disadvantage of using different training methods in McDonald's...................62.3 Planing of training and development for different level management of McDonald's..............7M1 AND M3.........................................................................................................................................8TASK 3 ................................................................................................................................................83.1 Evaluation using suitable techniques.........................................................................................83.2 Evaluation of a training event....................................................................................................93.3 Description of all evaluation methods.......................................................................................9M2.......................................................................................................................................................10D2.......................................................................................................................................................10TASK 4...............................................................................................................................................114.1 Role of UK government in training, development and lifelong learning for under 25's sector........................................................................................................................................................114.2 Development of competency movement and impact on public and private sectors of the UKeconomy after the recession ..........................................................................................................114.3 Contribution of contemporary movement in Human Resource Development (HRD) forSME's.............................................................................................................................................12D3.......................................................................................................................................................12CONCLUSION..................................................................................................................................13REFERENCES...................................................................................................................................142

INTRODUCTION In ever changing working environment, it is essential for the organizations to constantlyexpand their business and increase their knowledge as well as skill base. It improves organizationand its individual employee performance (Budhwar and Sparrow, 2002). Changes in the externalenvironment have led to cut down the budget of companies related to training and development ofthe staff members. Therefore, to survive in the market place for long time, the firms are now takingactions in the areas of learning and development and then invest a huge amount of money. With thehelp of this, they will be able to respond quickly according to the changes in external businessenvironment (Burr and Pearne, 2013). But before this, it has essential to manage human resources inan effective manner to accomplished business objectives. The following study is based on human resource development and to understand thisconcept, McDonald has been taken into consideration. It is a world’s leading fast food chain(Cassidy, 2006). The objectives covered by the present study will be study of different learningtheories and styles as well as planning and designing of training and development. Along with this,evaluation of training event and the role of government in development of skills in employees willalso be covered under the present study. TASK 11.1 Comparison of four main learning styles The major learning styles in human resource development theory that can McDonald's applyfor its workforce is Kolb, Myers Briggs, Vark and Honey and Mumford. The comparison betweenthese four main learning styles is as follows. Kolb's Learning style:McDonald's can use these learning styles at the workplace for givingthen training to restaurant managers of UK. It help individual trainee to learn the things fromexperience and knowledge (Kolb learning styles, 2014). Under this, a continuous cycle of learningrotates where learner learn the things from feeling, watching, thinking and performing the work. Honey and Mumford learning style:It is good option for McDonald's for giving training torestaurant managers as compare to above stated learning style. Here, the trainees can increase theirknowledge base and develop new skills by taking experience, drawing conclusion from thehappening and apply that experience into practices (Dann, 2012).VARK model:It is good model for McDonald's as compare to above mentioned two learningstyles. With the help of visual, auditory, reading and writing, kinesthetic learner, restaurantmanagers of UK can learn the new knowledge in more effective manner and apply it into real life. Myers Brigg: It is completely different from above enlisted three learning styles. With the3

use of it, McDonald's can develop learning habits in restaurant managers of UK (Johnson, 2001).By doing this, trainees can learn from their experience and apply the good things at the workplace. Parameters Kolb Honey and MumfordVARKMyers BriggDefinitionIt is that style oflearning whichhelps individualsto understanddifferent learningstyles. This style aids inunderstanding thelearning style ofindividuals and seeksout opportunities tolearn more things.Given style is thereflection ofexperience oflearner. It is a personalityinventory that canbe used to defineindividual’slearning styles. Similarities Defines learningstyle of anindividual.Defines learning styleof an individual.Defines learningstyle of anindividual.Defines learningstyle of anindividual.Differences Adopts the cycleof experientiallearning. Different methods andmodes of learning suchasmodels,brainstorming, etc. Visual, audio andwriting format oflearning. Learning fromexperience. 1.2 Role of learning curve in McDonald's and its importance in transferring learning to the workplaceAs per the given case scenario, it has been found that McDonald's in UK has introduced anew development program related to building performance and consulting skill across the business.In this context, learning curve plays an important role in the company (Lane and Kangulec, 2010).Description and illustration of learning curve:Learning curve defines that if a task is performed again and again then it will take less timeon each attempt to complete that task. It demonstrates the cost per unit of outcome that hasdecreased over the time with the improved experience of employees in organizations.Role of the learning curve: At the workplace, learning curve helps in increasing training and development of staffmembers (Lee and Bruvold, 2003). It plays an important role in forecasting of individual’s skillswhich are required to be developed. Importance of transferring learning to the workplaceLearning curve also helps in transferring learning to the workplace of McDonald's. With thehelp of this, it can be easy to determine those skills in employees which are needed to be improved4

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