Human resources Development - McDonald
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Added on 2019-12-18
Human resources Development - McDonald
Added on 2019-12-18
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HUMAN RESOURCEDEVELOPMENT
TABLE OF CONTENTINTRODUCTION................................................................................................................................3TASK 1.................................................................................................................................................31.1 Comparison of learning styles in human resource development in context to McDonald's.31.2 Role of learning curve and significance of transferring learning to the work place with reference to McDonald's ............................................................................................................41.3 Contribution of learning styles and theories when planning and designing a learning event with reference to McDonald's.....................................................................................................4D1 Critical evaluation of most appropriate styles for McDonald's ...........................................5TASK 2.................................................................................................................................................52.1 Comparison of training needs for restaurant manager, shift floor manager and customer service assistant of McDonald's..................................................................................................52.2 Merits and demerits using different training methods in McDonald’s.................................62.3 Plan for training and development for restaurant manager, shift floor manager and customer service assistant...........................................................................................................................6M1 and M3 Critical evaluation of most appropriate training method for McDonald's..............7TASK 3.................................................................................................................................................73.1 Evaluation of the staff using suitable techniques .................................................................73.2 Review of the success of evaluation models ........................................................................93.3 Evaluation methods used as evaluation tools in McDonald's...............................................9M2 Evaluation of three most appropriate formal and informal evaluation techniques to improve training in McDonald's..............................................................................................................10D2 Critical evaluation of two model of evaluation of training programmes............................10TASK 4 (Covered in ppt)....................................................................................................................10CONCLUSION..................................................................................................................................10REFERENCES...................................................................................................................................11
INTRODUCTIONHuman resource development acts as a schema to develop skills and knowledge in theemployees of the organisations. These skills include personal skills as well as organisational skillsof the workers. The main aim of the human resource development is to provide proper training,mentoring, coaching etc. to the organisation's work force so that the efficiency of performance andoverall productivity is enhanced. The report has been drawn in context to McDonald's a leadingpublic chain of restaurants conquering markets all over the world (Qureshi and Hassan, 2013). Thecompany is aimed to develop 300 new drives over next ten years. Human resource development hasplayed and will continue to play an important role in fulfilling company's vision and mission. Thereport aims to understand the different learning theories and styles. The planning and designing oftraining and development is also explained in the report. The evaluation of evaluation tools andgovernment led skills development have been evolved in the report.TASK 11.1 Comparison of learning styles in human resource development in context to McDonald'sFor practising human resource development various approaches or styles of learning areused in the cited organisation (Budhwar and Debrah 2013). All the styles have different roles andimpacts. The most commonly used styles are compared as follows: Honey and MumfordKolb’s Myers-Briggs Type IndicatorThis style is a modification ofKolb's style having differentnorms. The stages describedin this style are stage one isgetting the experience,second stage is revising thatexperience, stage three isabout obtaining the result orconclusion from theexperience and last stage isbased on the conclusionmapping the further steps. This style focuses on theprocedures and the perceptions.Kolb's states that the perceptionand information processing oflearners comes from continuousexperience, observations,evaluations, conceptualisationand experimentation. Thistheory sets out four differentstyles of learning (Gruman andSaks, 2011). Kolb's believesthat learning can be done fromtwo aspects first is byThis style is designed todetermine the psychologicalpreferences of people. It isbased on self interrogation. Itinvolves the perception ofpeople about the surroundingsand their decision makingaccording to their perceptions.The major principles includedare sensations, intuitions,thoughts and feelings.
perceiving information andanother is processing thatinformation. Comparison with different learning styles: There are seven different type of learning styleswhich are highly effective for developing understanding and in raising the preference of individuals.In this context, it includes visual, aural, physical, verbal, etc. All these are highly effective to makesure that the models given can be fulfilled in effective manner. 1.2 Role of learning curve and significance of transferring learning to the work place with referenceto McDonald's Learning curve reveals that repetition of a particular task over the time reduces the timeconsumed in completing the task each time. It describes link between time taken and thecompetence level attained. The cited company uses the learning curve to evaluate the improvementsand performances of the employees (Knowles, Holton III and Swanson, 2014). It is important inplanning the resources needed, developing incentives based on the observations and resultants etc.Analysis of cost and efficiency of the task is also determined using these curves. It also helps inreducing per unit output cost. Transferring of learning is the capability of using the learnings from the past outcomes incompleting the present tasks. It plays a vital role in improving the efficiency of the processing ofgoods and services. Experiences reduces the chances of mistakes. It helps the workers to apply theirskills and knowledge learnt from previous tasks in completing the present tasks and reduce the timetaken for completion. Transferring data helps to increase the efficiency of the employees and hencethe productivity of the products and services offered by the stated company is increased (How touse learning styles to make a connection, 2014). 1.3 Contribution of learning styles and theories when planning and designing a learning event withreference to McDonald'sThe three styles describes plays a key role in planning and designing a learning event in thequoted company. These styles can be helpful in training sessions. Analysis of all the theories can bedone and the one with maximum benefits could be used during the training so that proper skills andtechniques are taught to the employees. Designing and planning of training events could be done onthe basis of chosen style (Underwood, 2000). These style supports and contributes a lot in designingand planning as they form a path to be walked upon. This in turn helps the trainers to convey their
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