Human Resource Management - Mc Donalds

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison of four main learning styles in human resource development theory that
McDonald’s.................................................................................................................................1
1.2 Role of the learning curve and importance of transferring learning to the workplace .........2
1.3 Contribution of both learning styles and learning theories ..................................................3
DISTINCTION 1.............................................................................................................................3
1.1 Critical evaluation of two appropriate learning styles that would help................................3
1 McDonald’s .............................................................................................................................3
2.2 Advantages and disadvantages of using different training methods.....................................4
2.3 Systematic approach to plan the training and development for ...........................................5
MERIT ONE AND MERIT THREE...............................................................................................5
2.2 Critically evaluate the most appropriate training method and techniques that
would help McDonald’s provide the best customer service in the next five years ...................5
TASK 3............................................................................................................................................6
3.1 Prepare an evaluation using suitable techniques
.....................................................................................................................................................6
3.2 Carry out an evaluation of a training event ..........................................................................6
3.3 Review the success of the evaluation methods used.............................................................7
MERIT TWO...................................................................................................................................7
Appropriate formal and informal evaluation techniques ...........................................................7
DISTINCTION TWO......................................................................................................................8
Models of evaluation that McDonald’s could use.......................................................................8
TASK 4............................................................................................................................................8
4.1 Role of the UK government in training, development and lifelong learning for the under 25’s
sector................................................................................................................................................8
14.2 Development of competency movement and impact on public and private sectors of the
UK economy after the recession.................................................................................................9
4.3 Contemporary training initiatives introduced by

the UK government contribute to human resource
development for an organisation ...............................................................................................9
Provide funding for education purpose..........................................................................................10
The above following things are few ion initiatives which are take by the UK government to
help the organization. The motive behind this is top provide better skilled persons for their job.
These initiatives define the commitment of UK government to help the sector of private. .........10
DISTINCTION 3...........................................................................................................................10
McDonald’s is helping to bridge the skill's gap of its restaurant managers in the UK.............10
CONCLUSION..............................................................................................................................10
REFEERRENCES.........................................................................................................................12

INTRODUCTION
In present time, the requirement of human resource is very high in every organization.
Without the help of employees no organization is unable to achieve their goals and objectives
(Snell and Bohlander, 2012). The term human resource development is basically a part of human
resource management which deals with the development and training of employees that work in
the organization. The present report will represent concept of human resource development. For
this purpose, McDonald is considered according to the given case study. It will help in
understanding the concept about contribution of different types of learning theories and styles at
the workplace. Further, the report will also focus on the importance of training needs and
training methods in respect to organization and employees (Gloet, 2006). In this context, the role
of government in training, development and lifelong learning are also described in the present
report.
TASK 1
1.1 Comparison of four main learning styles in human resource development theory that
McDonald’s
Every individual prefers different types of learning styles to gain the information. In this
context, the four types of learning styles are defined below that McDonald could apply at the
workplace:
Kolb model- This theory defines four types of learning styles like assimilating type learners
requires the clear explanation and logic rather than focusing on practical opportunities and
people (Snell and Bohlander, 2012). The diverging type learners are very sensitive so, they
observe the things from various perspectives. But converging type learners mostly prefer to do
technical tasks and to solve the practical issues they user their own learning experiences (David
Kolb's model, 2016). Further, accommodating type learners does not use the logic but they
mostly rely on institutions (Hosseini, 2010).
Myers Briggs Type Indicator- Basically, it is a personality inventory which measure and
identifies the psychological type. By solving the questions of this “Type indicator tool”, every
employee could identify their learning styles (Ogilvie and Stork, 2003).