Learning Styles and Training Needs in Human Resource Management at McDonald's

Human Resources
Development McDonald's

Table of Contents
INTRODUCTION................................................................................................................................1
TASK 1.................................................................................................................................................1
1.1 Learning styles in human resource management.......................................................................1
1.2 Role of learning curve and importance of transferring learning at the workplace....................2
1.3 Contribution of learning styles and theories in planning of learning event..............................3
TASK 2.................................................................................................................................................3
2.1 Compare the training needs for the restaurant manager, shift floor manager, and customer
service assistant................................................................................................................................3
Customer service assistant...............................................................................................................4
2.2 advantages and disadvantage of different training methods......................................................4
2.3 Training and development plan..................................................................................................6
TASK 3.................................................................................................................................................7
3.1 Techniques for evaluating training program..............................................................................7
3.2 Review the success of the evaluation methods..........................................................................8
3.3 Evaluation models......................................................................................................................8
TASK 4...............................................................................................................................................10
Covered in ppt................................................................................................................................10
CONCLUSION..................................................................................................................................10
REFERENCES
............................................................................................................................................................11

INTRODUCTION
Training 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 based 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 make analyse on training initiative which are taken by UK
governments for developing human resources.
TASK 1
1.1 Learning styles in human resource management
There are various types of learning styles which is applied by McDonald's in human resource
management. Some of them are discussed as below:
Kolb's learning styles
As 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 and an active experimentation is
where learner trying to plan how to test a model of theory (Kehoe and Wright, 2013.). As per this
model. These kind of people use information and imagination for solving their problems.
Honey and Mumford
This theory have four maain satges 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 focuses more
on making logical decisions (Kotler, 2015.).
VARK learning style
There 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 into words and essays (Liebowitz and Frank, 2016.). Kinaesthetic learners understand
information through tactile representation.
D1
For designing the training needs, organization 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.
1.2 Role of learning curve and importance of transferring learning at the workplace
Role 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 event
Every 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