Innovative HRM and HRD: A Case Study on Providing Healthy Food to Children in Britain Schools

This project report discusses the issue of lack of training for lunchtime supervisors in providing healthy food to children in Britain schools. It covers the Obbor Parnes model, training and monitoring process, and CPS model. The report also highlights the risks associated with the training program and provides recommendations to reduce them.

Innovative HRM and
HRD

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Task 1...........................................................................................................................................3
Task 2...........................................................................................................................................4
Task 3...........................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Children are the future of our country and it is very important to provide with proper guidance
and learn different etiquettes that will help in their career development. Food supervision
becomes a difficult challenge for the parents and schools (Gaffarov, 2019). It was analysed that it
is needed to be supervised the children in the lunch time so that it becomes easy to develop good
habit. It is needed to have skilled supervisor that will help in preparing and serving of food. They
should be provided with adequate trainings that will benefit the upcoming generation. This
project report is based on Jamie Oliver campaign having the aim of providing healthy food to the
children of Britain schools. This project report will cover the CPS framework along with its
implications in context to provided case study. In addition to that, it will cover the flow diagram
of training and monitoring of lunchtime. Finally, it will include the risk associated with the
training program and recommendations to reduce the risk.
TASK
Task 1
There are various solutions to every problem and it is very important to solve that issue so that it
may impact negative. To solve the problem, Obbor Parnes model is used, a structured and well
defined approach that helps in solving the individuals and group problems (ALBashtawy, 2017).
It consists of six stages and are discussed below.
 Objective finding –It is the first step in this model that helps in finding the objective. In
context to case study, the main objective is to serve healthy food to the Britain school
children and to assess the problems that are faced related to lunch. The primary class
children do not have the knowledge and etiquettes to eat food in a decent manner. This
campaign has found that there is an issue related to lunch time supervisors as they do not
have proper knowledge in respect to how to deal with this issue.
 Fact finding – In context to provided case study, the data is collected by conducting a
survey of 71 schools and asked to send out their lunch supervisor. They were asked the
questions related to their roles, likes and dislikes and what are the challenges they have
faced and how they have received support from schools.
 Problem Finding After conducting wide research and analyses, it had come to point that
the lunchtime supervisors are lack of training sessions as they do not have proper

knowledge and skill related to their profession. They are not aware about their roles and
responsibilities that they have to be perform while staying in their profession. It has been
stated that defining a problem is one of the challenging task and after identifying, one has
the solution for that.
 Idea finding –As it has been identified that the lunch supervisors are having lack of
training and do not know about their responsibilities. This step involves the finding the
right idea which could help in overcoming with this issue (Paposa. and Kumar 2019). It is
important to take effective decisions as in case of not making effective plans it could lead
to failure. James Oliver should analyse all the alternatives and find the best that can help
in sorting and overcoming from this issue. It becomes helpful to generate idea that can
help in sorting out problem.
 Solution Finding –In this stage it involves the various ideas that has been generated in the
above step and the major focus is on opting the best solution. In context to this case
study, the main aim is to find the solution for the issue. This is the most critical phase of
this issue. The plan may fail if corrective findings are not taken into considerations.
Prioritization matrix is used in focusing on the goals rather on the unnecessary activities.
 Action Finding – It is the action plan in which the suitable plan is opted and now It’s the
time for implementation. There are various set of activities that are needed to be
organised in such a manner that it will provide with more effectiveness. The outcome
should meet the criteria.
Task 2
Identification of
training Needs
Establish Objectives
Select Training
Methods

 Identification of training needs – It is the first stage of training and monitoring process
as in context to this case study, Jamie Oliver have conducted a free dinner for the
children of Britain School and campaign have identifies that it is need of training to the
lunchtime supervisors as they don’t have proper knowledge related to their roles and
responsibilities. So in this phase it is needed to conduct training sessions related to
serving and preparing of food to children. In order to provide the right etiquette to the
children, it is important to first provide the training to lunch time supervisors
(Impellizzeri, Marcora and Coutts, 2019).
 Establishing objectives – It is the next phase in which the objectives are set for the
training sessions. It includes the objectives for which the training sessions is being
conducted (Lancy, 2017). It is based on some criteria that defines the effectiveness of
these sessions after the completion of training. It becomes directionless as individual do
not what is the aim of training and how it can be measured. Objectives are nothing but
specific goals that have to be achieved after the accomplishment of training sessions.
 Selecting training methods – In this step James Oliver tries to opt the suitable option
that will be beneficial for deliver the training sessions. There are various training method
that he can provide in order to train lunchtime supervisor. It is very important to opt the
right method so that effectiveness can be measured. Following re some training methods
that can help James Oliver in delivering the training sessions.
Technology based learning – As the technology is upgrading day by day and it
becomes complex to deliver the training to lunch time supervisors so that they can
enhance the effectiveness of the training. With the help of technology, it becomes
easier to deliver a large number of supervisor at the same time at their convenient
place.
Evaluate Performance
Conduct training

Simulators – It is the most effective training technique that is used to deliver the
training sessions. They are provided with the real time situation along with all the
resources so that they can get the correct insight of their roles and responsibilities.
On the Job training – In this method, the trainee is placed in the real time job
and asked to provide their thoughts and ideas that would help in overcoming the
barriers. It can help the James Olivers in providing real time training sessions so
that lunchtime supervisors can effectively understand their job and responsibility.
Role playing – The supervisors should provide with this method to deliver
training sessions. In this type of training, Mentor or experts monitors the
performance of the supervisors and provide with feedbacks and suggestions in
order to improve their performance where they have found lacking and struggling.
 Conduct and delivering training – It is the next step after opting the right channel or
method to deliver the training. The supervisors should be provided with technology based
training so that it becomes easier for both supervisor and mentor.
 Evaluate performance – It is important to evaluate the performance of supervisors as it
will get an insight that what they have learnt in their training. It indicates the performance
of both supervisors and mentors that how effective was the training session and how
effectively supervisors have understood. It becomes a question on mentor about the
effectiveness of their training plans.
CPS Model
This model may be described as an evidence based treatment model which is provide to
care givers and parents in order to develop healthy relationship with kids. It helps in
maintaining relationship with children and they can open up in front of them. This
training is provided to lunch time workers so that they can make children happy and
solve their issues. It is needed to observe behaviour of children and ask them to say their
queries. Thus makes children more independent and they can openly say their problems.
This will help in getting mental peace and children can live stress-free.

Task 3
In the process of providing training to the supervisors, there are various risk associated
with and following are the risk that are being discussed.
 Supervisor willingness – It totally depends on the supervisors as they want or do not want
to change their work. Some supervisors are working from mora than 20 years and it
becomes difficult for them to adapt the change. This is the major challenge that James
Olive have to face in order to promote the change.
 Cultural Difference – It becomes difficulty for the management to deliver the training to
people who are having cultural difference and a common platform won’ be suitable for
all the type of people. It becomes a risk that an individual can misunderstand or perceive
wrong (Yamane, Fujii and Hijikata, 2020).
 Communicational risk – Every individual perceives in their own way and it becomes risk
that a supervisor may perceive wrong message in his own way. So the company should
clearly state and deliver in such a manner so that everyone gets understood the right
message. The mentors should opt the right channel that will help in conveying the
message in the same way to the trainees. It is needed to opt the right medium so that it
can give benefit to supervisors.
 Deny to change – Some supervisor may deny to change their behaviour because they tend
that they are doing their job effectively and there is not any need for change. This may
fail the whole plan and they think that they receive low salary and for that their efforts are
opt according to their salary. It becomes a major challenge for the Oliver in making the
change.
 Not familiar with technology – As there are many supervisors that are not familiar with
technology and it becomes difficult to become them familiar and making them
comfortable (Harmon, 2019). Due to age factor and people are working from 20 years
and they have become more familiar with their current scenario and do not want to
change their behaviour.
 Financial risk – Training is a very expensive procedure which incurs huge cost since its
first phase and ends at last stage. In case of failure of this plan then the company will
suffer loss and the whole efforts of various individuals gets wasted. It is the most
important risk that is being involved in this training procedure.

 Waste of training tools – The company somehow arranges the tools and equipment and if
the supervisors are not ready to adapt for the change then it becomes waste for the
company as they have incurred huge cost on this.
The lunchtime workers have to observe each activity and behaviour of children so that
they can understand their mental state. It helps in overcoming fear of bullying due to their
looks and in academics. This creates imbalance in their thoughts. So it is important for
lunch time workers to deeply understand their mental state and try to eliminate fear that
they have.
CONCLUSION
From the above project report, it was analysed that the key issue with the case study of James
Oliver is lack of training of the supervisors. They should be given with proper training sessions
that would be so that supervisors can enhance their skills and better treat their roles and
responsibilities. They should be treated that would benefit the children but it is very important to
choose the appropriate model that will be suitable for providing training to supervisor. They
should be provided with the training related to preparing and providing food to children. There
are various challenges that came across such as unfamiliarity of the supervisor with technology
and unwillingness of their change. These challenges must be eliminated so that they can help the
children in developing etiquettes and supervisors should be provided high salary or incentive so
that they get motivated and perform their functions in an effective manner. They should be
recognised and praised for their deeds and toward their valuable contribution in school.

REFERENCES
Books and Journals
Harmon, P., 2019. Business process change: a business process management guide for
managers and process professionals. Morgan Kaufmann.
Lancy, D.F., 2017. Raising children: Surprising insights from other cultures. Cambridge
University Press.
ALBashtawy, M., 2017. Breakfast eating habits among schoolchildren. Journal of pediatric
nursing, 36, pp.118-123.
Yamane, K., Fujii, Y. and Hijikata, N., 2020. Support and development of autistic children with
selective eating habits. Brain and Development, 42(2), pp.121-128.
Paposa, K.K. and Kumar, Y.M., 2019. Impact of training and development practices on job
satisfaction: A study on faculty members of technical education institutes. Management and
Labour Studies, 44(3), pp.248-262.
Gaffarov, Y., 2019. Technical approach in the education system. International Journal on
Integrated Education, 2(6), pp.40-41.
Impellizzeri, F.M., Marcora, S.M. and Coutts, A.J., 2019. Internal and external training load: 15
years on. International journal of sports physiology and performance, 14(2), pp.270-273.