Leadership Development Program for Dominos in Australian Pizza Industry

Leadership Development Program
Table of Contents
1. Introduction........................................................................................................ 2
2. Program Objectives............................................................................................... 2
3. Resources and Costs.............................................................................................. 3
4. Program Schedule................................................................................................. 4
4.1. Agenda........................................................................................................ 4
4.2. Plan............................................................................................................ 5
5. Learning Theory / Subject Theory and Practice.............................................................7
5.1. The theory X and Theory Y by McGregor.............................................................7
5.2. The Learned Theory by McClelland....................................................................8
5.3. The Behavioral Theory and Employee Satisfaction..................................................8
6. Participant Assessment........................................................................................... 9
7. Program Evaluation............................................................................................. 10
8. Challenges........................................................................................................ 10
9. References........................................................................................................ 11

1. Introduction
The purpose of this report is to develop an effective and comprehensive HRD plan for the
Dominos in Australian pizza industry. The HRD plan will ensure the development of an
integrated, engaged and well-established leadership that can ensure integration and
penetration of Dominos efficiently into an existing and established Australian market.
Dominos being an American pizza delivery brand has been doing exceptionally well in
America. However, it is struggling in Australian market for various socio-cultural issues. In
order to enhance the performance of the overall organization and its products/services, it is
important that HR must invest in development of an integrated, diversity-friendly leadership
and management.
In order to ensure the success and efficiency for the organization, it is important that it has a
well-developed, critically researched and optimized human resource development plan and
program (Woulfin & Kruse, 2018). This helps in systematically enhancing the human
resources efficiencies and performance while ensuring financial optimization and feasibility
(Woulfin & Kruse, 2018). Amongst the human resource development, the most important
aspect is leadership development (Ardichvili, Nattoch Dag & Manderschield, 2016).
Development and existence of a skilled, well-learned, intellectual and comprehensive leader
within the organization promotes performance efficiency of subordinates as well. Inability to
do so may hinder the existing skills and competencies of subordinates, creating massive
issues for the organization. Therefore, the respective paper will briefly present a
comprehensive leadership development program plan.
1. Program Objectives
Following are the main objectives of this Leadership development program:
a. Ensure competency and skill-based leadership development (Sugiyama et al. 2016)

b. Ensure that the leadership development program embeds the significance of
intellectuality and Emotional Intelligence (Lopes, 2016)
c. Cost optimization for the resources needed for program implementation, and post-
management (Seidle et al. 2016).
Other than these, it is important that the targeted leader must possess certain characteristics
and traits. He should be an inspirational and constructive leader who could positively
intimidate the subordinates. He should be progressive for his methodologies of managing and
supervising the workplace. He can be described as progressive because it should be his main
objective to bring in new and positive changes in the workplace that would help him in
enhancing the performance and efficiency of the employees. He should be ready to take risks
and accept challenges for the sake of innovation and creativity to make the workplace a more
dynamic workplace. This will also help him in motivating the employees as well.
For the leadership development plan, Human Resource Development is one of the
fundamental aspects of any organization that play an integral role in increasing the
productivity, efficiency, and progressiveness of the organization. Considering the
significance of HRD for the organization for competing at the global levels, the following
competencies are essential. These competencies ensure that the HRD is able to accept
challenges and perform in an optimized manner under stressed situations as well (Beer et al.
2016).
 Capable of conducting need assessments;
 Proficient in program design, development, and evaluation
 Marketing skills

 The capability of Financial and feasibility analysis
 Open for learning and adapting to new changes
2. Resources and Costs
For the overall leadership development program plan, the following are the required
resources and possible costs (the costs may change):
Inclusion program and psychological assessment (human resource) - $1500 -2000
 Training and Development Program / Orientations - $5000-8500
o Human resources may include:
 Previous leaders
 Instructors
 Demonstrators
 Interviewers
 Member of Executive Board, etc.
o Assets may include:
 Simulators
 Multi-media systems
 Presentation system
 Training setup/hall/seminar lounge.
 Feedback Development and Assessment - $1000-3000
o Human resources:
 Feedback managers and analysis
 Statisticians
o Assets: