Human Resource Development Report: Pizza Express Training Strategies

This report delves into the human resource development strategies implemented at Pizza Express, a UK-based restaurant chain. It begins with an introduction highlighting the importance of employee skill enhancement and training programs within organizations. The report then explores a ...Read More

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................1
2.1................................................................................................................................................1
2.2 ...............................................................................................................................................2
2.3................................................................................................................................................2
TASK 3............................................................................................................................................3
3.1................................................................................................................................................3
3.2................................................................................................................................................4
3.3................................................................................................................................................5
TASK 4............................................................................................................................................5
4.1................................................................................................................................................5
4.2................................................................................................................................................6
4.3................................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Every organisation set and develop a framework in which they focus on the individual
skills that assist to enhance their knowledge and ability. Many of organisation develop various
activities in which training is also included in this. With the help of training sections individual
can enhance their working potential as well as their knowledge is also increased. In addition to
that management also concern with the performance management in this management of various
company focus on their daily performance and according to that they review and add all that
necessary things that must be want by the management (Jiang and et.al., 2012).
Present report is based on Pizza express restaurant, it is a group of restaurant and its
headquarter is on the London UK. Pizza express having 400 restaurants across the UK with 40
overseas in Europe (Mathis, Jackson and Meglich, 2016). Systematic development of human
resource is very important thing in which the present report will discus various learning style and
its curve. In this will also discuss various techniques and a crucial role of the government that
assist for life long learning and development in the River Island (Bratton and Gold, 2012).

TASK 1
Covered in ppt
TASK 2
2.1
Systematic Approach to Training(SAT)
Time to time upgrade the skill of employees and get them updated training is required to brush
ups their skills. Systematic approach of training is a kind of formal training to improve their
employees performances. It depends on the requirement and design accordingly. It includes
organisation's aim
analysis the need of training
 Settings aim
 Learning objectives
 Designing strategies Implementation
Organisational training need- Training for Pizza express restaurants, if human resource
department found some need of improvement in the organisational basis they provide the
training for that could be depend on any learning style which is suitable for the need. It includes
systematic planning, analysis and coordination across the organisation (Bennett and Ho, 2015).
Organisational training may have takes much time and investment too. Organisation need to
ensure that resource invested in the training are targeted at the area where training and
development is needed (Stone and Dulebohn, 2013).
Departmental training- After the organisation, individual departments take place. There
are many departments in any organisation, like Pizza express restaurant having many branches
all over the UK so that management must care for test according to the place. If we took the
marketing department for an example, there is need of update the employee or marketer about
the trends (Mondy and Martocchio, 2016). As they marketing for the Pizza express restaurant
and it is a food restaurant so that marketing manager of restaurant have to know about its
customer potentiality in which restaurant know about the trend and its competitors who are
already in the market with the same product. So that they conduct the departmental training for
the marketers to improve their skill of marketing online throughout the world (Akingbola, 2013).

Individuals training- the small unit if organisation is employee and human resource
department provides training to the individuals to improve their skills according to their work.
For an example designing department of Pizza express wants to launch a new food series for the
country that are not a part of Europe and they are form different culture, so they provide training
to their cook about the culture of this country and trends what they have (Shaw, Park and Kim,
2013).
2.2
Off the Job training
Lecturing and discussion Method is a very old and popular method of learning in off job
method. In this trainer's comes with large amount of knowledge and experiences in front of large
audience. Though it is it takes short time but it is not possible that the people you have got each
and every thing which is explained. It is not as effective as demonstrative method is. It requires
effective speakers and good listeners (Jiang and et.al., 2012).
Advantages and disadvantages
Every method having its positive and negative both part that assist to use the training
method or not. In Pizza express restaurant, lecturing and discussion method can be use and its
impact create in effective manner. This method having advantage because trainer provide them
lot of knowledge to their trainees. On the other hand it may negatively impacted when trainee not
able to catch the trainer knowledge.
On the job training
Demonstration Method is On Job method of training goes step by steps, it provides the
ability of see, inhale and participate to the participants. Though It is a kind of practical training
but it takes time and cost. Learning through demonstration is effective to the trainees to see the
thing practically is good and quick to learn tasks but it has a risk too, because it is not possible
for the trainer to demonstrate the task in front of large amount of trainees (Training Methods: On
Job Training and off the Job Training Methods. 2016).
Advantages and disadvantages
If training manager of Pizza express restaurant can take demonstrate methods so that they
able to know about its employee ability with very closely. This method is also helpful for
knowing attitude of their cooks towards the training sections. On the other hand, it is also having
2

drawback in which they are not able to provide training to all that present cook (.Ramanathan
and Ramanathan, 2013).
There are many methods of training are existed for the restaurants, that are varies on
needs of individuals, whole organisation, or the task being performed. The factors which affect
the training methods can be age, level of education, learning style and budget.
2.3
In this management of Pizza express restaurant develop a plan format that assist to follow
the step by step performance of the individual as well as this format assist for identify need of the
organisation. In which they develop plan for its 4 employee or cook who attend the training
workshop and focus on each and every point that is discussed below. In this HR manager ODF
the company use systematic approach in which they can develop a plan as well as its
effectiveness in shown in the plan implementation (Purce, 2014).
For this HR manager use model for the training that assist for better formulation. HR
manage of the restaurant use this for better operation as well as design in the effective manner.
Model of systematic approach to training (SAT)
Restaurant aim: Management of restaurant want that each and every person of the
kitchen staff know the value of hygiene food as well as training section will success soon.
Analysis Training need: HR manager of the company evaluates that kitchen staffs is not
providing hygienes food and for the same management of the company feel that now training
section is needed for improving the level of hygiene in the food (Alfes and et.al., 2013).
Setting Aim and Learning objectives: Main objective behind training is improved the
level of hygiene. In which correct temperature, quality and quantity level are included. Training
is given to the kitchen staff, restaurant chefs and cokes (Agarwal and Dahm, 2015).
Designing training strategy: HR manager design for training workshop in which they
develop design that is developing by the professional trainer that covers all the barmier and
develop strategy in which they focus on the food quality (Mathis and et.al., 2016).
Implementing Training strategy: Professional trainer force out to read all related books
that is based on the hygiene and guest safety related. They also focus on the reviewing and
timely monitoring that leads to the work that lead to successful training section.
(In this a plan is prepared in appendix that is attached in the file.)
3

TASK 3
3.1
Before training questionnaire is listed below:
a) Are you want to attend training section?
 Agreed
 Disagree
 Neutral
 Strongly Agree
b) Which points would you like to cover in the training section?
Ans..
c) Which time duration is preference by you?
 2 hours
 1 hour 3 Hours in a week
After training questionnaire is listed below:
a) Did staff member of Pizza restaurant are learned from the training section?
 Agreed
 Disagree
 Neutral
 Strongly Agree
b) Is every individual of kitchen staff having nice experience with the training section?
 Agreed
 Disagree
 Neutral
 Strongly Agree
c) did you understand the content of training section?
 Agreed
 Disagree
 Neutral
 Strongly Agree
4

3.2
HR manger of the company develop training section and for the same now HR have to
know about its impact. In addition to that now management of the Pizza express Restaurant
create a questionnaire that shows the impact of all of them and this result will assist for the better
evaluation (Wilensky, 2015). For the same a questionnaire is listed as follows and evaluation is
also and in this 4 employee of pizza restaurant was taken part and their feedback is listed as
follows:
Before training questionnaire is listed below:
a) Are you want to attend training section?
Criteria Respond
Agree 3
Disagree 0
Neutral 1
Strongly agree 0
Interpret: In this management saw that 3 agreed with attend the training sections as compare to
others and remain one is neutral.
b) Which points would you like to cover in the training section?
Criteria Respond
Agree 3
Disagree 1
Neutral 0
Strongly agree 0
Interpret: in this management saw that 3 individual are interested to attend and for this they
express their view points for the same.
c) Which time duration is preference by you?
Criteria Respond
5

Agree 3
Disagree 1
Neutral 0
Strongly agree 0
Interpret: Three of them is agreed and showing their time period in which they express their that
what suitable price is preferred by them.
After training section questionnaire
a) Did staff member of Pizza restaurant are learned from the training section?
Criteria Respond
Agree 2
Disagree 1
Neutral 1
Strongly agree 0
Interpret: As per this question mostly employee are strongly agreed with the same because all
they must focus on the quality management (Radbruch, de Lima and Payne, 2013).
b) Is every individual of kitchen staff having nice experience with the training section?
Criteria Respond
Agree 2
Disagree 1
Neutral 1
Strongly agree 0
Interpret: in this management saw that 20 individual having nice experience and the rest having
only agree and neutral.
c) did you understand the content of training section?
6

Criteria Respond
Agree 1
Disagree 2
Neutral 1
Strongly agree 0
Interpret: In this question only 1 is agreed with the level of understanding and remain two are
neutral.
With the help of evaluation of questionnaire, it becomes easy to create action towards the
problems.
3.3
In this section management use various techniques that assist to evaluate the training
section in appropriate manner or not. In addition to that management can use observation,
questionnaire and feedback from that assist to manage their work in effective manner (Jackson,
Schuler and Jiang, 2014). Here various techniques are listed below that assist to manage the
training section in a effective and accomplish manner.
Questionnaire: Management of the Restaurant, made a questionnaire in which all W are
included that is a set of information which is concern with what actuals training covers. In
addition to that timing of training and location show the where. All above points are assist to
evaluates the training section in appropriate way. In this management focus on the food cooking
temperature that impact on the guest health. In this they also focus on al that that reason that
covers cause poisoning (Stone and Dulebohn, 2013).
Observation: Questionnaire is assist for the observation that what is haves to improves
and necessity of reduction is also included in this. In addition to that management also concern
with the interest of individual that is participated in this. In addition to that they also focus on the
work that assist to manage their serving quality in effective manner.
Feedback: This one is also based on the questionnaire in which each and every question
complete that guest is a important part that based on develop goodwill as well as its effectiveness
for the same. In addition to that each and every question provide a result that shows its effective
7

working quality. This one is also good for find out the perception of an individual regarding
cooking (Shaw, Park and Kim, 2013).
(questionnaire attached in the appendix)
In this section management concern with each and every point in effective manner. Here
various aspects are their that assist to manage the work in effective manner.
Through questionnaire: In this point management concern with each and every point
that leads to result each and every requirement of the company. In addition to this, management
of the restaurant will assist to achieve their targets as well as their guest needs so that it impact in
effective manner. Fir this management can also concern with the work that must cover
improvement in the individual (Alfes and et.al., 2013).
Feedback from customers: When the management concern with this so that each and
every feedback create each and every point. In this management can change and implement on
the change. This will assist to manage the work as well as enhance the goodwill on the daily
basis (Kimes and Wirtz, 2016).
Observation methods: At last management concern with the need of individual and as
per their need management can concern with the work and their food menu. They can also focus
on the each and every individual test and include with the same.
So the overall study will assist for better observation and successful work that covers
entire management in a positively (Training Methods: On Job Training and off the Job Training
Methods . 2016).
Moreover, with the help of this pattern of training and all above methods show that line
manager of Pizza express become success with the training section.
TASK 4
4.1
From the last few year government focus on the training and development sections in
which they focus on developing individual skills and try to become its potential one. In addition
to that government develop various skills for this so that this will assist to manage the work in
the public and private organisation. This will also assist to manage the work in effective manner.
Here various points are listed below that assist for the developing in the training at UK
organization (Marler and Fisher, 2013).
8

Lifelong learning: Government representatives and professional develop various
strategy in which they focus on the individual and its efficiency towards the work. In addition to
that management also focus on that learning leads to the long time that leads to its better learning
in a workplace (Tyson, 2014).
Focus on the future: Government develop skills in the individual as per the future needs
in which representatives focus on the work that is based on its present job. In which they concern
with all that problems that is face by the individual in the present job so that training will
improve for the past once. In this government also focus on the all that skills that may be require
in the organisation so that they can fulfil this in effective manner (Shaw, Park and Kim, 2013).
Training: In this point representatives develop a set of training design in which they
focus on formal and informal both skills that assist to manage the work in effective manner. In
addition to that this design is developed as individual want so that this will be assist to better
learning in the organisation. This training is effective because it is done by the government end's
so that level of success is become increase (Stone and Dulebohn, 2013).
4.2
In the 1990's competency movement come into the force ion which they focus on these
individual behaviour that means their work related thinking as well as its impact is also included
in this. This competency movement impact on the various company that covers public and
private both organisation. In addition to that both are impacted in different manner that assist to
manage their work. Here are two different organisation are listed as follows that impact in
different way (Purce, 2014).
Morrisons apprenticeship (Private organisation): After this movement it impacts on the
individual in which they impact on the financially as well as better experience. In this they focus
on the competency mapping as well as profitability. Above mention company is public which
highly impacted in which they concern with incorporate nature in the organisation (Budhwar and
Debrah, 2013). With the help of this they can also concern with the strength and weakness if the
employee. Management become more capable towards the better effectiveness. In addition to
that competency profitability concern with the individual skills and attitude that assists for the
better career as well as enhance their capability (Akingbola, 2013).
The NHS nursing (Public organisation): After competency movement public company
focus on their better public management in which a new management concern with the various
9

policy that assist and made for the better society. In addition to that this will assist to change the
perception that is set for the public company. After this government employee become more
capable as well as their effectiveness become also effective so that this will assist to manage their
effectiveness towards the same (Alfes and et.al., 2013).
4.3
UK introduced contemporary training initiatives that assist to contribute the HRD in
effective manner. This point will discuss about its introduction and effectiveness. The primary
objective of this that was investigated current need and training methods. In addition to that all
this method will concern with the effectiveness in the working of UK. When public and private
companion adopt this policy so in the initial stage that is not accepted by the management
(Jackson Schuler and Jiang, 2014). As well as time is pass so that it impact is also develops in
which various surveys and so many things are take place that assist for the developing working
style in the UK private and public organisation (Paillé, Boiral and Jin, 2014).
With the help of this management also become capable to compete with the international
competitors. In addition to that government of UK develop various strategy in which they focus
on all that things that is mad for an effective job. Collectively, the results demonstrate that
previous notions of how professional train are outdated. Contemporary professional incorporate a
variety of training practices that are focused on developing both explosive and maximal strength
(Bratton and Gold, 2012).
Moreover, all this thing will assist to mange the workforce in a effective and suitable
manner that means if a individual is capable so that it impact on other in also in effective way
(Tyson, 2014).
10

CONCLUSION
Present report is based on human resource development in which HR manager focus on
the training and development section. In addition to that in the present report will discuss about
the various learning style that shows how much individual can try to improve their self as well as
what point should be added in this that assist to improve the learning individual. In this report
task is difference and example assist to better understanding. For this a plan is also developed
that assist for better understand the workforce and its engagement. Management of restaurant
also concern with the role of government that is related to the training and developing section.
Moreover, all above study is assist for improvement in the workplace as well as it is also assisted
to manage the work in effective manner.
11

REFERENCES
Books and Journals
Agarwal, R. and Dahm, M.J., 2015. Success Factors in Independent Ethnic Restaurants. Journal
of Foodservice Business Research. 18(1). pp.20-33.
Akingbola, K., 2013. A model of strategic nonprofit human resource management. Voluntas:
International Journal of Voluntary and Nonprofit Organizations. 24(1). pp.214-240.
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Bennett, J. M. and Ho, D. S., 2014. Human resource management. InPROJECT MANAGEMENT
FOR ENGINEERS (pp. 231-249)
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kimes, S. E. and Wirtz, J., 2016. Revenue Management in Restaurants: Unbundling Pricing for
Reservations from the Core Service.
Marler, J. H. and Fisher, S. L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review. 23(1). pp.18-36.
Mathis, R. L. and et.al., 2016. Human resource management. Nelson Education.
Mathis, R. L., Jackson, J. H. and Meglich, P., 2016. Human resource management. Nelson
Education.
Mondy, R. and Martocchio, J. J., 2016. Human resource management.Human Resource
Management, Global Edition.

Paillé, P., Boiral, O. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics. 121(3).
pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Radbruch, L., de Lima, L. and Payne, S., 2013. The Prague Charter: urging governments to
relieve suffering and ensure the right to palliative care. Palliative medicine. 27(2). pp.101-
102.
Ramanathan, U. and Ramanathan, R., 2013. Investigating the impact of resource capabilities on
customer loyalty: a structural equation approach for the UK hotels using online
ratings. Journal of Services Marketing. 27(5). pp.404-415.
Shaw, J. D., Park, T. Y. and Kim, E., 2013. A resource‐based perspective on human capital
losses, HRM investments, and organizational performance.Strategic management
journal. 34(5). pp.572-589.
Stone, D. L. and Dulebohn, J. H., 2013. Emerging issues in theory and research on electronic
human resource management (eHRM). Human Resource Management Review. 23(1).
pp.1-5.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Wilensky, H. L., 2015. Organizational intelligence: Knowledge and policy in government and
industry (Vol. 19). Quid Pro Books.
Online
Training Methods: On Job Training and off the Job Training Methods . 2016. [Online].
Available through: <http://www.yourarticlelibrary.com/employees/training-methods-on-
job-training-and-off-the-job-training-methods/5421/>. [Accessed on 12th November, 2016].