HRD Training Plan for Managing Stress at Mad Munch Pty Ltd

This report presents a comprehensive human resource development (HRD) training plan designed to manage stress within Mad Munch Pty Ltd, a restaurant chain. The plan's primary objective is to establish an integrated framework that enables employees to effectively manage stress and achieve desired results, emphasizing the importance of work-life balance. The report details various training methods, including meditation classes, one-on-one sessions, and counseling, along with the rationale behind these choices. A tentative lesson plan is provided, outlining the steps involved in delivering the training program. Furthermore, the report discusses the training materials and tools to be used, such as time management tools and stress busters. Finally, the report includes a program evaluation plan based on the Kirkpatrick Model, assessing the reactions, learning, behavior, and impact of the training on the organization.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
a) .................................................................................................................................................3
b) ................................................................................................................................................3
c) .................................................................................................................................................3
d) A tentative lesson plan............................................................................................................5
e) Training materials...................................................................................................................6
f) A program evaluation plan .....................................................................................................6
REFERENCES................................................................................................................................9
........................................................................................................................................................10

a)
Title:
Human Resource Development training plan for managing stress at the workplace
Overall description of the plan:
The plan includes an outline to emphasize on the need of stress management at Mad
Munch Pty Limited restaurant which has more than 150 outlets across the Australian continent
and is headquartered at Melbourne. The focus is to maintain its quality and delivery of services
through effective employees' engagement. The major outcome of this plan is to establish an
integrated framework where the employees can relive stress to produce the desired results. This
is only possible when work- life balance is obtained and the employees are given training to cope
up with stress and assist in gaining competitive advantages (Richardson, 2017). Moreover, the
designing components involve objectives to give clarity, setting deadlines and budget under the
mentioned policies to avoid any confusion. This also includes an active participation by the
Human Resource for the overall effective execution.
b)
Objectives:
 To plan and design a training program to manage stress and improve the business
environment at Mad Munch Pty Ltd
 To assess the training methods in overcoming stress for employees at Mad Munch's
restaurant chain
 To evaluate the effectiveness of the proposed training program at workplace
c)
The following training methods to be used for managing stress at this restaurant chains:
 Organising meditation classes for coping the stress and improving concentration levels
 Conducting one to one interactive sessions with managers and weekly meeting with team
members
 Initiating counselling for giving suggestions for time management and dealing with
customers

 Giving them induction classes to know about the types of services to enhance
productivity and motivate them as well
Rationale for using these methods
These methods when implemented would help in establishing trust between the employer
and the entire taskforce at all its restaurant chains across the country. It helps in understanding
the triggering points that leads to dissatisfaction and rise of conflicts at the workplace and thus
hampering the workplace environment. Moreover, the principles include in choosing these
training methods is to maintain work life balance, establishing high levels of motivation,
maintenance of commitment with passion and make the employees feel as assets to the
organization (Pasamar and Gallurt, 2019). It is vital in proper execution of training and
optimisation of the allocated resources of the company's management.
There are several signs that act as obstacle in managing stress and consists of pressure to
excel, overbearing competitive spirit, poor decision making, lack of transparency and no
motivation levels, extended working hours without any compensation or benefits. These factors
affect the productivity, communication levels and overall surroundings for the employees to
work in the company. Thus, the administration must put additional efforts to make them realise
about their significant contribution in reaping benefits at both economic and reputational aspects.
For instance, meditation classes would help them channelise their energy levels and connect with
third energy wheels, that is sub conscious minds. This would pave the path of building
relationships with other colleagues at the workplace.

d) A tentative lesson plan
A tentative lesson plan can be described as a detailed description of a course for a lesson.
It is important to make a lesson plan in order to guide people and make them able in learning and
also for achieving their determined goals. It has been identified that employees of Munch Pty
Limited restaurant are facing problems related stress as they feel depressed due to stress so for
that, a manager implement a training program with some objectives. For fulfilling objectives of
training it is also important to give detail of training via tentative lesson plan (Luederitz and
et.al., 2017).
Day 1 For managing stress and improving business environment it is important to interact so
they will interact with employees and learners in an informal way in order to know
communication expectancy. By it they will physiological turned in order to involve them in the
activities which are being follow: as it can be done on the basis of pictures from textbooks.
 For that I will ask them to open the page no. 89 from relevant text book and then ask
them to read sentences.
 It will be elicited their response whether its is positive and negative by asking the
relevant questions.
Day 2
 After asking question it can be taken help of group discussion in order to know their
personal views and response.
 By using the different and entertaining gadgets of time management I will tell them to
use of gadgets in an effective manner for improving their time management skills.
For accessing the training methods of in overcoming stress among employees it will be
given a tentative lesson plan. In that lesson plan, Trainer will make understand all the employees
about the best methods of training and the importance of training. In that plan it will be found out
the reason of stress of employees as all employees have different point of view and perspective.
After analyzing all the needs and reasons, trainer will say ask them suggestions in order to
motivate them and for making them sure that they are being respected. Trainer will use the best
gadgets and tools for choosing the best method.

e) Training materials
For providing better training to employees, there will be used various tools and books &
journals related to training in order to solve the problem of managing stress among employees.
Training tools includes Trello and Replicon that are basically are tools of time management. It
has been assessed and find out that employees are feeling depressed due to stress and work load.
It has happened because they lack in time management skills. For training, Books and journals
will be used which will be given by human resource (Straus and et.al., 2015). They showed the
best methods of training and also they have inspirational quotes that can help manager and
trainer to motivate them. There are some gadgets of stress buster, they will also be used by
trainer in order to know the stress level of employees and then for taking actions accordingly.
With the help of projector they can also make themselves able to give the best training and seek
attention and positive response of all employees
f) A program evaluation plan
Evaluation of a training is required as leads to control , that is , deciding whether the
training provided to the employees was worthy enough or it requires some improvements that
can best meet the expectations and needs of the employees in Mad Munch Pty. Ltd.
illustration 1: Kirk Patrick model
(Source : The Kirkpatrick Model, 2019)
As per the Kirkpatrick model, there are four level for evaluating a training program which are :

 Reactions of the people who attended the training session or for whom the training
programme was developed.
 Resulting learning of the people and their increased knowledge from experiencing the
training session.
 Change in the behaviours of people after applying the learning at the workplace (Hurst,
Lloyd and Miller, 2017).
 The impact of change in performance of people on the business organisation.
The human resource of the Mad Munch Pty. Ltd organised a training session for the
employees regarding how they can manage their stress at workplace. The reactions of the
employees were observed for evaluating the effectiveness of the training program.
Reactions : Employees of the company were asked the questions such as did they enjoy
the training session, did they find any useful information which they could apply in their
practical life etc. The reactions were majorly positive and it was observed that workforce of Mad
Munch Pty Ltd., were fully engaged during the training and there was lot of cross questionings
which meant that people were happy that this program was organised by the company.
Learning : The employees when asked about the experience and knowledge they gained
from the training program was satisfactory. People learned that by prioritizing their work,
practising time management, talking to supervisors, taking small breaks would help them in
coping up with the excessive stress at the workplace. However, some of the employees did not
gave the expected outcome. This means that training plan will have to be more comprehensive
and engaging so that intended audience learn the things for which the training session was held.
Behaviour :Change in the behaviours of the employees was noticed after the completion
of the training program in Mad Munch Pty. Ltd., This was observed when the employee applied
their new acquired learning in their jobs such as when they started prioritizing their work, when
they started management their time, started talking to their supervisors and managers etc. All
these things helped the workforce of the company in performing their job duties with much more
efficiency and more precisely.
Impact on organisation : When the human force of an organisation performs well and
carry out their responsibilities and duties with higher level of efficiency and effectiveness, it is a

automatically reflects in the financial performance and productivity of the company (Kirkpatrick,
and Kirkpatrick, 2016). The altogether effect of such higher productivity and higher efficiency is
greater profitability of the business entity.
Thus, it is evaluated that employees were satisfied with the training session held for them
by the company through which they learned how to manage their stress at work which eventually
increased their productivity. This also helped the company in motivating their employees and
reaching to a position where its workforce is satisfied with the working environment in Mad
Munch Pty Ltd.

REFERENCES
Books and Journals
Hurst, R. R., Lloyd, J.T . and Miller, J.C., 2017. Raising the bar: Moving evaluation of training
from the classroom into the business. In Training Initiatives and Strategies for the
Modern Workforce (pp. 41-60). IGI Global.
Kirkpatrick, J. D. and Kirkpatrick, W. K., 2016. Kirkpatrick's four levels of training evaluation.
Association for Talent Development.
Luederitz, C. and et.al., 2017. Learning through evaluation–A tentative evaluative scheme for
sustainability transition experiments. Journal of Cleaner Production. 169. pp.61-76.
Pasamar, S. and Gallurt, P., 2019. Managing Stress in an International Career. In Managerial
Competencies for Multinational Businesses (pp. 44-63). IGI Global.
Richardson, K.M., 2017. Managing employee stress and wellness in the new
millennium. Journal of occupational health psychology.22(3). p.423.
Straus, S.E. and et.al., 2015. Education and training for implementation science: our interest in
manuscripts describing education and training materials.
Online
The Kirkpatrick Model.2019. [Online]. Available through
<https://trainingindustry.com/wiki/measurement-and-analytics/the-kirkpatrick-model/>