Human Resource Development Report: McDonald's Learning Styles

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within McDonald's. It begins by comparing various learning styles (Kolb, Honey and Mumford, VARK, Myers Briggs) and their application in the workplace. The report examines the role of the learning curve in McDonald's, emphasizing its importance in transferring learning to the workplace. It then delves into the planning and design of learning events, highlighting the contributions of learning styles and theories. The report further compares the training needs of different management levels (restaurant manager, shift floor manager, and customer service assistant) and evaluates the advantages and disadvantages of various training methods (on-the-job and off-the-job). It also covers the evaluation of training events and the role of the UK government in training, development, and lifelong learning, particularly for the under-25 sector. The report also discusses the development of the competency movement and its impact on the UK economy after the recession, as well as the contributions of contemporary HRD movements for SMEs. Overall, the report provides a thorough overview of HRD strategies and their practical application within a large organization like McDonald's.

HUMAN RESOURCE
DEVELOPMENT
1

TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Comparison of four main learning styles ..................................................................................3
1.2 Role of learning curve in McDonald's and its importance in transferring learning to the
workplace.........................................................................................................................................4
1.3 Contribution of learning styles and theories in planning and designing a learning event.........5
D1.........................................................................................................................................................5
TASK 2 ................................................................................................................................................6
2.1 Comparison of training needs for the restaurant manager, shift floor manager and customer
service assistance of McDonald's....................................................................................................6
2.2 Advantages and disadvantage of using different training methods in McDonald's...................6
2.3 Planing of training and development for different level management of McDonald's..............7
M1 AND M3.........................................................................................................................................8
TASK 3 ................................................................................................................................................8
3.1 Evaluation using suitable techniques.........................................................................................8
3.2 Evaluation of a training event....................................................................................................9
3.3 Description of all evaluation methods.......................................................................................9
M2.......................................................................................................................................................10
D2.......................................................................................................................................................10
TASK 4...............................................................................................................................................11
4.1 Role of UK government in training, development and lifelong learning for under 25's sector
........................................................................................................................................................11
4.2 Development of competency movement and impact on public and private sectors of the UK
economy after the recession ..........................................................................................................11
4.3 Contribution of contemporary movement in Human Resource Development (HRD) for
SME's.............................................................................................................................................12
D3.......................................................................................................................................................12
CONCLUSION..................................................................................................................................13
REFERENCES...................................................................................................................................14
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INTRODUCTION
In ever changing working environment, it is essential for the organizations to constantly
expand their business and increase their knowledge as well as skill base. It improves organization
and its individual employee performance (Budhwar and Sparrow, 2002). Changes in the external
environment have led to cut down the budget of companies related to training and development of
the staff members. Therefore, to survive in the market place for long time, the firms are now taking
actions in the areas of learning and development and then invest a huge amount of money. With the
help of this, they will be able to respond quickly according to the changes in external business
environment (Burr and Pearne, 2013). But before this, it has essential to manage human resources in
an effective manner to accomplished business objectives.
The following study is based on human resource development and to understand this
concept, McDonald has been taken into consideration. It is a world’s leading fast food chain
(Cassidy, 2006). The objectives covered by the present study will be study of different learning
theories and styles as well as planning and designing of training and development. Along with this,
evaluation of training event and the role of government in development of skills in employees will
also be covered under the present study.
TASK 1
1.1 Comparison of four main learning styles
The major learning styles in human resource development theory that can McDonald's apply
for its workforce is Kolb, Myers Briggs, Vark and Honey and Mumford. The comparison between
these four main learning styles is as follows.
Kolb's Learning style: McDonald's can use these learning styles at the workplace for giving
then training to restaurant managers of UK. It help individual trainee to learn the things from
experience and knowledge (Kolb learning styles, 2014). Under this, a continuous cycle of learning
rotates where learner learn the things from feeling, watching, thinking and performing the work.
Honey and Mumford learning style: It is good option for McDonald's for giving training to
restaurant managers as compare to above stated learning style. Here, the trainees can increase their
knowledge base and develop new skills by taking experience, drawing conclusion from the
happening and apply that experience into practices (Dann, 2012).
VARK model: It is good model for McDonald's as compare to above mentioned two learning
styles. With the help of visual, auditory, reading and writing, kinesthetic learner, restaurant
managers of UK can learn the new knowledge in more effective manner and apply it into real life.
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Myers Brigg: It is completely different from above enlisted three learning styles. With the
use of it, McDonald's can develop learning habits in restaurant managers of UK (Johnson, 2001).
By doing this, trainees can learn from their experience and apply the good things at the workplace.
Parameters Kolb Honey and Mumford VARK Myers Brigg
Definition It is that style of
learning which
helps individuals
to understand
different learning
styles.
This style aids in
understanding the
learning style of
individuals and seeks
out opportunities to
learn more things.
Given style is the
reflection of
experience of
learner.
It is a personality
inventory that can
be used to define
individual’s
learning styles.
Similarities Defines learning
style of an
individual.
Defines learning style
of an individual.
Defines learning
style of an
individual.
Defines learning
style of an
individual.
Differences Adopts the cycle
of experiential
learning.
Different methods and
modes of learning such
as models,
brainstorming, etc.
Visual, audio and
writing format of
learning.
Learning from
experience.
1.2 Role of learning curve in McDonald's and its importance in transferring learning to the
workplace
As per the given case scenario, it has been found that McDonald's in UK has introduced a
new development program related to building performance and consulting skill across the business.
In this context, learning curve plays an important role in the company (Lane and Kangulec, 2010).
Description and illustration of learning curve:
Learning curve defines that if a task is performed again and again then it will take less time
on each attempt to complete that task. It demonstrates the cost per unit of outcome that has
decreased over the time with the improved experience of employees in organizations.
Role of the learning curve:
At the workplace, learning curve helps in increasing training and development of staff
members (Lee and Bruvold, 2003). It plays an important role in forecasting of individual’s skills
which are required to be developed.
Importance of transferring learning to the workplace
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Learning curve also helps in transferring learning to the workplace of McDonald's. With the
help of this, it can be easy to determine those skills in employees which are needed to be improved
with the time. It has helped in enhancing the quality of work and in increasing the knowledge base
of staff members (Stewart, and Knowles, 2000). Different types of training and development can be
planned by McDonald's with the help of learning curve. Therefore, it is used in transforming
learning to the workplace and developed new skills in employees of McDonald's.
1.3 Contribution of learning styles and theories in planning and designing a learning event
Learning theories provides a conceptual framework to McDonald's at the time of planning
and designing of a learning event. It will deliver learning objectives and reasons of its needs for the
employees. On the other hand, learning styles will help company to understand the most suitable
method for staff members by which they can learn things very fast in a new environment (Tams,
2008). Therefore, it is important for the organization to select and the right learning styles and
theories before conducting learning event. It is hard to choose single learning style for all the
employees. So, by combining all kinds of learning methods during planning and designing, a
successful learning event can be organized.
Positive contribution of learning theories in planning and designing of learning events in
McDonald's
Positive contribution of learning styles and theories in McDonald's is that it will be able to
improve various capabilities and core competencies of staff members (Grieves, 2003). Along with
this, training and development need in employees can be determined for their overall development.
Negative contribution of learning theories in planning and designing of learning events in
McDonald's
However, negative contribution of learning styles and theories in planning and designing of
a learning event of McDonald's is difficult to define different learning objectives for all the
employees. Along with this, individual learning needs and patterns will make company unable to
develop objective oriented training facility for the workers (KANDULA, 2001).
D1
As per the given case study, it has been found that McDonald's has introduced a new
development program designed to build performance consulting skills across the business. For
giving the training to all the staff members across the world, the appropriate learning styles are
VARK and Honey and Mumford model. The reason of suggesting these two methods are it will help
the trainees to learn the things from seeing pictures, videos, audio, reading books and other case
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studies as well as taking lesson from past experience. These are most suitable method which
increases the understanding of the staff members to learn new knowledge and apply it into real life
situation.
TASK 2
2.1 Comparison of training needs for the restaurant manager, shift floor manager and customer
service assistance of McDonald's
Restaurant manager: It is come under top level management that takes important decisions
regarding McDonald's restaurant. As a restaurant manager, company has to identify their training
needs so that administrators can more effectively manage different restaurant operations (A Closer
Look to Each Role. 2016).
Shift Floor manager: It is a part of middle level management which has been performing
different functions like interpreting policies, developing organizational set ups, hire new employees
etc. In the case of McDonald's, shift floor manager is responsible for hiring new staff members of
preparing and serving food, motivating worker, allocation of various resources etc.
Customer service assistant: It can be called first line manager or lower level management.
Customer service assistant has to report all service users’ related information to shift floor manager.
He has also responsible for listening customers complains and try to resolve it (Kaushal, 2010).
Comparison of training needs for different level managers of McDonald's:
Dimensions Restaurant manager Shift Floor manager Customer service
assistant
Type of management
level
Top level Middle level Lower level
Functions Planning of menus,
advertise vacancies for
recruiting new staff,
schedule shifts of
employees etc.
Hiring new employees,
managing stock
control, motivating
staff members, giving
training to the workers
etc.
Answering customer
enquiries, solving
consumer problems,
arranging services for
customers, managing
users database etc.
Training needs Improving
interpersonal skills,
communication skills,
problem solving skills
Enhance team work
and organizational
skills, manager
inventory level of stock
Improve
communication skills,
handle customer
complaints, IT skills
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etc (Köster, 2007). etc. (Sims, 2006).
2.2 Advantages and disadvantage of using different training methods in McDonald's
In McDonald's, there are two kinds of training methods used for giving training to new and
existing employees that are on the job and off the job training method. In on the job training
framework, employees receive training by staying at the workplace (Singh, 2007). On the other
hand, in off the job training method, workers are taken away from the actual place of working
where a virtual environment of real working area has been prepared. The pros and cons of both
training techniques are as follows.
On the job training method
Advantages
 Easy to learn the new knowledge.
 Does not require extra budget for the
arrangement of trainings.
 Promoting multi skills in employees. Improving productivity of staff
(Swanson, 2001)
Disadvantage
 Decrease productivity of organization.
 Increase possibility of accidents.
 Due to the training of employees, it has
raised disturbance among them which
increased the chances of damage of good
which leads to raise cost of production
(Vanita, 2003).
Off the job training method
Advantages
 Different types of skills can be
developed.
 Increase confidence level of employees.
 Large number of trainees can be trained
at same time (Werner and DeSimone,
2011). More information regarding work can be
delivered within short time duration.
Disadvantage
 More expensive such as prepare extra
place and develop additional budget for
training.
 Minimize working time of staff
 Reduce rate of output generation
 Not effective that much because it will
take long time to be learnt (Wilson,
2005).
2.3 Planning of training and development for different level management of McDonald's
For planning of training and developing for the restaurant manager, shift floor manager and
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customer service assistant in McDonald's, a systematic approach can be used. The steps of this
framework are as follows.
Identify training needs: Under the first step of systematic approach, the needs of training of
the employees of McDonald's will identify. These needs will be different for three level of
management and categorized into high to low priority (Cattell, 2006).
Define the learning required: In second stage, company will select appropriate learning
method which can meet the needs of training of restaurant manager, shift floor manager and
customer service assistant. Along with this, different learning styles will decide so that trainees can
easily understand the deliver information.
Setting of objectives: Here, the training objectives will set by McDonald's and these will be
related to needs of training of different level of management (Hill and Stewart, 2000). Beside these,
the set objectives might be support to business objectives of company.
Plan for implementation of training plan: Under this stage, a plan for implementation of
training will be prepared where number of trainees, location of training place, date and timing,
scheduling of activities and budget will be set.
Evaluation of training: Here, the evaluation of training plan will be take place and different
methods of assessment of plan will be decided. Judgement techniques can be feedback process,
compare with the set objectives etc. (Holyoak, 2006).
Key planning issues during designing the training plan
At the time of designing the training plan, management team of McDonald's has faced
several issues such as face difficulties during choice of training location, deciding training budgets,
selection of number of trainees and internal or external trainers etc.
M1 AND M3
There are two types of training methods: on the job and off the job method. Techniques for
on the job training are coaching, job rotation, demonstration and giving real tasks or projects. On
the other hand, off the job training schemes are attending training courses, distance learning,
computer based training, block release courses etc. As per the given case, McDonald's wants to
provide the best customer services in the next five years. For attaining this objective, the most
suitable training method is on the job training. Under this, an appropriate way of giving on the job
training method is job rotation and assigning real projects related to customer services. The reason
of suggesting both techniques is these will help the employees to deal with real life situation which
has faced by the consumers. It will assist the workers to understand those factors which improve
customer services and deliver good experience to the users.
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TASK 3
3.1 Evaluation using suitable techniques
By seen the give video related to A Career with McDonald's – Restaurant Manager of UK, it
has been found that for giving the training to the restaurant manager of UK, company has used on
the job training method (What kind of training do you provide?, 2012). At this stage, it has
important tom evaluate the effectiveness of training technique of McDonald's. Evaluation of
grooming is needed to analyse the changes and its impact on restaurant manager of UK. Training
should be evaluated by top management of McDonald's. Under the assessment, the different aspects
should be measure such as improvement in skills and knowledge of restaurant manager (Inkson,
2008). The evaluation process should be place after completing every stage of on the job training
method. For judgement, information should be gathered by adopting different methods of data
gathering. It will be done by giving the real task, creating the virtual situation etc. For the evaluation
of effectiveness of on the job training for restaurant manager of McDonald's UK, Kirkpatrick
model, CIRO model and ROI model can be used (Khan and Sheikh, 2012). These all techniques
help the company to evaluate learning of restaurant manager from training event by following
various stages.
3.2 Evaluation of a training event
Video of A Career with McDonald's – Restaurant Manager of UK has shown that
McDonald's UK has followed on the job training methods for its restaurant manager. To determine
the effectiveness of this training, it has needed evaluation. For this, management of company can
use ROI (Return on investment) model. With this help of this method, McDonald's can assess the
return over the investment of training of restaurant manager of UK (Budhwar and Sparrow, 2002).
It is a most suitable technique that helps in evaluating then effectiveness of grooming on different
aspects. ROI has helped in measuring the monetary benefits obtained by McDonald's over a
particular time period during training program (Burr and Pearne, 2013). It should be apply after
completing of training event by giving them real time situation or examine their response in
different situations. The assessment should be done by appointed responsible person and this should
be from top management. By using the following method, it will help training manager of company
to prove the value of training for the restaurant managers of UK and its contribution in achieving
organization objectives (Cassidy, 2006). Along with this, ROI help McDonald's to measure the
impact as an outcome of training program on restaurant managers.
3.3 Description of all evaluation methods
There are three types of evaluation tools that can be used for assessing the impact and
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effectiveness of training event on restaurant managers of McDonald's UK.
Kirkpatrick model: With the help of this framework, McDonald's can determine the impact
of on the job training on restaurant managers of UK performance and their productivity. It has
simple to identify the importance of training method for trainees. The findings of Kirkpatrick model
has helped the company to focused on those areas where restaurant managers of UK are still lacking
(Johnson, 2001). It four stages: reaction, learning, behaviour and results has measured the
effectiveness of training for trainees of McDonald's.
CIRO model: Context, input, reaction and outcome are four stages of evaluation of CIRO
model. With the help of this, training managers can identify the need of training and its objectives,
developing a plan for it and measure the outcomes of training programs (Lane and Kangulec, 2010).
ROI model: It is has used to measure monetary benefits that has acquired by a company during
particular time duration to analyse the return on an investment in a training event. With the help of
this, it has enabled the training managers to determine the value of training for trainees and its
contribution in accomplished business objectives (Stewart, and Knowles, 2000).
M2
There are three formal and informal evaluation techniques that McDonald's can be used
to improve its training program globally. Methods of informal and formal evaluation during on
the job training event are as follows.
Formal evaluating techniques
Paper-pen assessments Here, gain knowledge of restaurant managers of McDonald's UK can
be analysed. A questionnaire can be prepared which include some
questions related to on the job training event (Tams, 2008).
Performance assessments For this, a specific task has provided to restaurant managers to judge
their performance. Under this, trainee’s reactions in different situations
have assessed and according to it, their performance has evaluated.
Standardized test In this method, some standardized patterns for evaluating training
programs such as feedback, 360 degree evaluation etc. (KANDULA,
2001).
Informal evaluation techniques
Check-list Under this method, a check list form has prepared for on the job
training for restaurant managers of UK in which different activities
related to training has mentioned with some hints (Sims, 2006).
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Taking interviews With the help of taking interviews, McDonald's can evaluate the
knowledge and skill level of restaurant managers of UK in an effective
manner.
D2
Kirkpatrick model is use to measure the importance of effectiveness of training program
which has delivered by organization to its employees as per their needs. With the help of the
outcomes of this model, the different lacking areas and issues faced during implement the training
event can be identified and resolve with the time. On the other hand, return on investment model
assist in measuring the return on investment of a company on a training program. It shows the
impact of result of the training on the employees as well as on the company. Beside this, CIRO
model also helps in evaluating training effects on the staff members of a firm in terms of
productivity, performance, increase knowledge, develop new core competencies etc. The
recommended evaluation model for McDonald's that can use for its training programs across its
franchises are Kirkpatrick and ROI models.
TASK 4
4.1 Role of UK government in training, development and lifelong learning for under 25's sector
To reduce increase unemployment issue in country, UK government is starting to take
different kinds of actions. The aim behind this initiative is promoting lifelong learning through
training and development programs. In this context, UK government has developed Lifelong
Learning UK (LLUK) policy for UK employees for under 25's sector (Singh, 2007). Purpose of this
framework is to increase employee engagement by various activities to develop and improve new
skills and promote relevant learning and skills solutions to meet the workers learning needs. On the
other hand, another initiative of UK government for under 25's sector is vocational education and
training (Swanson, 2001). It is one of the lifelong learning policies which have helped in giving
training to those people who are under the age of 25 and employed or unemployed. These types of
educational programs help the organizations to improve their employee’s skills, knowledge and core
competencies (Vanita, 2003). Along with this, UK government has played an essential role develop
the employment opportunities about to 3000 on per year basis.
4.2 Development of competency movement and impact on public and private sectors of the UK
economy after the recession
Development of competency movement is important for growth of private and public sector
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business. It helps in overcome the performance gap in the organizations. The reason of increase
investment of private sector in increasing own competencies is taking competitive advantages. With
the help of this, companies can easily improve the quality of services, increase productivity,
motivating the employees, developing new skills etc (Werner and DeSimone, 2011). Development
of competency movement has directly affected public and private sectors of the UK economy after
facing the recession issue. At present time, to increase financial position and gain competitive
advantages in marketplace, both private and public companies are now focusing on enhance
competencies. The positive impact of this initiative is it has helped in developed various methods of
training and development (Wilson, 2005). The new skills to perform the work more effective
manner has also improved with the time. New innovation in both manufacturing and service
industry has taken place. Along with this, it has increased customer base as well as market share. It
becomes easy for the organizations to meet the demand and expectations of consumers (Cattell,
2006). But on the other hand, the negative impact of development of core competencies movement
on public and private sector is decrease the productivity of the employees, required to develop
additional budget for training and development which has an extra expense of the organizations.
4.3 Contribution of contemporary movement in Human Resource Development (HRD) for SME's
There are different types of contemporary training initiatives such as Learning and Skills
council, Train to gain, Apprenticeship, University for Industry and National Skills Academics.
These all are help SME's in developing competencies in human resources and their development.
University of industry: UK government has already opened such kind of universities that
gives training as per the trends of industry (Hill and Stewart, 2000). Here, learners gets the real
experience regarding industry work and develop their core competencies.
Learning and skills council: It has provided the funding and planning related to deliver
high quality education and training to the young employees. It has improved quality of education
related to training and development. It has developed an effective competitive workforce for SME's.
Train to gain: It is a UK government funded initiative which is responsible for delivering
vocational training to those who are more than 25 years and not having completed qualification
(Holyoak, 2006). It has played an important role in SME's by matching their business needs and
offer skills advice to them.
Apprenticeship: It is a new method of training to new generation practitioners. With the
help of on the job training method and some time offering accompanying study, the trainees gain a
license to practice in a regulated profession in SME's (Budhwar and Sparrow, 2002).
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