Business Report: Developing Individuals, Teams, & Organisations at KFC

This business report analyzes the development of individuals, teams, and organizations, with a focus on KFC. It covers topics such as organizational learning, individual training and development, continuous professional development, high-performance working (HPW), and employee engagement. The report examines the differences between organizational and individual learning, the need for continuous learning to drive business performance, HPW's contribution to employee engagement, and different approaches to performance management. The analysis includes an overview of KFC's training programs and recommendations for improvements in areas like continuous professional development and high-performance working to enhance employee engagement and gain a competitive advantage.

Running Head: BUSINESS REPORT
Business Report
Name of the Student
Name of the University
Author Note

1BUSINESS REPORT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Overview of the company............................................................................................................2
Training and development in KFC..............................................................................................3
Continuing professional development.........................................................................................3
P3 Analysis of the differences between organizational and the individual learning training and
development.................................................................................................................................4
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance................................................................................................5
P5 The HPW and its contribution to employee engagement.......................................................5
P6 different approaches to performance management.................................................................6
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................9

2BUSINESS REPORT
Introduction
In order to compete steadily in the contemporary world, the organizations must engage in
the enhancement of a company-wide continuous learning process. The organizational learning
helps to enhance the collective ability to make sense, accept and respond to the external and
internal change. The organizational learning is more than the sum of the knowledge held by the
employees (Peretz and Parry 2016). A collective interpretation and systematic integration of
knowledge is required leading to the collective action which involve the experimentation. The
organizational learning can be referred to as a diverse field that influence the philosophy, the
psychology, the sociology, business management and others. The organizational learning theory
is the process which involves the creating, retaining and also transferring the knowledge in a
particular organization. A particular organization improves itself over time having gained
knowledge and expertise over the passage of time. The best possible way of measuring the
organizational learning is the learning curve. On the other hand, before the learning and
development of an entire organization, the individual learning must be concentrated
on(Sanderson and Mujtaba 2017). A successful organization supports the individual learning and
adopts various practices to keep the environment learning oriented. The present report will
analyze the continuing professional development along with the requirements for individual and
organizational development. It will also evaluate what is high-performance working (HPW) and
how it contributes to the employee engagement and motivation. The report will further evaluate
the different approaches to HPW and make recommendations for the improvements. I am the
external learning and development consultant of KFC and will prepare the report addressing the
above mentioned points.
Discussion
Overview of the company
KFC is better known as Kentucky Fried Chicken. It is an American fast food chain of
restaurants founded in the year 1930. The founder o the company is Harland Sanders and the
headquarter of the company is situated in Louiseville, Kentucky, Texas, Dallas. There are
almost 22,621 branches of the restaurant. Among the key people of the company Greg Creed,
Roger Eaton, Chaterine Tan and Staci Rawls are the most important. The products are mainly
Fried Chicken, Wraps, Chicken sandwich, desserts and others. KFC is considered to be the
second largest restaurant chains just after the McDonald’s. It exists in 136 countries as per the
reports of 2018. Undoubtedly, KFC has popularized the spicy fried chicken in the fast food
industry. It is probably one of the first American fast food chains which has expanded

3BUSINESS REPORT
internationally having opened outlets in the United Kingdom, Jamaica, Mexico and Canada by
the middle of the 1960s.
Training and development in KFC
The Kentucky Fried Chicken s designed an extensive program for the staffs and the
servers in the customer service., the food preparation , the health and safety department . The
company holds the responsibility of valuing the hard work and excellence of the employees. The
philosophy of their training and development is connected with the mission of the organization.
The “colonel’s tradition “ method is fostered by the company while recruiting and training the
workers (Anderson 2016). The training programs of KFC include the manuals, the tracking of
the charts , the skills checklists for ensuring that the employees are learning effectively in the
organization. The various training programs offered by the company to the employees are
responsible for the individual performance development and overall growth of the organization.
The supply their franchise employee with huge benefits and support too such as coaching, the
advertising , sourcing too. The training program covers the basic training, the communication
training , product and service training and many others.
KFC has been found to run a proper business focusing on the professional and organizational
development. However the company can adopt the continuing professional development and
high performance working for increasing the employee engagement and gaining the competitive
advantage.
Continuing professional development
Continuing professional development can be referred to as a lifelong process of learning
and continuing the personal growth. It is the process through which one can enhance the skills
and knowledge in order to complement both the future career progression and the current roe. It
involves the enhancement and maintenance of the skills, knowledge and experience too which is
closely related to the professional activities after the accomplishment of the formal training. The
continuing professional development must be conducted as a systematic, lifelong and planned
process for maintaining and developing the professional competence, innovation and creativity
too(Noe et al. 2017). It is highly important for the fast moving technological world. CPD helps
to ensure that the capabilities are kept with pace of the current standards in the given field. It
ensures that the particular skills which are required for delivering a professional service to the
customers, community and the clients. CPD further ensures that the knowledge is up to date and
relevant. A person can make greater contribution in the team becoming more effective in the
workplace (Brockbank and Ulrich 2016).. It assists in advancing in the career. Hence, being a
global organization preferred by millions of people, KFC must implement the continuous
professional development in its operations.

4BUSINESS REPORT
P3 Analysis of the differences between organizational and the individual learning
training and development
Individual learning, training and development
Learning can be referred to as the work-based, self-directed process that leads to an
increase in the adaptive capacity. It has to be kept in minds that the learning and working are
completely interconnected. In a workplace, sources of learning can be the observation of the
working employees, the customer interactions, the involvement in the daily activities, the
customer interactions, experienced staffs and others. The employees in a particular organization
can generate the knowledge and learn too by the interactions and collaborative activities. It is a
personal responsibility of the professionals for keeping their skills and knowledge current in
order to help them deliver optimum quality service meeting the customer expectations and the
demand of their profession(Dias, Zhu and Samaratunge 2017). The individual learning forces a
person to be out of his/her comfort zone. The skills can be improved when one goes out of the
comfort zone and experience growth. The strengths of an employee can be strengthened more by
the individual professional learning. The already existing skills can be improved and brushed up.
The confidence level is enhanced with the decision to improve the skills. Setting a certain goal
and developing certain areas of life will help to boost up the confidence level. The self-
awareness of the employee becomes improved and subsequently the organizational productivity.
Organizational learning, training and development
On the other hand, the organizational learning is also a part of the whole organizational
development apart from the individual learning. The learning of people largely influences an
organization. An organization becomes developed with the development of the individual.
Notably, the organizations learn from the employees who are taking a proper role in recognizing
the needs of their own development along with the information and the knowledge. It can be said
that the common business problems can be addressed by the employee involvements. The
employee knowledge and development can also identify effective problems and resolve them as
much as possible. The business organizations must learn how to stay competitive having
adopted the changes which are vital in a given business environment. Hence, the learning and
development are two of the most important factors in the success of an organization. The features
of the organizational learning are mostly evident in the culture of an organization. An
organization can be considered as a learning organization when it provides an opportunity and
feedback to the employees. The organization has a structure which enables the employees to take
time from their responsibilities and use the opportunities of learning something. The organization
has a culture which encourages the employees to be innovative, inquisitive and also willing to
learn. A learning organization allows the learning and the development to be infused in the
strategy of the organization along with the responsibility to design, develop and deliver this
strategy given to the HR.

5BUSINESS REPORT
P4 Analysis of the need for continuous learning and professional development to
drive sustainable business performance
As it has been stated above, the continuous learning is the process of adopting and
gaining new knowledge and skills. The continuous learning can be within an organization or can
be personal too. It can be a lifelong learning process. In the competitive global marketplace,
KFC like other organization also need a continuous learning for becoming more adaptive and
innovative. Notably, innovation itself is not beyond knowledge and learning. Those
organizations which do not promote a learning process of learning cannot experience innovation
and nothing new is accomplished ever. KFC needs to implement the continuous learning because
it will help to improve the entire business process. The company needs the process as it will
influence the employee satisfaction and employee retention. The more the employee will be
knowledgeable, the more they will contribute to the organization. It will save the expenses of the
organization it invests on hiring and retaining new employees (Rees and Smith 2014). As far as
the need of the individuals in the organization are concerned, the can be benefitted in their
professional life as well as the personal life. The development of the new skills and knowledge
can enhance the personal competence on the job. The training of the individuals, their education
and skills development will help them to attain the career goals and acquire new position in short
time. They can easily earn the future promotions and the financial incentives too. The additional
knowledge is required for obtaining or updating the certifications or licenses. It will enable the
employees of KFC to engage in the personal enrichment which can also lead to the insight
opening door to new opportunities. The organization will stay marketable in the trends.
P5 The HPW and its contribution to employee engagement
The High performance working can be considered to be a general approach in managing
the organizations which aim to stimulate the effective employee commitment and involvement
for achieving higher levels of performance. The high performance working is essential because
only the enhancement of the supply of skills cannot raise the workplace productivity. The skills
are required to be used and effectively applied in the workplace. The HPW or the high
performance working practices cover various range of areas including the employment relations,
the approaches to the work organization, the management and leadership and organizational
development too (Sanderson and Mujtaba 2017). The High performance working helps to
establish a high performance organization. The employees become more responsible for the
improvement of the organization, its products and the services. They become more agile to take
the initiatives to increase the degree of innovation. A positive mentality is developed among the
employees up to greater extent. Moreover, there is better cooperation inside and outside of the
organization. The relationships with the suppliers, the employees and the customers are
strengthened (Noe et al. 2017). Overall, a better organization is formed and the organization is
set apart from the competitors. The company can result in better financial results and

6BUSINESS REPORT
profitability too. The market share of the company will grow more and the costs and budgets
will come positively under control. It will help the company to gain the competitive advantage
over the market rivals
HPW and employee engagement
The employee engagement is considered to be the biggest contributor in the success of
an organization. The more he employees are engaged, the more the organization profits and
succeeds. In a workplace, the employee engagement is the approach through which the members
of an organization try to give their best to fulfill the organizational goals. They stay committed
to the values of their organization and contribute to the success of the organization (Stokes et al.
2016). It also has to be noted that the employee engagement is funded on the integrity, trust and
communication between the members. This approach increases the opportunities of business
success, improve, -improve the well- being of the organization and the productivity too. In KFC,
the high performance working will help to enhance the employee engagement with a
collaborative approach. The organizational performance is based on the different human
resource practices, the employee engagement and the high performance working. When the
employee motivations are low and they are not enough engaged with the operations of the
organization, the organization can never encourage a high performance working environment.
The high performance working determines how the employees are managed and how they are
aligned to the leadership concerns. Hence, in order to have a high performing working
environment, better employee engagement and management should be focused on.
HPW and competitive advantage
The high performance working is also related to the competitive advantage. These are
the practices which help in the high commitment of the organization. The more the organization
is focused on the customer needs, the loyalty, product and service specifications, the more it
gains the competitive advantage (Dias, Zhu and Samaratunge 2017). The commitment to the
service and the customers provides general support to the organization and enhances the
organizational performances. KFC will be able to gain the competitive advantage over the
market rivals. The competitive advantage in an organization can be gained if that particular
organization serves something that is different from the other competitors and at the right time
with the right quality standard (Drovnikov et al. 2016). An organization runs with the employees
and their efforts. When the employees are not enough motivated towards their work, an
organization cannot succeed and the competitive advantage cannot be received. Hence, in order
to stay preferable in the market, KFC must concentrate on the HPW or the high performance
working for keeping their employees and gaining the competitive advantage in the long run.

7BUSINESS REPORT
P6 different approaches to performance management
The performance management is a large part of the human resource of an organization. A
proper management of the employee performance can help the employees excel in their work.
An organization can adopt the right strategy to make the team perform well. An exemplary
performance management is something more than the creation of a work environment. There are
various approaches through which a organization can manage the performance.
 It can be done by setting proper goals and communicate those goals with the employees
to set their performance objectives. The employees cannot meet the objectives if they
are not made aware of it properly (Sarvaiya, Eweje and Arrowsmith 2018). Hence the
goals should be always outlined to them properly to make them realize their
responsibilities.
 The use of the performance management software is another approach. The
organizations with lower employee engagement can be benefited by the performance
management software which streamlines the strategies of the performance management.
The performance management software can be the traditional reviews and the 360s too.
KFC will be benefitted by such types of performance management software because the
employee development will be fostered and the business will run smoothly.
 The provision of frequent performance feedback is probably one of the best approaches
to manage the performance of the employees. The clear communication of the goals is
an important step and at the same time the feedbacks from the team can help to gauge the
progress levels of the employees.
How performance management helps in high performance work culture
The high performing workforce is undoubtedly better than an average workforce. The
high performance workforce includes the comparably smarter employees, the hard working ones
who are well aware of the company goals and their responsibilities. The responsible employees
are the important contributors to the harmonious workplace which emphasizes the reliability,
accountability and their contribution (Anderson 2016). The high performance workforce is
focused on the continuous improvement and can be achieved by the performance management.
There are almost seven components which are required to implement the performance
management system and establish a superior and high –performing workforce (Brockbank and
Ulrich 2016). When every employee is focused on by the management and their performance is
developed through various performance management approaches, a wholesome working
environment is achieved along with a learning culture. It subsequently contributes to the
development of a high performing workforce.

8BUSINESS REPORT
Conclusion
Therefore, from the above discussion, it can be concluded that KFC possesses a well –
structured training and development programs that help the organization to progress successfully
in the market. It is considered to be one of the biggest international food chains. The report has
well demonstrated the continuing professional development along with the requirements for
individual and organizational development. It will also evaluate what is high-performance
working (HPW) and how it contributes to the employee engagement and motivation. The report
will further evaluate the different approaches to HPW and make recommendations for the
improvements continuing professional development along with the requirements for individual
and organizational development. It has also evaluated what is high-performance working (HPW)
and how it contributes to the employee engagement and motivation. The report has further
evaluated the different approaches to HPW and made recommendations for the improvements. It
is expected that KFC will undergo huge development after following the professional and
organizational development approaches.

9BUSINESS REPORT
Reference
Anderson, D.L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Brockbank, W. and Ulrich, D., 2016. HR Business Partner model: past and future perspectives:
international waters-HR strategy. HR Future, 2016(12), pp.16-21.
Dias, D., Zhu, C.J. and Samaratunge, R., 2017. Examining the role of cultural exposure in
improving intercultural competence: implications for HRM practices in multicultural
organizations. The International Journal of Human Resource Management, pp.1-20.
Dickmann, M., Brewster, C. and Sparrow, P. eds., 2016. International human resource
management: contemporary HR issues in Europe. Routledge.
Drovnikov, A.S., Nikolaev, E.L., Afanasev, A.S., Ivanov, V.N., Petrova, T.N., Tenyukova, G.G.,
Maksimova, N.L. and Povshednaya, F.V., 2016. Teachers professional competence assessment
technology in qualification improvement process. International Review of Management and
Marketing, 6(1), pp.111-115.
Farndale, E., Raghuram, S., Gully, S., Liu, X., Phillips, J.M. and Vidović, M., 2017. A vision of
international HRM research. The International Journal of Human Resource
Management, 28(12), pp.1625-1639.
Kennedy, M.M., 2016. How does professional development improve teaching?. Review of
educational research, 86(4), pp.945-980.
Krausert, A., 2018. The HRM–capital market link: Effects of securities analysts on strategic
human capital. Human Resource Management, 57(1), pp.97-110.
Meijerink, J.G., Bondarouk, T. and Lepak, D.P., 2016. Employees as active consumers of HRM:
Linking employees’ HRM competences with their perceptions of HRM service value. Human
resource management, 55(2), pp.219-240.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

10BUSINESS REPORT
Peretz, H. and Parry, E., 2016. Impact of National Culture on the Use and Outcomes of E-HRM.
In Academy of Management Proceedings (Vol. 2016, No. 1, p. 10891). Briarcliff Manor, NY
10510: Academy of Management.
Raza, S., Kanwal, R., Rafique, M.A., Sarfraz, U. and Zahra, M., 2017. The relationship between
HRM practice, workplace communication and job performance of service industries employees
in Vehari, Pakistan. International Journal of Information, Business and Management, 9(2),
p.122.
Rees, G. and Smith, P. eds., 2014. Strategic human resource management: An international
perspective. Sage.
Rizvi, Y., 2016. Human Capital Development Role of HR during Mergers and Acqusitions. The
South East Asian Journal of Management, pp.17-28.
Sanderson, I.J. and Mujtaba, B.G., 2017. Applying HRM Policies and Principles in the
Subsidiary: A Comparison between Anglo-American and Chinese Cultural
Contexts. International Journal of Contemporary Applied Sciences, 4(4), pp.48-60.
Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic
partnership or operational support?. Journal of Business Ethics, 153(3), pp.825-837.
Stokes, P., Liu, Y., Smith, S., Leidner, S., Moore, N. and Rowland, C., 2016. Managing talent
across advanced and emerging economies: HR issues and challenges in a Sino-German strategic
collaboration. The International Journal of Human Resource Management, 27(20), pp.2310-
2338.