HR Development at McDonald's: Learning Styles and Training Methods

This report delves into the human resource development (HRD) practices of McDonald's, focusing on learning styles, training needs, and evaluation methods. It begins by comparing three main learning styles applicable to McDonald's workforce and examines the role of the learning curve and the importance of transferring learning to the workplace. The report then analyzes the training needs of restaurant managers, shift floor managers, and customer service assistants, assessing the advantages and disadvantages of various training methods. A systematic approach to planning training and development for selected employee levels is also presented. Furthermore, the report covers the evaluation of training programs, including techniques and evaluation models. Finally, it explores the UK government's role in training, development, and lifelong learning, examining the impact of the 'Competency Movement' and contemporary training initiatives on both public and private sectors, concluding with an analysis of how McDonald's addresses the skills gap. The report integrates critical reflection throughout and provides a comprehensive overview of HRD strategies in the context of a global fast-food chain.

Human Resources
Development
Introduction.................................................................................................................................................4

Task 1..........................................................................................................................................................4
1.1Compare three main learning styles in human resource development theory that McDonald’s can
apply across its workforce.......................................................................................................................5
1.2 The role of the learning curve in McDonald’s and the (ii) importance of transferring learning to the
workplace................................................................................................................................................5
D1 Use critical reflection to evaluate own work and justify valid conclusions........................................6
Task 2..........................................................................................................................................................7
2.1Compare the training needs for the restaurant manager, shift floor manager, and customer service
assistant of McDonald’s..........................................................................................................................7
2.2Assess the advantages and disadvantages of using different training methods in McDonald’s...........7
2.3Using a systematic approach, plan the training and development for selected level of employees at
McDonald’s.............................................................................................................................................8
M1&m3 critically evaluate the most appropriate training method and techniques that would help
McDonald’s and provide the best customer service in the next...............................................................8
Task 3..........................................................................................................................................................8
3.1Prepare and carry out an evaluation for the training of the staff identified in the video using suitable
techniques................................................................................................................................................8
3.2Review the success of the evaluation methods used in conducting the above training event.............8
3.3Describe evaluation models the ROI. that are used as evaluation tools in organisations....................9
M2&d2 Select/design and apply appropriate methods/techniques and Take responsibility for managing
and organizing activities..........................................................................................................................9
Task 4..........................................................................................................................................................9
4.1 The role of the UK government in training, development and lifelong learning for the under 25’s
sector.......................................................................................................................................................9
4.2 How the development of the ‘Competency Movement’ has impacted on both the public and private
sectors of the UK economy after the recession........................................................................................9
4.3 How contemporary training initiatives introduced by the UK government has contributed to the
human resource development of both public and private companies.....................................................10
D3 How McDonald’s is helping to bridge the skills gap of its restaurant bosses in the UK..................10
Conclusions................................................................................................................................................10
References.................................................................................................................................................11
Introduction
This project report based on the human resources developments of the McDonald’s uk .
the human recourses are the study of based on the practices and quality of the employee to the

organization. the quality of the persons to makes the competences for the given jobs in the
business. HRD is the subjective process to infusing the concepts and practices knowledge to find
out the aspect of human based. The training developing the important part of an organs ions to
the developing of employee performances and qulity.in this report to described the various
learning theories and learning styles to the adopt employees to improving the skills and know
legs for a particular task. In this report to define the different aspect the roles of curve of the
learning and to important of the transferring the leaning of work places(Werner and DeSimone,
2011). Those training method to applied to improvement of the employee and different training
level of the organizations to various types of method to selective use of the implementation
evaluation them to described of the pattern. It also described the training design pattern and
methods to evaluative the aspect of the project reports to define the particular the training
developing the step of the uk govt. report to including styles pattern of the learning styles to
effective roles play in the organizations. We are preparing the roles of employee to particular
environments to provides the selective best alternatives activity. To employees working
environment provides specific manners to improving the training Patten of human resources
developing. In this project report to decide the application of the uk based to selective based
criers of the human resources developing styles.
Task 1
Understand learning theories and leaning styles
1.1Compare three main learning styles in human resource
development theory that McDonald’s can apply across its workforce
The leaning theory with the concept of the knowledge’s and skills to behaviors valves
preferences and other skills. The leaning process to deal with the persons how, why, whom the
work in to organization. The true leaning theory happing the results of the leaning process the
learning process is way a person’s acquires new knowledge’s, skills values perception for the
different ways and styles. The subjective leaning results of actives managements others learning
is not to be personals matters to rather than socials system and learn social expose the learning
styles. The leaning theories to framework the concept of the knowledge’s and skills of the human
resources into the organizations. There are various many leaning styles to framework the
employs there are following
 Activists: activist employees involve the themselves in new experience as a continues
changes in the activity of the persons to improve the rapid changes situations to
according’s and experiences to the requirements these the leaners can alternatives adopt
the situation of the follow same responsibilities. The involves the task of the adept in any
specific Ares of skills and companies
 Theorist: The leaning style is the theorist to employees are the perfect who ways to
decision regarding to the many aspects of the times. The employees work currently to
perform the any task of responsivity to analytical and rational to done the work to do. The

decision not to the previse of leaning and past experiences.to the perform a current
scenario and they analysis the best conclusion of the performers people.
 Pragmatist: in this leaning styles to the knowledge’s of the practical and takes any
opportunities to come into the pragmatist styles. The person should take a decision to be
confidently to base on the leaning and past experiences to be depends.in the style to adopt
the new skills and knowledge and responsibilities to build in the McDonald’s. the
situation of the McDonald’s. has a creates the employees to managing these kinds of the
leaners to according the situation to requirements of the special task( Kusluvan,Ilhan and
Buyruk, 2010.).
1.2 The role of the learning curve in McDonald’s and the (ii) importance of transferring
learning to the workplace.
The roles of the learning curves ab impact of the overall learning activities to process it repents
the all records of the performances of them McDonald’s. Every learning styles it’s on objectives
and its can only a changing the alternatives transferred the workplaces the roles of learning
curves and the transferring learning to the workplaces are below:
Roles of learning: a learning curves is also graphical represents of the workplaces. It represents
the increasing and desiring the experiences based on the curves and records to all based on the
training programs to the curve. The curves are formulation the policy to affected the effective
learning.
Importation of transferring leaning to workplaces: all kinds of the agreements of the training
programs and session for the employees. They program help to the personal trains funds use
three times to same related of the benefits of completive markets places. These are various
elements to effective of the workplaces:
 Add values: the values of training programs to prime objectives to the transfers to the
workplaces
 Proper utilization of fund: every training and leaning programs requires the high
funding’s. So if leaning is not transfer to the workplaces then to utilisation money and
property.
 Face and overcomes challenges: employs faces obstructs doing into responsivities .to
involves various types problem to the organizations employs to basically analysis the
case studies provides to will help to employs come up the new environments to all
effecting overcoming the challenges. to specific resolutions to provides the task related
case studies.
1.3Assess the contribution of both learning styles and learning theories when planning and
designing a learning event in McDonald’s
 Contribution leaning styles and theories the leaning theories provides the conceptual
framework of the objectives to the requirements of an employess.it learning style will
have used to depends upon the way the employs prefer to adopts the new condition. The
successful study learning to preferences theoretical evidences to the organising the event
of an McDonald’s.

 Relationship among learning styles theory, events: the single styles can be adoptive the
different multiples leaning styles to more effectives define the based choosing of the
survey. The most important requires the skills abilities and efficiency, of rang and
developing the responsibilities of the arse. The described to the types of leaning and
structures and particle expectation of receive targeting situations to base on the
improvement expectations.
 Contribution of leaning theory and events: the styles of leaning to effective on the
training programs and responsibilities to preference the employee to results on focus the
events types of the organs nation. A plan of the best design the events focus on the
leaning options of the employees. Every individual to prefer the different leaning patterns
to way of performing. It to impotent understands the related leaning theories with the
individuals leaning needs to the pattern focus on the oriented training facilities.
D1 Use critical reflection to evaluate own work and justify valid conclusions
The conclusion of the into the task various types of situation to be creates to provides a specific
session. The employments to developing involvement various types of learning techniques and
situations to be creates and adopt same aspects to fulling and perfect solution provides the
employees the training process of keeping is too important of the employs to provides a solution
of the specific task and case studies(Bray,.et.all., 2012). An important of the learning styles to
skills to be developing and perfuming specific task and every situation into the business to very
important the training programs and leaning styles and curves to be specific roles and adjustment
of arrangements programs.
Task 2
2.1Compare the training needs for the restaurant manager, shift floor manager, and customer
service assistant of McDonald’s.
The training needs to employee or staff at different level of the organizations. The
responsibilities for the staff at the different levels. They need to different roles of important roles
to achieving into the McDonald’s. McDonald’s. is main three departments to use into the
workplace first one the financials departments, marketing departments, production departments.
let’s organ sing planning to conduct the training programs and session of the employees. The
organizations monitor the training needs employs of the different levels of the different
departments
 Accounting departments: The departments same mangers need to training in different
needs of the subordinates. They provide the changing better objectives and goals.to aware
the goals and managements to decision for the specific purpose(Zavyalova, Kosheleva
and Ardichvili, 2011).
 Marketing’s departments: They marketing field to set a specific a manager’s activities
gives the training they become effectives team leaders and efficient decision makes to
proving a training activities. The decision making for the specific purpose to effectives
decisions of the managements departments.

 Production departments: The mangers should be given trainings for the specific programs
the production departments to expert given trainings to more innovations efficient in
doings the special work to developing actions.
2.2Assess the advantages and disadvantages of using different training methods in McDonald’s.
According’s the budgets to needs a specific training programs to including the advantages and
disadvantages to the different methods of used in the McDonald’s.
 Demonstrations or practical training methods: in this methods to requires the
knowledge and techniques to the requires to crates a specific environment to various
confusion to removes. The main advantages of this training method for the suitable of the
production departments to enhancing the skills and knowledge to certain products and
disadvantages of the methods to applied on production not suitable of the practical for the
enquire of same decision making for the specific objectives.
 Mixed training methods: the mixed methods it combines the training methods in using
the develop the employee. The combination of the different dept. To different lays of
those departments. to provides a best trainer to be develop. The advantages of the
methods to best selection of the decision making for particular objectives. And
disadvantages into thermos to very costly to high the time to consuming into the organ
ions. This method to not suitable of the employees because the unnecessary segment’s
and to leads same segments business operations into business environment for a specific
purpose.
2.3Using a systematic approach, plan the training and development for selected level of
employees at McDonald’s.
The system is to be define the rationales approaches to identify the aim of the organizations to
provide the stages for implementations the training programs of the two effective manner.
Organization aims is main step of the effective marketing to mentation the cost to developing
best product into the rogations(Benjamin, 2012). 2 setting up training needs is the stages of
identify the product works in the keying gents to more efficient to achieving best objectives into
the entity. A top management conduct a various types of training programs into the
organizations. 3 design the training strategies to designed the worker and employees to related
into production departments how the product to run in the proper based to effective cost
manners. 4 implementations the training pragma to last stages to developing the all programs to
imposition aspect of the reports to verify the knowledge and skill.
M1&m3 critically evaluate the most appropriate training method and techniques that would help
McDonald’s and provide the best customer service in the next
The training method to deciding thee ranges of the from one sites and checked the experiential
training methods to conduct the resorts the places and discuss the common employees tools and
techniques the common train use of the visual audio study material and scene based materials to
provides the sports and excise equipment’s the tools and techniques to provides better proper
solution the product and need to use of the consumes used o trainer and trainee the successful

for any ting is the provides best HRD functions to effective trained ensure the bonds of the
trainer and trainee together and mutual process to understanding the learning of aspects .
Task 3
Be able to evaluates a training event
3.1Prepare and carry out an evaluation for the training of the staff identified in the video using
suitable techniques.
The evaluated the training programs to measurements the effeteness to conduct the aspect of
outcomes. The main objectives to the developing programs to improvements of the wealth of
the employees(Madsen, Longma and Daniels, 2012). If not improvement to provides a ting and
services. McDonald’s to developing the human resources developing and company design
aspects to evaluates in to the training programs .to collective data to related into the personals
previse performances and historical data. To employees predicated the training programs to
providing some feedback to related into the past data.to conduct aa specific prepared into the
evaluated process for HR team into McDonald’s
3.2Review the success of the evaluation methods used in conducting the above training event
Evaluated the method of the HR team to considers to related the HR matters to followings methods
 To satisfied and participated reactions to the session on the training based to good
reaction after the providing observations reaction to try understandings to programs
 The base rate of knowledge’s by question need answering process to interaction each
other’s people to participation the all activities t improves the feedbacks.
 The behaviour application to most important to improving the way of person. To improve
the content of the subjects.
 The measurable business improvements to conduct the training sessions to improvement
business measurable findings
3.3Describe evaluation models the ROI. that are used as evaluation tools in organisations.
There are four types of the evaluates method to improving the two trainee’s sessions
 The main objectives of training program to satisfied and participation of the person to
evaluates the inner feeling for particular programs they participate.
 The training developing the individual’s skills and knowledge to measurement of the
training impact of plans.
 This is also improving the tool of the persons and evolved the working of the behaviours
 To improvement the goals of business outcomes in to the used of choosing new collective
data and evaluated the same aspects of the reports.
M2&d2 Select/design and apply appropriate methods/techniques and Take responsibility for
managing and organizing activities
The activity of selective method to improving the set up the business outcomes to specific into
trainers to provides to knowledge and skills to specific purpose. To attend the various session to

effectives interaction into the various persons. To how adopt best selective alternatives action
into the programs to company related data to improving to base on production and purpose
related work to also previse the last years working information’s. To decision making for a
specific purpose to choosing the participation to changing the objectives goals to regarding the
business person, to utilities best resources in the organizations
Task 4
Understand government-led skills development initiatives
4.1 The role of the UK government in training, development and lifelong learning for the under
25’s sector
The roles of the governments in training developing leaning lifelong is very vital. There re same
aspects of the government perspectives given first one is general public norms is the various
tools governments initiate a process to generates cultures to help the developing the common
goals and objectives. second one is the formulates HR policy for all human resources policy to
help the improving capitates aspect of the citizens third one allocation of funds to provides the
governments around training and developing sate of the emplotee.to provides a fund to related
the private’s sectors. To proving a favorable working environments to developing overall
capitates of the citizen based. Overall governments to providing best citizen work of employee to
developing various aspects.
4.2 How the development of the ‘Competency Movement’ has impacted on both the public and
private sectors of the UK economy after the recession.
Competency movements has made firm to consent about the performances gap of the firm.
Privates firm to in sing the various gain competency advantages. The competitive disadvantages
of the poor quality of the services to improper and inefficient production and low of the
motivation at the present times(McKenzie, Witter,Newman, and Adgate, 2012). To provides the
huge investments to providing their employments services. To improves the expertise, the
learning curve of quick adoptive. a growth of the private’s firm performances has impact of the
economy to also improve the two essential part of leaning based on the employees. High level of
competency movements to developing the fast of environmental aspects.
4.3 How contemporary training initiatives introduced by the UK government has contributed to
the human resource development of both public and private companies.
Contemporary training is the process of the setup the and to provides the small and midterms
firm industry to effective useful of the training developing programs to stabilizes and growth of
economy in the governments uk. To useful of the economy for all employees to working into the
specific environments. To decision making process and leaning deign of the options to types of
training of the leaning programs. The roles of the leaning into the contemporary to change the
core values to making a specific training programs facilities to changing the working
environments. The help to the employs customers’ expectations position with the active
particular effective of thr product and implementation the various programs of the situations.

D3 How McDonald’s is helping to bridge the skills gap of its restaurant bosses in the UK.
The McDonald’s is helping into skills gap to providing the employees best services to related the
foods and other aspect of resources(Flamholtz, 2012 ). To better achieving the services to
regarding into restaurants to behaviors like a good, to maintain the relations to conduct same
session for the particular aspects to achieving the best results to utilization the same resources of
the restaurants to better services to adoptive positive aspects.
Conclusions
From this report to whole concluded the based on the human resources developments is
the important study todays. In this report to analysis the different concepts and many studies.to
understandings the training needs the theories of leanings, leaning styles, implication of the
leanings theories and styles and abilities to design the formulates even of evaluations process of
the methods to deciding a specific needs of the reports. There are various types of topic to
covered into the human resources developments. Also a roles of the governments under the
training and developing involves the singnificences.to developing the lifestyles of the employees
to different leaning event on based on the public funding’s agencies and some other institutes of
the important role play of the originations.

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