2.1 Employee Training and development According to the Armstrong, [2011] training related with bridging the employee standard desired performance and current level of performance. Human Resource Development (HRD) is a title which represents the latest evolutionary stage in the long tradition of training, educating and developing people for the purpose of contributing towards the achievement of individual, organizational and social objectives. In first restaurant all respondents were willing to give their details for participation in the survey. Organisational goals are always achieved by employee’s efficiency so it is an organisational need that their employees must be well trained. McDonald’s named Best Employer in Malaysia for the 3rd time. They also said that in change process training is necessary. What other HRM strategies could McDonald adopt to enhance employees training and development? HR STRATEGIES Employee training and development Employee recognition schemes Employee engagement and rewards Employee motivation Employee training and development : McDonald’s training and development programme is an important part to the 100% customer satisfaction that the company aims to achieve ultimate goal . at the same time when in survey the same question was asked that if the organisation believe in cross cultural training or not so 50% of them suggested that organization does not believe in it and 20% of them said they are not sure on the other hand 30% disagreed. There are different approaches that organization uses to train their staff at various levels of employment. (2003), “a group of people to whom we are going to approach our studies and come to a conclusion is called a sample.” We can reduce the amount of data by using sampling techniques and we can use that data by considering only data from a sub group rather then all possible cases. This aspect should be looked by the organization and researcher also mentioned this in recommendations for future research. On our Management Degree Apprenticeship Programme, we’ll give you all the … Another important thing which helped the researcher a lot is that in interviews he asked very open minded questions so that he could get better and detailed answers. Training and development is very important in every time and in every organization weather it is small or big and Human resource and development is like back bone for any organization because people are main asset of any organization. According to him interviews are prominent methods of generating in depth qualitative information from small groups. In simpler OD defined as a behavioral science approach to the improvement of organizational efficiency which should lead to the accomplishment of organizational objectives. This research paper tried to find training needs of the current organization and weather the management is paying attention on areas where they need training or not. Review "Our Story." This audit is conducted once in a year and the auditors take a deep look that what the organization has achieved in terms of training and development. This chapter elaborates how the research study was carried out. The different data collection method and research strategy and different analysis could be use in the same organization, to conduct the validity of this research document to provide critique on the current research. The interviewees also agreed with this statement and they suggested that factors that causes change and implements the process such that an organization get an edge over competitors. McDonald’s and its independent franchisees strive to affect real change by providing eligible employees in their organizations access to education, tools, and career development opportunities. Mainly HRM (Human Resource Management) is all about managing people at work. Employee training programme at McDonalds Essay . Training and development of the chosen organisation is of interest with respect to the current studies. A new research can be done to understand these concept as these are very important for an organization. Hence it will not be wrong that training makes line manager more flexible and adaptable. A strong and successful organizational development is not easy because it involves undertaking issues related with change and service improvement. The first and most important was HRD because it is related to ensure employees skill-sets which further leads to organization development and also gave competitive advantages to the organization like over competitors. When questioned about the beneficiary of the T&D process almost all of them including managers suggested that they and organisation itself is beneficiary from Training and Development. McDonald's Training & Development by: Jenna, Imran, Iryna Outline 1. Next under "careers," click on "training and education" and "Hamburger University." The most important advantages are flexibility and adaptability to change. Every year, we invest over £43 million in developing our people. Without training, staff will continue to struggle without target areas for development. By drawing on the strengths of their recognition and training programs, McDonald's can focus on identifying the strengths of crew members. It can be seen in literature review on training and development in chapter 2 that training and development is always considered as very important factor in growth and development of any organization (Bratton and Gold, 2003). McDonald’s opened their first UK restaurant in Woolwich, London in 1974, today the company has over 1,250 restaurants across the UK McDonald’s (UK) employs over 67,000 people, 43,000 within the company restaurants and a further 24,000 are employed by the franchisees. It is because most of the employees want their own nationality people to be recruited. From the responses it can be said that 54% of the respondents feel that organisational development promote change. The current research focused at four main areas which are related to personal development. “We know that for many of our people McDonald’s is a stepping stone towards their future careers,” Doyle says. And when it comes to rewarding staff, McDonald’s believes there is a role for both monetary and non-monetary recognition. The remaining 32% suggested that they were not sure about this aspect. McDonald’s leaders are always looking for better ways to keep employees engaged and the business moving forward. There are many sub topics like recruitment, selection, induction, employee retention, and training and development. HRD also tells that how theory of change relate to an organization and how an organization use these theories (Frank, 1988). Now, there’s a lot of negative stigma surrounding those who find employment with McDonalds. Every one of our employees working for McDonald’s has the opportunity to take part in structured training, whether it’s … Organizational development should within the organizational structure correctly. Hamburger University 5. Staff Training and Motivation at McDonalds McDonald trains almost 55,000 employees each year. After this when employees start working there is another training called as ongoing training in which employees learn new skills that enables them to perform efficiently at different stages. They also said that HRD ensure employees skills-sets which are very beneficial for the organization development. The researcher used sample size of interviews but this form of data collection would not be suitable if the number of interviewees is more then 10. for the current research the tape recorder is used to record the interviews and also to transcribe them as suggested by Bryman and Bell (2003). Another important part which was observed that organizational development makes work force more effective, improves quality of work and enforces empowerment along with making culture of new learning among the staff. In practise OD is about moving the organization on purpose. Staff are then provided with with learning and development opportunities that will assist them with their future employment, and that they can apply throughout their working lives, Doyle says. The company uses different approaches at different levels in the organization. The researcher uses the both primary and secondary data to perform the analysis and come to a conclusion. 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Different Tools Responsible for Reducing Production, Presentation on Marketing Plan of Coca Cola, Marketing and Sales Department of Tropical Housing Limited, Annual Report 2016 of Mutual Trust Bank Limited, Annual Report 2012-2013 of Maruti Suzuki India Limited, Marketing plan Renaissance Beverage and Soft Drinks Ltd, Define and Discuss on Marketing Environment, Define and Discuss on Distribution Strategy. They were not asked abut detail of T&D process because it would have been very difficult for researcher to analyses information from 49 respondents. 4. Credibility of the researcher also counts and in this research the researcher credibility was very well know so the response were 100%. A discussion is raised about human resource development, organizational development, and organizational learning to understand how training and development fits into the whole picture for the success of any company/organization in business world. To identify the strategies available for training and development. The detailed discussion is carried out in second part of this chapter. As organization is a worldwide organization and they have a well reputation so they are aware of the advantages for the organization. Hire verified expert. To avoid conflict between goals and needs both of these issues should be addressed. Similarly when respondent were asked same question they also chose similar option and they also added more that improvement in quality of work is a factor that made organizational development more important. Follow Up. And when it was asked about team based learning and individual learning most of them said they prefer learning in team. Some of the interviewees suggested that they believe in self placed learning while other believed that training should be completed in fixed duration depending on the level of the difficulty of the task. Any new can be done by changing the city and the need of T&D accordingly. The researcher looked at the issue that human resource development organization design, learning, work place learning, job design, training and development and researcher is using training and development and using training to understand the influence of training and development in McDonald’s restaurant. LETERATURE 2.1 Training and Development Employee training is a process that focuses on providing specific skills to employees that help them to improve their operations and to correct their deficiencies in their performance. Training & Development At McDonald’s we believe in lifelong learning. In this research the deduction approach is being used. For the current research the researcher has used categorisation to ensure data is presented without much repetition and also to ensure that the time required to interpret them is reduced. Other Career Development 6. Human Resource Development can be formal such like class room training or a college course or an organizational planned change effort. Researcher couldn’t find enough benefits for the employees. We have restaurants across the world – but we haven’t forgotten our roots as a family restaurant. The Training Analysis At McDonalds BMC Chowk Jalandhar , all employees receive extensive training provided through using blended learning techniques (e-learning, on-the-job and formal classroom). In next question the respondents were asked about the learning preferences and response which were given are shown in figure 4.2 below. McDonald’s is a very well known and large scale organization so they can afford to spend on HRD but if we take a look at small organization it is very difficult for them to implement official human resource development. But this thing should be notice that this should be expensive process, because a lot of traveling and time involved which is critical. It is therefore of very high importance for the organization to ensure that it motivates its staff and also looks after their satisfaction with the job that they are doing. For primary data the current research is looking to employ triangulation as suggested by Bell (2005) and Alvesson and Deetz (2000). This is helping in learning experience of an employee and as a whole. But in the current research the organization is not small it is a world wide organization and also very well known organization so it can afford training. The questions were asked to respondents about implementation of training and development in the current organisations. The strategy which we used in current research are research as an exploratory study and as a case study. Watch the video on "college credit connections." Above all the data collection is very cheap and affordable to the researcher so that he cannot invest money and time which is mostly the case when structured interviews are employed for data collection. It allows generalisation as well. We're not just a hamburger company serving people; we're a people company serving hamburgers. In this research the researcher used semi structured interviews because it allows the researcher to vary questions from one interview to another while maintaining the theme of the interviews. It holds a leading share in the globally branded fast-food restaurants segment in virtually every country in which they do business. They also suggested there are different approaches depending on the situation and employees. The descriptive analysis of the demographic data that was compiled shows that the maximum respondent of the survey were of the age groip of 18-25. Employee Development. OD involves both hard and soft issues. Quantitative Analysis, as cited by Walliam (2005), is more similar to descriptive and secondary in nature. If we see in the current organization. To identify if there are any training and development programs in place in the organization. McDonald’s will not tolerate any form of harassment, joking remarks, or other abusive However only 20% believe continuous learning to be an important factor with respect to organisational development. Find out how Milestone Restaurants t/a McDonald's approaches the training and development of its employees. Many people say that there is a difference between HRM and HRD. Crew trainers, managers and other employees will work with you to show you the ropes, and training continues as you advance through the McDonald's system. Changing the game through training and education. Project on Training and Development @ Mc Donald's This project is about Mc Donald‟s Pakistan, which is one of the largest and the best-known global food service retailer with more than 30,000 restaurants in 121 countries serving 47 million customers each day. Training and Development-Employee Training and Development-Noe, 7e, Strategic Training employees? Interviewees were also informed about the importance of their views along with their right to be informed. These factors also drive the average worker to work more and more efficiently in McDonalds.   When asked about preferences between individual and team based learning mostly all of them suggested that learning should be in team rather than individually. The interviewees were asked questions according to the area covered in the literature review. The research could have been in more detail and extended if the researcher considered the whole country. A report published by workforce in May 2006 explains that despite focus on efficiency and cost control, companies are spending more and more on training and development. In current research sampling is used to to identify the sample from the population. But on the other hand when they were asked to explain the process most of them said that it is too long to discuss in shot interviews because it is a detail process. That’s why training and development becomes one of the most important tasks which HRM manager has to look at. McDonald’s announced the training after months of complaints from employees. 3. The most important part of human resource management is Training and Development. The second important aspect was organization development and it is also noticed that interviewees point of view development is planned process that bring change in organization and the peoples, culture of the organization. Management training can be avoidable but normal training which is necessary for the flour is must. This research is classed as exploratory research as it is trying to identify the influence of training and development to an organization as well as to an individual and also that how it helps in development of both. Finally when they were asked that how many times appraisals are conducted in a year 10% suggested that it is done once in a year and 90% suggested that it is done twice in the year. And the staff who get training they cam co-operate very well with the line manager to achieve the goal of an organization. So from this it is clear that most of the companies prefer learning as a team but they need to rely on individual as well to complete the learning process. Cresewell (1994) Hussey and Hussey (1997) and Saunders et al, (2003) are all of opinion that data analysis and interpretation of data available from interviews will involve categorisation, unitising data, recognising relationships and developing categories to facilitate it, and developing and testing hypotheses to research conclusion. So, these are just two basic things anyone can learn from McDonalds employee training. Also when they asked if the company believes in continuous improvement, 24% suggested that organization believes in continuous improvement and 40% thought that company is not of a mind towards continuous improvement. Researcher can also use publication data which is industry specific or area specific and relates to the research question (Kevin, 1999). 4. Our daily newsletter is FREE and keeps you up-to-date with the world of HR. McDonalds is the first large company in the UK to win top scoresMcDonalds provide training awards as well, this is done by a competition, the employee is sent to the main training office and if the employee succeeds then he or she is given an award such as �200 pounds. Although there are many types of training and development programmes some give more effective and energetic employee’s to organisation (Sun, 2003; Skinner et al, 2003; Lee 2001). After looking at the literature available on training and development the research will look at the methodology which is used to perform the research. But for many employees in the company, the program isn’t enough. Most of the employee who respond the survey were not aware of HRD. The third type of training is management training in which special trainee train the staff to manage themselves and people around them. Strategies, policies, structure and system are considered as hard issues whereas developing skills, behavior, attitudes, culture and style of leadership which enable the organization to achieve performance are considered as soft issues. Research also shows that when a company is going through any kind of change training is always required. TRAINING AND DEVELOPMENT: • The first stage of training is at the Welcome Meetings. We will class this result as a cross sectional research because of limited time available to conduct the research. Distinguishing between education and training can be quite problematic. This should be noticed that 24% were working for 2-5 years and the remaining 16% were working for 5-10 years. Finally when they were questioned about benefits of training and development to the line managers working on the flour they suggested that flexible and adoptable nature of the trained staff helped a lot on the flour to ensure high efficiency and customer satisfaction. Organization always needs to understand that HRD must increase profitability factors for the organization but workforce capabilities should be improved. On the other hand employee development focuses on providing the employees with the abilities the organization will need in the future. In another question when asked that if the company believes in continuous improvement 24% suggested that organization believes in continuous improvement while 44% though that the company is not going towards continuous improvement. Leading the industry in promoting workforce education is important. McDonald’s goal is to engrain professional development into the employee experience. McDonald’s provides an initial training periods for all new employee, here every employee learn how they can develop their skills. Another aspect that Desimone et al, (2002) observed was the lack of measure of assessing training needs arising from strategic goals, poor developed systems for evaluating training effectiveness, and insufficient information systems to capture record analyses and communicate human resource Development information. In the results from survey the researcher found that almost 50% of the correspondents are not happy with the training and development process taking place in the organization now this is very serious issue for the organisation. Confidentiality, accuracy and honesty these are some major ethical considerations that researcher needs to be aware. Secondary data was not only used as a reference frame for study but also was a channel to develop the questionnaires for the primary research process. Work experience at McDonald's is a foundation for future employability, particularly as the UK labour market continues to evolve. 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