Human Resource Development

Training and development

Introduction

Mc Donald’s Corporation is the world’s biggest largest chain of fast food restaurants, serving up to 68 million customers daily 119 countries. the company began in 1940 as a barbeque restaurant and saw a great opportunity in this market and advised the owners dick and Mac to expand their operation and open new restaurants. By 1967 mc Donald’s expanded its operations to countries outside the U.S.A. this expansion led the corporation to open 23.00 MC Donald’s restaurants in 110 countries in 1994 producing $3.4 bn in annual revenues.

The organisation approach to training and development

At Mc Donald’s the first stage of training is done as soon as they start the job, the first stage of training is done at the welcome meetings. These set out the company’s standards and expectations. After the welcome meeting a structured development programme is provided to staff in all areas of business. Crew trainers work shoulder to shoulder with trainees while they learn operations skills necessary for running each of the 11 work stations in each restaurant, from the front counter to grill area. All the employees learn to operate state of the art food service equipment, gaining knowledge of McDonalds operation procedures. Most of the training on-the-job” training because people learn more and are more likely to retain information if they are able to practice as they learn. All new employees have an initial training period. In the training they are shown the basics and allowed to develop their skills to a level where they are competent in each area within the restaurant. The timing scale for this depends on whether they are full/ part time employees. Staff at McDonalds also attend class-room based training session where they will complete workbooks for quality service and cleanliness. After the initial training period all employees receive on-going training. The way they do this is by using “observation checklist” for the station they are working at. The rating from the observation will go towards their appraisal grading. The restaurant do promote crewmember to hourly-paid management positions that carry accountability for areas within the restaurant, or responsibility for a shift. Training and development is given in the restaurant and in addition the participant will attend regular development days. On successful completion of a management entrance exam, employee will attend training course help by the training department at the regional office before returning to the restaurant in a management position

Compare the training needs for staff at different level in an organization

McDonalds management development curriculum takes new recruits from trainee manager to restaurant manager. This training consist of on-the-job training and open learning development modules, supported by courses and seminars at the company’s National and Regional Training Centers. There are different key programs: Trainee managers – deal with developing the crewmembers skills and techniques required to prepare food and cleanliness.

Shift managers- develops trainee managers in the skills and techniques required to become effective in all aspects of running a shift. * * * Systems management- targeting newly promoted first assistant managers. The program covers all areas of MCDonalds systems, increasing the manager’s business knowledge. The training also develops individual’s techniques. Restaurant leadership – introducing managers to the key skills needed to become effective restaurant leaders e.g. team building, communication, and decision-making. *
All the training provided by McDonalds are different depending on what level you are working at, the only thing they have in common when training at each stage is continual development, McDonalds encourage employee’s to work their way up.

Training and development method employed

McDonalds try their best to give all the support and guidance needed for employees to fulfil their job. Below I will make a list of the training employed:

Practical skills- delivering excellent, customer service, handling money, using equipment, and delivering product quality.

Time management skills- being punctual and organising the staff so they are prepared at all times

Team skills- learning to work along other crewmembers and contribution to the team

Communication skills- interacting with crewmembers and colleague, the management team and the customers

Assess the advantages and disadvantages of training methods used in an organisation

With on the job training, employees receive training whilst reaming in the workplace. The main methods of on-the- job training include:

Demonstration/ instruction – showing the trainee how to do the job

Coaching- a more intensive method of training that involves a close working relationship between an experienced employee and the trainee

Job rotation- where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. graduate management trainee might spend periods in several different departments)

Project- employees join a project team, which gives them exposure to other parts of the business and allow them to take part in new activities.

The advantages of on-the-job training are:

* Generally cost effective * Employees are productive * Opportunity to learn whilst doing * Training alongside real colleagues The disadvantages of on-the-job training are: * Quality depends on ability of trainer and time available * Bad habits might be passed on * It might disrupt production

Off –the –job training occurs when employees are taken away from their place of work to be trained. The common methods used of the job training include: * Day release ( employee takes time off work to attend a course at a college or a training centre) * Distance learning/ evening classes * Block release courses _ which may involve several weeks at a local college * Sandwich courses- where the employee spends a longer period of time at college

The advantages of off-the-job training are: * A wider range of skills or qualifications can be obtained * They can learn from outside specialist * Employee might feel more confortable when starting the job The disadvantage of off-the-job training is: * More expensive * Lost working time and potential output from employee * Employee now have new skills/ qualification and may leave for a better job

The systemic approach to training and how this is applied in the organization when planning a training event, identifying each stage training cycle In order to achieve the overall objective of performance improvement, the training must lead to enhancement of professional knowledge and skills. It should equip the staff to respond appropriately to emerging situations. McDonalds employ staff that will understand the organizations aims and objective. Before starting any training they first try and find out what the employee needs to learn and what skills they need to gain to be competent with their work. This is done by finding out what knowledge, skills, attitude and behavior is need to fulfill the job and then they assess the degree of competence of the job holders has to meet those requirements. For example to become a second assistant managers at McDonalds position they would be assessed on their ability to supervise people, quality and equipment delivery to up to standards, cleanliness, and value on assigned task and their motivational desire to perform well. They then set aims and learning objectives to specify what trainees would be able to gain from the training. From assessing the current skills and attributes the employee holds McDonalds can identify what training they need. To become a trainee manager they would need to be able to train crewmembers, ensure that the work placement is safe, order in stock, and contribute to the retention of staff. The trainers at McDonalds ensure that all trainees get the support, equipment, and guidance to fulfill this job role effectively. Ones they have successfully completed their training they can move on to first assistant managers and the training approach is repeated again.

The range of evaluation techniques that may be used by the organization Mcdonalds conduct performance review semi annually. The standards are made and defined according to which the employees have to perform. After 6 months all the employees are evaluated that whther they come up to McDonalds standards or not.

On- the- job

Evaluation is performed in order to evaluated the employees performance, if an employee does not perform well then feedback is provided back to them so that they can improve.

The appraisal process in mc donalds include PA forms for every particular job involves:

McDonalds standards- assessing the employees actually performance relative to these standards
Providing feedback to employees

There are four level to evaluate the performance of employees * Outstanding * Excellent * Good * Need improvement After the employee has been giving their total grade, their appraiser writes down their strength and weakness.

Recommendation I suggest that Proton to develop and plan more on-the-job training as this will be cost effective, so the organization won’t have to spend on training. It also helps staff get farmiliar in what type of environment they will be working in. more so they will have the opportunity to learn whilst studying.

Reference http://www.tutor2u.net/business/gcse/people_training_types.htm www.hrmguide.net www.bized.ac.uk www.hrdguide.net