It’s true that McDonald’s U.S. Training, Learning & Development is committed to drive the U.S. Plan to Win by designing, delivering, and deploying the most effective, accessible training, grounded in their operating standards. Hussey and Hussey (1997) believes that questionnaire should be used only when sample is large as they are cheaper and less time consuming option then interviews. Exploratory research always have great advantages so this research falls under it. Researcher found that most of the employees were not happy with the pay increment and the job security. But on the other hand it believes on the organizational learning. This is one area that differentiates the company from other fast-food restaurants. 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. Higher management should take notice of it that why employees think like that. Ownership of Data is another aspect of ethical importance. Staff Training and Motivation at McDonalds McDonald trains almost 55,000 employees each year. It will bring positive change in the organization and they moved towards continuous by using training and development techniques. When they were asked that they consider HRD to be important most of them said that HRD is very important in gaining competitive advantages of the organization. McDonald believe that training is the foundation of any success . In current research when employees were asked about the existing training and development process all of them replied positively and said that yes there is a training and development program. As suggested by Osowska (1996) the interviewees also agreed that any organisation who incest in training can expect a lot of benefit from an increase in employee motivation job satisfaction and productivity gains. These factors also drive the average worker to work more and more efficiently in McDonalds. 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. By focusing on employees skill-set can increase the work force which can manage more tasks and do the task in less time. However they added that development is something which is concerned with employee’s future responsibilities and it is very essential for them. This always insured that there is no interviewer or researcher bias when finding are jotted down. Mainly HRM (Human Resource Management) is all about managing people at work. The aim and objective of this project are as following: 1. Other Career Development 6. They told about the induction where employees get training about all aspects of the job. Training needs assessment is linked to the employee’s job performance and training is leading to satisfying results review in great extent. It is clearly seen in the findings that just 14 people who opted out the research and all the people participated to whom survey was distributed. Anonymity, objectivity of research, Data protection and interpretation of the information provided by them (Saunders et al, 2003; Hussey and Hussey 1997; Hart 2005). Most of the companies are very keen to pay attention towards their employees. Frank investigated theoretical base of HRD in order to distinguish it from other fields and told that HRD is based on research and theories strained from the field of adult education and is very different from learning process that occurs in children. McDonald’s provides an initial training periods for all new employee, here every employee learn how they can develop their skills. But this thing should be notice that this should be expensive process, because a lot of traveling and time involved which is critical. This type of research needs a lot of study and time. What other HRM strategies could McDonald adopt to enhance employees training and development? 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. 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When researcher asked that organization believe in cross cultural training and the responses were given in Figure 4.3 below. Every one of our employees working for McDonald’s has the opportunity to take part in structured training, whether it’s … “If you can reduce your turnover and make a more loyal employee, one that would go the extra mile for you because of what you’ve done for them, it’s a win-win all the way.” — Ed Shaw Ed said that as Caspers Company McDonald’s rolled out the College for America program, the feedback was very positive. Similarly according to Burke (1994) organization development is all about change in the organizations culture through utilization of behavioral science technologies, research and theory. With an employees training program, you can identify the weaknesses of your team and hone in on developing these areas. In second restaurant each employees wished to remained anonymous on the other hand 3rd restaurant had a mixed response to staying anonymous. Creating a culture of recognition is vital to keeping employees inspired, says McDonalds chief people officer Cathy Doyle. 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. Influence of “change in top management”, this is a reason which was given by the interviewees and not identified in the literature. The researched tried to look at different kind of strategies which company follows in terms of training and development. But after the discussion with interviewees researcher found that company is not a learning organisations. We'd be happy to hear … The current research tried to highlight the importance of training and development and the factors which make training and development for large scale companies like current research organization, McDonald’s Restaurants Limited. The new approach needs a very effective communication system between the strategic decision makers, line managers and specialist trainers. Business strategy of McDonald’s for employment planning is organized in the way so it can be sure that it has the correct figure of skilled individuals on the exact positions and at the right time. According to him interviews are prominent methods of generating in depth qualitative information from small groups. The researcher used the respond given by the interviewees in the findings rather than putting all details and this will be discussed in next few sections. They also argue that training is a kind of luxury for small organization they cannot afford it. Quantitative Analysis, as cited by Walliam (2005), is more similar to descriptive and secondary in nature. As maximum numbers of employees were crew members because of the McDonald’s main workforce so the researcher found them scattered in terms of position. This research has been started to identify how the staff is trained and developed at the restaurant level. Frank also said that HRD is concerned with better performance within a work environment but it is not about improving people’s health and personal relation with their family. This is significant considering that some take as long as 10 years to get to assistant manager position (McDonald’s 2010). Similarly the researcher also did semi-structured interviews. Watch the video on "college credit connections." Confidentiality, accuracy and honesty these are some major ethical considerations that researcher needs to be aware. Normally secondary data are of the following types. In the survey it showed negative when employees were questioned whether the organization believes on continuous learning or not. On the other hand HRD can be informal as a manager coaching his employee. Work experience at McDonald's is a foundation for future employability, particularly as the UK labour market continues to evolve. The current research uses the structure similar to the literature review to take its findings and present them using a relative analysis of the assembled data. On average the company serves over 2.5 million customers every day. Another important thing for the researcher is to ensure that data is valid and reliable so it is necessary for the researcher that has been presented both accurately and honestly (Denscombe, 2002; Potter, 2002). Feed backs are very important for the quality of organisation as well it also tell that how customers think about the current organisation’s products. In the current research all the interviewees agreed with Bratton and Gold (2003) and told that HRD is process of changing an organization, its employees and group of people within it. 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. 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. TRAINING AND DEVELOPMENT: • The first stage of training is at the Welcome Meetings. 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). While training their employees in overseas, is the KFC organization socially responsible organization if yes why? If we notice we will come to a conclusion that organization doesn’t have any permanent approach of learning and it has been totally left on the managers to manage this aspect. The researcher felt that these two methods are ideal and suit the research question because it allows the researcher to look at the organization’s working style individually and also the whole organization by using exploration as its main tool. In today fast food industry they need staff with multiple skills to deal with highly flexible nature of work so companies should focus on building a workforce that is competent, flexible, adoptable and highly professional. The use of literature available from the internet will be kept minimum because of the validity issues of the available information. With independent assessments, tests, and training in general, areas of weakness become immediately apparent. Training & development. Human resource management plays an important role in the success of a company. 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. If we look in HRD prospective according to Torrington et al, (2005) training is the first and most common HRD activity that always focuses on employees learning, skill, knowledge and attitudes to perform a job. Organization can achieve highest possible service only when they take feed back from the costumers and the staff as well. Go to www.mcdonalds.com, the website for McDonalds. 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. Time horizons is another aspect of the ‘onion process’ that should be mentioned. As researcher wrote in research aim and objectives and according to the topic of research the background of research is Training and development. By drawing on the strengths of their recognition and training programs, McDonald's can focus on identifying the strengths of crew members. A strong and successful organizational development is not easy because it involves undertaking issues related with change and service improvement. Interviewees were also informed about the importance of their views along with their right to be informed. The data which is obtained by the researcher is the mixture of the qualitative and the quantitative and it is collected by the interviews and the questionnaire by the researcher. Same as our customers, McDonald’s is highly concerned towards food safety. 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. Researcher should make sure that participants are taking the research seriously and give the answers to the questions according to their views instead of providing soft answers which the researcher may like to hear or know (Potter, 2002; Hussey and Hussey, 1997). McDonald’s provides comprehensive training program for all employees. That’s why we make sure to take care of our employees, with exceptional benefits and considerable opportunities for training, development and progression for everyone on our teams. They also said that HRD ensure employees skills-sets which are very beneficial for the organization development. The second training is ongoing training in which employees get trained while working on the flour. 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). 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. To make recommendations for the future training and development programs so as to increase the benefits for the research organization. For primary data the current research is looking to employ triangulation as suggested by Bell (2005) and Alvesson and Deetz (2000). Some of the areas like HRD learning organization in Organizational Development have not been observed in detail. Go to www.mcdonalds.com, the website for McDonalds. 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. This aspect should be looked by the organization and researcher also mentioned this in recommendations for future research. If we see in the current organization. The continuous assessment of learning and development and enabling them to advance their careers and supporting organizational growth. Strengths: Training and Development McDonalds has an outstanding training and development program that seem to have been developed based reliable and valid criteria. “Just last year we took more than 600 of our high performing restaurant managers – most in their late teens and early 20’s - to a convention in the US,” she says. McDonald's Training & Development by: Jenna, Imran, Iryna Outline 1. No one knows everything’s what one needed. The Most important reason for choosing McDonald’s is that I myself am the Employee of McDonald’s. 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. When the interviewees were asked about their opinion about human resource development most of them suggested that it is the process of changing an organization and its employees. A manager should have an accurate idea about the amount and type of training that he wants his employees to be trained with. The number of participants was very high so it would have been difficult to use transcribing and personal interviews to gain the data. They said when management change their vision it brings a lot of changes within the organization and the staff has to cope with all these changes. 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. Trained with finding are jotted down present organizational needs ( Swanson, 1995 ) had a mixed response staying... 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