Training and Development for Enhancing Performances Of The Employees Of Mcdonald USA LIC

Background of the Study

Many past researches have pointed out that there are many potential candidates available in the market currently, who have greater qualifications and higher academic degrees. However, those researches have also revealed that these candidates are not yet ready or mostly unable to perform the organizational tasks effectively. As a result, many leading companies such as McDonald’s have started various training and development sessions for their employees in order to give them an opportunity to enhance their professional skills to become prepared for contributing effectively towards organizational performance.

McDonald’s have achieved significant success throughout the world and many of their senior level managers and leaders have stated that they are able to achieve such exceptional success because of their staffs and employees, who know exactly how to perform their roles and responsibilities. It is also come out that the company has been involving their staffs and employees within various training and development programmes. According to training magazine, McDonald’s is one of the most efficient companies concentrating upon training and development.

Aims and Objectives of the Research

The key aim of the current study is to analyse whether the training and development programmes of McDonald’s has a positive impact for enhancing the performances of their employees.

Objectives of the Research

• To evaluate the performances of the employees of McDonald’s
• To analyse the impacts of the training and development programmes upon the performances of the employees of McDonald’s
• To investigate the limitations of the training and development programmes of McDonald’s
• To recommend various strategies for minimising limitations of the training and development programmes of McDonald’s

Research Questions

• How the employees of McDonald’s are performing?
• What are the impacts of the training and development programmes upon the performances of the employees of McDonald’s?
• What are limitations of the training and development programmes of McDonald’s?
• What are the recommended strategies for minimising limitations of the training and development programmes of McDonald’s?

Literature Review

Performance is the ultimate aim or goal for both the organization and the employees. The organizational performance largely depends upon the employee performance. Therefore, the key objectives of the organizations for obtaining success must include an effective strategy or policy for enhancing the performances of their employees. Training and development is the method available for the organization to enhance the performances of their employees. Training and development is nothing but the process of showing the staffs and employees to utilise their skills, competencies, qualifications, knowledge and experiences towards organizational success effectively. Typically the activities related to training and development is performed by the human resource department, generally after the process of recruitment and selection.

However, the training and development is not as easy as it sounds and many resources are required are for performing such task. Firstly, it is very important for the human resource department to analyse the goals and objectives of their organization and compare them with the skills and competencies of their staffs and employees to evaluate the training and development needs for their organization. Finally, the human resource department must draw the most suitable pattern for conducting training and development. It is equally important for the human resource department to analyse whether the training and development sessions are working perfectly for making an impact upon the performances of the employees. An effective training and development process should contain the activities such as assessing needs, establishing objectives, designing and developing training materials, formulating and implementing training and development, supporting the operation and evaluating employee performance.

The Dissertation Help

Specialist dissertation services to help you achieve more!

Free Topics

Do you want dissertation topics?

Send

Writer of The Month

Goodwin Kemp

Last dissertations passed with distinction

Hire Me Now

Dissertation
Proposal

Order a premium dissertation proposal and score your desired grades.

Place An Order

Editing &
Proofreading

Make your dissertation error-free.

Edit My Dissertation

Article
Publication

Get your article published in an internationally renowned journal.

View Sample

Methodology

Quantitative research methodology is required for fulfilling the current research as the procedure benefits completing the research by developing a relationship between the theories and numerical data based on training and development and the employee performance. Brief objectives have been created for the research and the research will followthe positivism research approach. The research will be constructed around the deductive research approach for investigating the theories. Data collected for the research will not be manipulated under any circumstances for influencing the outcome of the research.

The present research will be formed using descriptive design for interacting effectually with the research participants. Primary research is recommended for the current research and the primary data will be collected from the employees and managers of McDonald’s. A survey will be conducted with 50 employees of McDonald’s to obtain qualitative data regarding the training and development programmes of McDonald’s and 5 human resource managers of McDonald’s will be interviewed to obtain qualitative data regarding the training and development strategies implemented by the company for enhancing employee performance.

Reference List

Aboutmcdonalds.com, (2015).Training &Development :: AboutMcDonalds.com. [online] Available at: https://www.aboutmcdonalds.com/mcd/corporate_careers/training_and_development.html [Accessed 18 Jul. 2015]

Baraldi, S. and Cifalina, A. (2015).Delivering training strategies: the balanced scorecard at work.International Journal of Training and Development

Bulut, C. and Culha, O. (2010).The effects of organizational training on organizational commitment.International Journal of Training and Development, 14(4), pp.309-322

Goodman, N. and Schieman, J. (2010).Using knowledge management to leverage training and development initiatives.Industrial and Commercial Training, 42(2), pp.112-115

Kraiger, K. (2015). The Wiley Blackwell handbook of the psychology of training, development, and performance improvement