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“A CRITICAL INVESTIGATION OF HOW EFFECTIVENESS OF TRAINING AND DEVELOPMENT INFLUENCES PROFITABILITY OF McDONALDS, UK.” (12,500) ,uk academic writing services,best academic writing
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The organizations have their personalized goals and objectives depending on the nature of business. The
corporate culture is a highly specific culture in ever aspect. This is why they require the best skills of
their employees. The skills are not just finance or accounting or communication skills. The training is
meant to create excellence in one specific aspect of business and sharpen all other aspects too
(Goldstein 2011).
The organization objectives assist in fulfilling the primary objectives by bringing effectiveness. The
managers have to make the organizational objectives clear to organizations and take an insightful look
into challenges that might be faced in the future (Jameson 2000).
2.5.2. Step 2 – Needs Assessment:
The organizations have to consider the individual or personal objectives of each employee and see the
way they can help them achieve their personal goals and help them enhance their optimistic contribution
in the organization. Besides these needs the functional and societal objectives have to be fulfilled? The
way the department requires the performance is functional objective and ensuring organization’s ethics
and social responsibility to needs and other society’s challenges are societal objectives. These needs have
to be looked into (Izba 2010).
2.5.3. Step 3 – Gap Analysis:
The third step in training and development process is gap analysis. The purpose of this analysis is to
indentify the job roles and description and the expectations from it. keeping these expectations in mind,
the skills and knowledge to be imparted is determined to fill the gaps (Goldstein 2011). The curriculum is
determined to make sure it will increase the performance of employee in the expected way (Deft 2006).
2.5.4. Step 4 – Training Objectives:
The training objectives are determined after need analysis of training and development process. When
the need assessment is conducted the training objectives are streamlined with individual, functional and
societal objectives to create a customized set of objectives for a company (Jameson 2000). The purpose
of training objectives establishment is to improve individual and organizational performance (Nair 2012).
2.5.5. Step 5 – Trainees Selection:
Depending on the training and organizational objectives, the trainee meeting the certain criteria and
level of skills is selected for training process. The pay scale, training schedules, course material and
hours of training sessions and technology used is communicated with trainers. The examination of all
these pre-planned aspects is made clear on trainees. With their need and gap analysis, the most
qualified employee is chosen for the purpose (Jameson 2000).
2.5.6. Step 6 – Training Methods and Mode Selection:
The step sixth is to determine the training methods and modes for giving training. There are many types
of training. The method of training to be selected based on standards and policies and need criteria of
job posts (Nair 2012). The mode of training can be computer based or manual or paper based.
Depending on the need of training required, the modes are selected to meet all requirements. The
methods and modes are identified with respect to organizational and training objectives (Jameson
2000).
2.5.7. Step 7 – Choosing the Means of Training Evaluation:
The seventh step is to identify the means of training evaluation. The training evaluation aims to identify
the effectiveness of training delivered to employees. There are various tools used to evaluate training
and development process. The best method is the one that meets all organizational goals and objectives
and aids learning in the work place to increase performance (Jameson 2000).
2.5.8. Step 8 – Administering Training:
The step 8 is when the training actually starts and is carried out. The instruction and delivery of training
takes place finally. Once the trainer has been selected and assigned to start the training, the process
begins. The trainer needs to come on the training criteria of s/he has to be fit in the subject matter to
teach, must be a good motivator, proficient in knowledge, dynamic personality, a good sense of humor,
good posture, has passion for their subject and compassion for his participants (Nair 2012).
2.5.9. Step 9 – Training Evaluation:
Training’s final step is to evaluate the training program. It is done by obtaining information about the
way it affects the training program and finally to assess value of the program in the light of this
information.
2.6. Training and Development Evaluation Models:
There are many models used to evaluate the training process. The significance of the process evaluation
is that they provide feedback to trainers which helps them improve. The evaluation makes the process
cost effectives and it also measure effectiveness of organization’s performance as well (Nair 2012).
The most commonly used way of running this evaluation is through pre-training and post-training
surveys and then comparing the expected results with actual results. Some of these models are:
2.6.1. Kirkpatrick’s Model:
Kirkpartick’s model is a four level model that measures the effectiveness of training programs.
(Salas 2009)
The first level of this evaluation model is the reaction level. It shows how much the participant liked the
training and responded t o it. Their learning is determined. The second level is of learning that shows the
attitude, skills and knowledge acquired from the training and how much of it. The third level is the
behavior or training transfer which shows the change in the behavior of employees on their job and
what exactly did they learn from it. The level four is the results (Salas 2009). This shows if the training
left a positive impact on the organization (Gratton, Hope-Hailey et al. 2004).
2.6.2. Kirkpatrick’s and Phillip’s model:
(Bersin 2007)
This models has satisfaction on level one, learning on level two and impact of training on the job in level
three, results of the implementation of training on training program and return on investment on the
payoff. The ROI is the Phillip’s analytics (Bersin 2007).
2.6.3. Philip’s Model:
Jack J Phillip gave a model to meaning the effectiveness and evaluation of a training program. Phillip’s
model has five stages. These levels are reaction and planned action which determines reaction of
participants and their planning to deal with material given to them. The second level is that of learning
which gives out information about the skills, attitude and knowledge obtained from training. The third
level is job applications which determine the exact things the participants learnt on their job. The fourth
level is business results which show if there are some measureable results acquired from it. The level
five is return on investment which is the monetary value acquired from the complete training process
(Phillip 2007).
(Phillip 2007)
2.7. Programs of Training and Development:
There are seven types of programs for training and development are used. These programs are:
2.7.1. Technical Training:
The technical training is skill specific. It can take place in a classroom if it has been decided to be a
classroom training. There are more technical sessions offered to the trainees. The hands on practical’s
are given to trainees. On-The-Job training is a one part of technical training which is aimed to enhance
work performance (Hoe 2009).
2.7.2. Quality Training:
The quality training includes customer service training. In manufacturing businesses it is knowledge of
total quality management. The aim of quality training is to improve processes and products. It is like an
on going effort that embeds continuous improvement within a process (Hoe 2009).
2.7.3. Skills Training:
The skills training is about presentations, communication skills, languages, selling, public speaking and
negotiating skills. The soft skills trainings are famous as in house trainings to employees. The efforts are
to create soft skills among employees like creative thinking skills, communication skills, and other skills
required for long term and survival of company (Hoe 2009).
2.7.4. Professional Training:
The professional training require professionals from different departments. The professionals are sent to
various institutes for this type of training. They send the employees to acquire expert qualifications (Hoe
2009).
2.7.5. Functional Training:
The functional training is also like On-The-Job training. This training is usually function and department
oriented. The trainees are given diplomas and certificates on these trainings. For instance, a Diploma in
Advanced computer science (Hoe 2009).
2.7.6. Team bonding Training:
The sixth types of training and development program is team bonding training. Organizations do heavy
investment of these trainings. They pay money to get their employees engaged in activities of team
bonding. Leadership and teamwork is the purpose for this training program. This takes place outdoor in
most of the cases some interesting examples are canoeing, and rock climbing or mountaineering etc
(Hoe 2009).
2.7.7. Managerial Training:
The last type of training and development program is managerial training. Some organizations
encourage their employees to attend seminars of other companies. The aim is learn best practices in
order to bring improvement in the current business work place. It also widens their network. Someone
times these trainings are given to help their management to widen their network with other
organizations managers to bring in innovative managerial techniques of improvement (Hoe 2009).
2.8. Miscellaneous training techniques:
Some of the very common training practices are on the job training which gives employees a chance to
work in the work post and getting the training while they are working. This is the best type of training
the gives the maximum learning. There are many other types of trainings like harassment training,
communication skills building training, diversity training, safety training, workplace wellness training,
management and leadership training, computer and technical skills training, and supervisor skills
trainings. All of these trainings are delivered depending on the nature of training required.
2.9. Benefits of Training:
There are many benefits of training. The benefits of training and development are as follows:
It is a practice that brings great value to the organization like improvements in customer services
at banks.
Training makes the employees feel that their work is appraised and acknowledged. It increases
their morale (McClelland 2002).
It gives employees motivation to perform even better at their work place.
It results in financial gains in long run e.g. the increased sales and profitability (McClelland
2002).
It enables an organization to adapt to new technologies and methods.
It increases innovation in strategies e.g. the banks are high tech in their facilities and require
their handlers to be proficient in their optimum use.
There is best utilization of human resources (Ephraem 2009).
There is development of organization along with polished skills of individual employee.
There emerges a concept of team spirit.
It reduces the turnover rate of employees (McClelland 2002).
It improves the organizational culture and enriches the learning environment.
The morale and quality of employees increases.
The corporate image becomes better (Ephraem 2009).
Collectively these are the best things for a company for long run because the skills once gained become
crucial for organizations.
The literature review above mentions the training and development, the significance and different
approaches of training and development. Majority of companies plan the professional growth and
career of their employees. This planning is effective in improving processes and performance. The
training and development process, models to evaluate performance are also discussed. Finally the
benefits strengthen the significance research. The process of training and development helps in fulfilling
the objective one. The need and gap analysis covers the objective two of indentifying requirements for
changes. The third objective of evaluating the ways and methods of training to lead to effective practices
is fulfilled by the training and development methods. The review goes step by step with theoretical and
models evidences about the way the training and development affects the financial goals in terms of
profitability.
3. Chapter Three: Research Methodology: (1250-1500)
Based on the literature review, the research will be carried on a step ahead considering the research
methods and approaches mentioned below. The research methodology is wisely selected with the best
philosophies and approaches to carry out the research according to the requirement.
Research is the process of unfolding the facts through a defined process of interrelated activities. (Ghauri
2009), This research is a business and management research which is used to find a solution to
researchable problem and a tool to gather beneficial information (Adam 2010).
3.1. Research methods:
The dissertation to critically investigate the impact of training and development on profitability of
business of McDonalds uses empirical research methodology. Empirical research addresses the
relationship expected in a structured and organized way of study between scores gained by measures. It
is based on observations that require measureable variables, causes and scores (Schwab 2001).
Empirical research will help in evaluating the effectiveness of training and development procedures and
requirements of changes necessary. It will be a mixed research methodology making use of both
qualitative and quantitative researches.
There are two general research methodologies empirical research methodology and theoretical research
methodology. The empirical research methodology evaluates a relationship between two variable and
described it in measures. The theoretical research defines researches in contextual format (Schwab
2001).
3.2. Research Approach:
The research approaches are of two types inductive and deductive. Inductive research researches the
research topic going all the way to specific from general subjectively. It is open ended and process
oriented whereas the deductive is objectively specified from the start. The selection of research
approach is determined keeping three factors in consideration; research question, history Vs
contemporary events and control over behavioral events (Rowley 2002).
This is a deductive research because it is pre specified and descriptive. It will describe the
relationship between training and development with profitability.
3.3. Philosophy of Research:
The research philosophy is the overall nature of research and knowledge base about how the research
background comes about comprehensively (Saunders, Lewis et al. 2009). It represents the broach
structure of insight and beliefs that consider theories and methods used to conduct the research
(Hoboken 2007).
The research philosophy for this dissertation is positivism because it associates to the idea of objectivism
which is promoted by scientists evaluating their point of view of social world (Cooper and Schindler
2006).
3.4. Nature of Research Data:
Data is of two types with respect to its nature. The qualitative data is the one that gives the qualities and
characteristics of research variables. The quantitative data is the one that give quantitative
representation of data in countable measures or in quantities. The nature of this research is mixed so
the both natured data will be used for finding the relationship in profitability with training and
development.
3.5. Type of Research Data:
The research makes use of both primary and secondary data for this research because of the mixed
nature of this research. The primary data is the first time collected data, so it is not manipulated and
unbiased. The secondary data is the existing data is has already been collected through previous
researches. The type of data is both secondary contributing in evaluating the primary data.
3.6. Research Analysis Methods:
The research analysis of data collected through questionnaire will be done by two methods. The first
method will be domain analysis that understands the meaning of a business and social domains. The
semantic relationship will be analyzed. The questionnaire will be created to figure out the links of two
variables in the research (Ratcliff 2010).
The second method of analysis will be narrative analysis which studies the context situations and basic
actions (Ratcliff 2010). The reason to choose these two methods is that the research is relationship
oriented. Also the qualitative data will be easily analyzable through narrative analysis and the
quantitative data will be researchable through domain analysis. It will help in figuring out the training
and development methods at McDonalds also the objective of critically analyzing the relationship.
3.7. Reason for Choice:
The mixed approach is chosen to see the training and development procedures subjectively of
McDonalds. The use of qualitative data will support the quantitative data collected from McDonald’s
employees through a questionnaire i.e. a quantitative nature of data collected through this tool. It will
give evidences from past through secondary data and the first time data collected will be from
McDonalds for the first time.
3.8. Aptness and Application:
The research methodology of mixed nature will give the flexibility of researching the relationship
between training and development and its impact on profitability of McDonalds. The research
philosophy of positivism optimistically takes the data for representing the information in the way it
actually exists at work place. The approach of deduction will conform to the mixed data and its flexibility
standards to help narrate and describe the training and development procedures and how it affects the
profitability. The philosophy, data types and approach satisfy the objective one and two. The
information regarding the relationship will be analyzed using domain analysis. The descriptive data will
be analyzed using content approach. All of the approaches and techniques fully support the
questionnaire method of data gathering and then its analysis. The research methodology is completely
applicable and resourceful. It even conforms to the limitations for this research.
3.9. Data Collection Methods:
The primary data will be collected through questionnaire. The sample size will be 100 employees of
McDonalds. The sampling technique used in random sampling from the overall population of
employees. The secondary data is collected from previous case studies of McDonalds on their training
and development procedures, the periodicals, the previous researches.
3.10. Resources:
The resources used to collect data are electronic libraries, internet, published resources, the document
of human resource department, paper published resources like books, news papers and journals. All of
the resources used are authentic resources. The previous researches give the pedagogical evidences of
previous literature to be reviewed in this context.
3.11. Ethical considerations:
The data is collected from employees through a questionnaire. This is a completely authentic and
authorized way of collecting data. Before starting the research, I took the authorization letter from the
Dean of my Faculty and showed it to management of McDonald’s management. Only with their
permission granted I was able to collect data and information regarding training and development of
employees. the human resource departments and finance departments confined to the terms and
conditions that allowed me to the limits of research that I did abide by completely. All the data collected
is for academic reasons and non commercial reasons. The data collected is properly referenced to satisfy
the authenticity conditions applying on data.
3.12. Limitations of Research Methodology:
The research has some limitations:
The data is collected through both primary and secondary sources of data but through
questionnaire and case studies, journals and previous researches respectively.
The time is limited for this dissertation because it is an academic research.
The research has limited scope to the relationship between profitability and training and
development procedures.
The sample is limited to 100 respondents.
The research philosophy is limited to positivism and approach limited to deductive.
3.13. Validity and reliability:
The research to critically evaluate the relationship of training and development procedures on
profitability of business of McDonalds is an advanced research. The research acquired the data directly
from employees working in McDonald’s outlets located in United Kingdom. This data collected is
unchallengeable because it is collected for the first time. It is completely unbiased and non-manipulated
data. The data analysis of information gathered through questionnaire will be done by domain analysis
which will completely evaluate every variable. The secondary data collected will be from previous
researches that are already tested for their data reliability. The approval of data for publications makes
them statistically fit by the critics and the researches that follow.
4. Chapter Four: Data And Analysis: (3000-3500)
4.1. Primary Data:
4.1.1. Questionnaire:
Research Questionnaire on Training and development impact on profitability at McDonalds.
Dear Employee,
Kindly, fill up this questionnaire. The survey has been designed with only academic purposes. I assure
that it will not be used for commercial benefits. All the information will be kept confidential. It is further
requested that give correct information in both parts, A and B.
Part A: General Information:
1. Employee Name: --------------------------
2. Gender:
a) Male
b) Female
3. Marital Status:
a) Single.
b) Married.
c) Other, Please specify ---------------------------
4. Age:
a) 12-22
b) 23-35
c) 35-50
d) 50 above
5. Education:
a) Illiterate
b) High school graduate
c) Diploma holder
d) BS/BA
e) MS/MA
f) PhD
6. Status of employment
a) Permanent
b) Temporary
7. Work Department?
a) Sales department
b) Accounts department
c) Human resource management department
8. Are you a trained employee?
a) Yes
b) No
9. Type of payment received (Gratton, Hope-Hailey et al. 2004)
a) Daily wages.
b) Biweekly wages.
c) Monthly Salaried.
10. Amount of salary/wages per month (McDonalds 2012).
a) 1000-5000
b) 5000-10,000
c) 10,000 above.
Part B: Impact of Training and Development on profitability:
Note: Answer all questions in Part B as they are all mandatory. Unbiased responses will be appreciated.
Confidentiality of information will be strictly kept. The numbers represent 1 for Strongly Agree, 2 for
Agree, 3 for Neutral, 4 for Disagree, and 5 for Strongly Disagree in this part.
Q# Questions/Statements 1 2 3 4 5
1. McDonalds gives trainings to all its employees (McDonalds 2012).
2. There is equal opportunity of training and development among all
employee (Panniston 2009).
3. All employees are trained when they are hired (Hrbenchwork 2011).
4. All employees are encouraged to devise their growth and development
plan (Noe and Ford 2001).
5. Employees are surveyed to check for their interest in training and
development (spruce 2007).
6. The trained employees are always showing their best performance (Noe
and Ford 2001).
7. The performance of all employees is measured time to time (Noe and Ford
2001).
8. The quality of work has improved ever since the number of trained
employees increased (Hrbenchwork 2011).
9. After training your performance is always above average (Noe and Ford
2001).
10. The quality of service has improved with training (Hrbenchwork 2011).
11. The productivity increases when employees are trained (van der Klink and
Streumer 2002).
12. There are more customers ever since the employees have started getting
trained regularly (Noe and Ford 2001).
13. The trained employees are better in customers care (Gustafsson, Johnson
et al. 2005).
14. The overall business quality has been improved with more trained staff
(Davis, Schoorman et al. 2007)
15. The business is better than that of competitor’s since management and
employees have stated getting trained (Davis and Davis 2010).
Thanks for your time and filling up this questionnaire. Your contribution to this research will be highly
acknowledged.
4.2. Secondary Data:
4.3. Analysis:
Chapter Five: Conclusion & Recommendations:
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