Training And Development

MCDONALD 'S TRAINING AND DEVELOPMENT PROGRAMME

Contents

Abstract 3 Introduction 4

McDonald 's Training and Development Programme 7

Hamburger University 8

McDonald 's UK Design 10

Other Training and Development Highlights in Other Countries 12

Conclusion 14

Bibliography 15

Glossary 17

Abstract

This is designed to assess the McDonald 's training and development programme . Through the compilation and research of available and know material in the subject , the most important points of the programme are highlighted . Through the comprehensive review of the programme the

following were determined to be its most important factors : 1 suitability to employees 2 ) contribution to advancement 3 ) progressive quality 4 ) self assessing trait . These are important in designing an ideal system for training and development in any organization .Introduction

A survey conducted by the Association of Graduate Recruits (Cockroft 2008 ) in the UK shows that 43 of employers acknowledge the growing problem of getting qualified applicants . Many of the applicants do not possess the skills and training usually required of a job . Even those who are university graduates do not receive the proper training in school to fulfil work requirements and job responsibilities . At the same time , a significant portion of applicants today are usually school leavers who do not have the real training or the proper theoretical background to actually complete a job In 2006 a similar study was conducted by the Chartered Institute of Personnel Development (Cockroft , 2008 . The results of the study show a considerable shift in the hiring attributes of employers . Today , most employers look for applicants who possess good work ethics and excellent personality with good communication skills . Academic achievement has taken the back seat . The premise behind this is that academic qualification is not necessarily a reflection of work aptitude

Many organizations put a huge chunk of their financial investment into training and development . These organizations believe in investing in people and getting results (Collins , 2007 . By providing employees a comprehensive program for skills development , a higher retention percentage is guaranteed , translating into low turnover among employees By retaining talent , organizations are free to project and develop succession plans (Asuka , 2007 . They also gain the confidence to plot career paths

McDonald 's is one organization that invests a lot in training and development . Over the years , with this formula , the organization has developed a great number of individuals who stuck it out with them . At least 80 of their restaurant managers (Qualification and Curriculum Authority , 2008 ) now were former crew staff on hourly rate

Developing people at every level , as the diversity and strength of our people provide us with the greatest opportunity for competitive advantage and view them as our most important asset . Many people see us in the hamburger business , serving people but in fact we are in the people business , serving hamburgers (Business 2000 . This sums up McDonald 's philosophy on training and employee development

When McDonald 's Corporation was founded by Ray Kroc in 1955 , it was clear that the restaurant was going to...