Introduction

We chose the Training and Development topic for a company such as McDonalds because it is an entity that pursues employee and training value and also has a well developed and efficient training program. Training is an essential process in every company, especially in corporate ones. Lets say you dont have a great eye for employing or that some of the fresh employed people do not meet the exact requirements for the job. And this is where training comes in. Through training and development you achieve employee job compatibility and not only on the practical level. Beside practical knowledge, training & development also offers more humanistic skills, like teamwork, communication skills, etc. Training and development encompasses three main activities: training, education, and development. The training activity is both focused upon, and evaluated against, the job that an individual currently holds. The education activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. The development activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. Unfortunately, we couldnt imply talent development in the case study for obvious reasons. Being realistic, corporate attitudes and expectations about what 'training' is and does cannot be changed overnight, and most organisations still see 'training' as being limited to work skills, classrooms and powerpoint presentations. However, when you start to imagine and think and talk about progressive attitudes to developing people - beyond traditional skills training - for example: 'enabling learning' (a great example would be the professional enabling from the House MD1 series) 'facilitating meaningful personal development' 'helping people to identify and achieve their own personal potential' then you will surely begin to help the organization to see and accept these newer ideas about what types of learning and development really work best and produces class-leading organizations. Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it. In order to bring about the best results for the training strategy, the training products or services need to be marketed and promoted by manipulating the following;

Product/Service - keep the training cutting edge and future focused. Make sure there is a practical transfer of learning, put a development support network in place, and ensure alignment to quality standards. Promotion - commit to a core training value system. Create a slogan or tagline to brand your training. Bridge the gap between perception and reality. Give your training a personality and a brand, and remember your customers (your employees are customers) want to know, "What's in it for me".

House (also known as House, M.D television series.)

Price - cost the training accurately and calculate the value received. Place - decide between on-the-job, classroom, distance learning, web-based and virtual learning. Access, location, and distribution are key to consider. People's needs - establish what your customers want and need. Ensure your customers know the training is meeting their needs and that these needs provide a base for decisions in all other areas. Project Management - Establish roles and responsibilities. Action the Training and Development Strategic Plan. Monitor and evaluate progress and make adjustments where necessary.

McDonalds
McDonald's Corporation (in its full name) is the world's largest chain of hamburger fast food restaurants, serving around 60 million people per day. McDonald's Corporation earns revenue as an investor in properties, a franchiser of restaurants, and an operator of restaurants. Approximately 15% of McDonald's restaurants are owned and operated by McDonald's Corporation directly. The remainder are operated by others through a variety of franchise agreements and joint ventures. The reputation of any business ultimately depends on the quality of its products. High quality products need high quality people to create, design, produce and deliver them. So if a business is to maintain its reputation it needs to do well at recruiting high quality employees. For any business offering a large element of personal service, an ability to recruit, train and retain high quality staff is particularly vital. Crew members represent virtually every age group, and almost every reason for working. Working at McDonald's has helped students finance their education, provided a flexible schedule for parents raising children and enhanced the lives of seniors enjoying retirement. Across the world, more than one million people choose to work at McDonald's every day. For example in Canada, hundreds of thousands of people have entered the Canadian workforce through the Golden Arches and have either stayed with McDonald's in successful careers or moved on to other careers using their McDonald's experience as a solid foundation. Training is an important part of your McDonald's work experience and starts as soon as you join the McDonald's team. Crew Trainers, Managers and other employees will work shoulder to shoulder with everyone to show the ropes, and training continues as you advance through the McDonald's system. McDonalds fosters a positive, coaching environment that will help employees develop to their full potential. In addition to gaining skills and knowledge in the foodservice and hospitality industry, jobs at McDonald's are said to help you learn teamwork, leadership skills, communication and customer service skills, responsibility and time management. For McDonalds, people are its most important asset. This is because customer satisfaction begins with the attitudes and abilities of employees and committed, effective workers are the best route to success. For these reasons, McDonalds strives to attract and hire the best, and to provide the best place to work. All businesses experience staff turnover for various reasons e.g. career change, leaving the area, returning to education, a new opportunity elsewhere. Recruiting and training staff is very expensive and businesses will look to keep staff turnover to

a minimum. One way of doing this is to choose wisely, and treat well. McDonalds needs people who want to excel in delivering outstanding service.

Refs :
^ McDonald's publication. "Corporate FAQ". McDonald's Corporation. http://www.mcdonalds.ca/en/aboutus/faq.aspx. Retrieved 2007-11-24. www.mcdonals.ca