What Is The Importance Of Training And Development To Corporate Performance? The Case of McDonald's

Acknowledgement

I would first like to express my gratitude for my research supervisor, colleagues, peers and family who have supported me throughout this research,

Declaration

I [type your full first names & surname here], declare that this dissertation is based on my individual efforts and has not been submitted before.

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Abstract

This study aimed to determine the importance of training and development. The focus of this research was on training and development at McDonalds. In order to conduct this study, primary and secondary data was used. Secondary data was gathered from books, Internet, journals, articles, and other sources. In order to gather primary data, questionnaire was used. The sample for this research consisted of the employees of McDonalds. The sample size for this research consisted of 100 participants. The findings of the study have revealed that training and development plays a significant role at McDonalds. In the organisation, training is provided to all employees after they are hired. The findings of the study have also revealed that the employees at McDonald's believe that training contribute towards an increase in the performance level. The employees perform above average after trainings.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

Background to the Proposalvii

Company Profileviii

Statement for what needs to be doneix

Reason for Choosing this Subjectix

Rationale and scope of Studyx

Research Objectivesxi

Research Questionsxi

Structure of the Study:xi

Introductionxi

Literature Reviewxii

Research Methodologyxii

Results and Discussionxii

Conclusion and Recommendationsxii

CHAPTER 02: LITERATURE REVIEWXIV

Training and Developmentxiv

Purpose of Training and Developmentxiv

Significance of Training and Developmentxv

Employee Motivationxvii

CHALLENGES OF EMPLOYEE MOTIVATIONXVII

Training and Development Perspectivesxviii

Traditional Perspectivexviii

Modern Perspectivexix

Training and Development Processxix

Step 1: Determining Organizational Objectivesxix

Step 3: Gap Analysisxx

Step 4: Training Objectivesxx

Step 5: Trainees Selectionxxi

Step 6: Selection of Training Methods and Modexxi

Step 7: Choosing the Means of Training Evaluationxxi

Step 8: Administering Trainingxxii

Step 9: Training Evaluationxxii

Training and Development Evaluation Modelsxxii

Kirkpatrick's Modelxxiii

Kirkpatrick's and Phillip's Modelxxiv

Philip's Modelxxv

Programs of Training and Developmentxxvi

Technical Trainingxxvi

Quality Trainingxxvii

Skills Trainingxxvii

Professional Trainingxxvii

Functional Trainingxxvii

Team bonding Trainingxxvii

Managerial Trainingxxviii

Miscellaneous Training Techniquesxxviii

Benefits of Trainingxxix

Organizational Performancexxx

Relationship between Training and Organisational Performancexxx

Training and Development - The Case Study of McDonald'sxxxi

CHAPTER 03: THEORETICAL FRAMEWORKXXXV

Factors involved in Customer Servicexxxvii

Kindnessxxxvii

Friendly Atmospherexxxvii

Comfortxxxvii

Personalisedxxxviii

Fast Servicexxxviii

Hygienexxxviii

After sales servicexxxviii

Qualityxxxix

Customer Servicexl

Good Customer Servicexli

Why Customer Service is Importantxli

CHAPTER 04: METHODOLOGYLIII

Research Philosophyliv

Research Approach and Philosophyliv

Research Strategylv

Data Collection Methodslv

Reliability and Validitylv

Sampling Techniquelvi

Data Analysislvi

Ethical Issueslvi

Project Planlvi

CHAPTER 04: FINDINGSLVIII

CHAPTER 05: CONCLUSIONLXX

Implications for Managerslxxi

Recommendationslxxi

REFERENCESLXXII

CHAPTER 01: INTRODUCTION

Background to the Proposal

This research is based on the topic of the importance of training and development in corporate performance. In this study, the case of McDonald's will be analysed. The dissertation will explore the importance of training and development because of an increased demand for competitiveness in the current marketplace. In the rapidly changing global business environment, organisations need a competent and flexible work force in order to remain competitive (Noe, 2005). As a result, the demand for a competent and skilled workforce has become a strategic objective for several firms. The training and development systems of organisations play a critical role in ensuring that employees possess the key skills, attitudes, knowledge, and abilities required to achieve the overall goals of the organisation (Peteraf, 1993, pp. 180). The intensification of global competition has increased ...