Training in the business workplace
P1
I will be discussing the training needed in an organisation and linking them to the different levels of
the people who work in the organisation and the business I will be talking about is McDonalds.
McDonalds objectives are to maximise their profit, customer satisfaction, for the business to grow
and to have quality service which also reduces the time it takes for customers to receive their
orders. For McDonalds to achieve this, it is important that they ensure their employees at all levels
have good training so that they are very efficient. McDonalds have to train their staff at three
different types of levels which are individual level, department level and individual level. As you go
from the bottom of McDonalds organisational structure, the level of training for the employees is
very basic as the work required from the them is the most basic work such as flipping burgers and
giving customers their order and as you move up the organisational structure, the work becomes
more complex so the training also becomes for complex.
The first level of that McDonalds trains their staff is the organisational level where their objectives
are to increase productivity, improve health and safety, improve job performance and motivation
and introduce succession training for promotion. For McDonalds, their main objective is to train
their employees the key components for organisational which is health and safety, their corporate
values and data protection which is the minimum of what needs to be understood by their
employees as it is the most basic knowledge needed to be able to work there
The second level of that McDonalds trains their staff is the department level where the objectives
are customer service, new equipment, sales targets and job role changes. The training which they
use to achieve these objectives are by teaching how customer service skills can be improved doing
team building activities which is important as it may be a skill which a new employee may not already
have, and it is necessary for them to achieve their aim of customer satisfaction. McDonalds do this
by creating scenarios for their employees of how they would deal with customers and fill in a
questionnaire about customer service and how they would deal with certain scenarios and customer
complaints to see if they pass and if they need further training on it. Team building is important for
McDonalds to increase efficiency as they are a fast food restaurant, so it is very important that their
employees work as a team as there is a lot of pressure from having loads of orders which need to be
completed quickly and communication in the team in key to complete the job. For McDonalds, there
are different departments in the organisation such as crew members have to complete a basic test
to see if they can do the job and don’t necessarily need experience for the skills which are required
whereas for another department in their organisation such as business manager have more complex
training as they have different job roles than crew members as they will have more responsibility
and require the skills of being able to manage people so that the people they are in charge of meet
their targets so their training will take longer to complete.
The last level of that McDonalds trains their staff is the individual level which includes performance
reviews, promotions, change of job role and individual needs. The objective of the individual level is
to identify the weaknesses of their new employees and see what training they need to improve so
they are efficient enough to do the job and work for McDonalds. This main training which
McDonalds do at an individual level is target setting which is then followed up by appraisals which is
done after a certain period of time which is usually 3 months after they start. For their staff to be
able to meet their targets, they give them basic training on how to do the job through shadowing
which is a training method where the new employee watches an experienced employee do a certain
, task such as how to make the burgers and cook the fries. An example of a target which McDonalds
may set their new employee is to make each burger quicker which is also a measurable target which
can be reviewed to see if they have become a more efficient worker by making less errors and
managing their time better. This would also motivate the employee to do well as they would want to
get a good appraisal from their manager, and it would increase the productivity for McDonalds as
this is done for each employee which also leads to customer satisfaction.
P2
It is important that McDonalds identify the training needs of their employees before they plan their
training plan so that they maximise the best results that they get out of it and don’t waste any
money on unnecessary training parts. It will help ensure that their employees will receive all the
knowledge of the work place and the training which is required to do the job role. There are certain
things which need to be considered when identifying the training needs of an organisations work
force as each job role in the organisation is different so will require different skills.
Shown above is the training cycle which is a model which consists of four main stages which are
designing the training, delivering the training, analysing the training and evaluating the training to
ensure that all of the employees in McDonalds have the right skills to complete their job role and
meet the company’s objectives. The first stage is identifying the skills required by their employees
and analysis of the training gaps already within the business which is where design will be used to
improve the gaps. It is important that McDonalds use their supervisors and managers to watch how
each employee performs to be able to analyse to see if they have a lack of training or if they are not
working to the best of their ability which is information which is passed on to the person who takes
the training session so they can create objectives and they outcomes they would like to be produced
from the training session. It is also important that when analysing the skills that are needed by the
employees, it should be also identifying the different needs at an organisation level, department
level and individual level. The delivering stage is where the training actually takes place and their
employees gain new skills. The evaluation stage takes place at every other stage and is an on-going
process but the main stage where it is most important at is to evaluate the delivery stage to see if
the new skills were gained by the employees to see if the whole process was effective for
McDonalds.
Another way in which McDonalds could identify the training needs of their staff is by a skills audits
which is a test which is filled out by employees to rate themselves on different types of skills which
allows the business to see the skill gaps in their employees and which people need development on
certain skills. There are 10 main skill areas which are tested in the skills audit which are numeracy, IT,
self-management, communication skills, customer focus, team work, managing others, personal
development planning, influence and persuasion and commercial awareness. McDonalds can use
this to decide which of the skills out of these areas are the most essential for their employees and
P1
I will be discussing the training needed in an organisation and linking them to the different levels of
the people who work in the organisation and the business I will be talking about is McDonalds.
McDonalds objectives are to maximise their profit, customer satisfaction, for the business to grow
and to have quality service which also reduces the time it takes for customers to receive their
orders. For McDonalds to achieve this, it is important that they ensure their employees at all levels
have good training so that they are very efficient. McDonalds have to train their staff at three
different types of levels which are individual level, department level and individual level. As you go
from the bottom of McDonalds organisational structure, the level of training for the employees is
very basic as the work required from the them is the most basic work such as flipping burgers and
giving customers their order and as you move up the organisational structure, the work becomes
more complex so the training also becomes for complex.
The first level of that McDonalds trains their staff is the organisational level where their objectives
are to increase productivity, improve health and safety, improve job performance and motivation
and introduce succession training for promotion. For McDonalds, their main objective is to train
their employees the key components for organisational which is health and safety, their corporate
values and data protection which is the minimum of what needs to be understood by their
employees as it is the most basic knowledge needed to be able to work there
The second level of that McDonalds trains their staff is the department level where the objectives
are customer service, new equipment, sales targets and job role changes. The training which they
use to achieve these objectives are by teaching how customer service skills can be improved doing
team building activities which is important as it may be a skill which a new employee may not already
have, and it is necessary for them to achieve their aim of customer satisfaction. McDonalds do this
by creating scenarios for their employees of how they would deal with customers and fill in a
questionnaire about customer service and how they would deal with certain scenarios and customer
complaints to see if they pass and if they need further training on it. Team building is important for
McDonalds to increase efficiency as they are a fast food restaurant, so it is very important that their
employees work as a team as there is a lot of pressure from having loads of orders which need to be
completed quickly and communication in the team in key to complete the job. For McDonalds, there
are different departments in the organisation such as crew members have to complete a basic test
to see if they can do the job and don’t necessarily need experience for the skills which are required
whereas for another department in their organisation such as business manager have more complex
training as they have different job roles than crew members as they will have more responsibility
and require the skills of being able to manage people so that the people they are in charge of meet
their targets so their training will take longer to complete.
The last level of that McDonalds trains their staff is the individual level which includes performance
reviews, promotions, change of job role and individual needs. The objective of the individual level is
to identify the weaknesses of their new employees and see what training they need to improve so
they are efficient enough to do the job and work for McDonalds. This main training which
McDonalds do at an individual level is target setting which is then followed up by appraisals which is
done after a certain period of time which is usually 3 months after they start. For their staff to be
able to meet their targets, they give them basic training on how to do the job through shadowing
which is a training method where the new employee watches an experienced employee do a certain
, task such as how to make the burgers and cook the fries. An example of a target which McDonalds
may set their new employee is to make each burger quicker which is also a measurable target which
can be reviewed to see if they have become a more efficient worker by making less errors and
managing their time better. This would also motivate the employee to do well as they would want to
get a good appraisal from their manager, and it would increase the productivity for McDonalds as
this is done for each employee which also leads to customer satisfaction.
P2
It is important that McDonalds identify the training needs of their employees before they plan their
training plan so that they maximise the best results that they get out of it and don’t waste any
money on unnecessary training parts. It will help ensure that their employees will receive all the
knowledge of the work place and the training which is required to do the job role. There are certain
things which need to be considered when identifying the training needs of an organisations work
force as each job role in the organisation is different so will require different skills.
Shown above is the training cycle which is a model which consists of four main stages which are
designing the training, delivering the training, analysing the training and evaluating the training to
ensure that all of the employees in McDonalds have the right skills to complete their job role and
meet the company’s objectives. The first stage is identifying the skills required by their employees
and analysis of the training gaps already within the business which is where design will be used to
improve the gaps. It is important that McDonalds use their supervisors and managers to watch how
each employee performs to be able to analyse to see if they have a lack of training or if they are not
working to the best of their ability which is information which is passed on to the person who takes
the training session so they can create objectives and they outcomes they would like to be produced
from the training session. It is also important that when analysing the skills that are needed by the
employees, it should be also identifying the different needs at an organisation level, department
level and individual level. The delivering stage is where the training actually takes place and their
employees gain new skills. The evaluation stage takes place at every other stage and is an on-going
process but the main stage where it is most important at is to evaluate the delivery stage to see if
the new skills were gained by the employees to see if the whole process was effective for
McDonalds.
Another way in which McDonalds could identify the training needs of their staff is by a skills audits
which is a test which is filled out by employees to rate themselves on different types of skills which
allows the business to see the skill gaps in their employees and which people need development on
certain skills. There are 10 main skill areas which are tested in the skills audit which are numeracy, IT,
self-management, communication skills, customer focus, team work, managing others, personal
development planning, influence and persuasion and commercial awareness. McDonalds can use
this to decide which of the skills out of these areas are the most essential for their employees and
