Business Strategies And Human Resource Management Practices

Structured Training Process
McDonald’s is the leading global foodservice retailer with more than 30,000 local restaurants serving 52 million people in more than 100 countries each day. It has an ongoing commitment to employee learning and development, recognizing the importance of helping to build the skills base of their employees and the benefits this can bring to their business with better staff productivity. The company’s recruitment policy opts to its name ‘hire and smile’. McDonald’s hires people with a diverse range of qualifications, from highly skilled managers to college dropouts and focuses more on human qualities instead of educational qualifications. Its employee training programs are highly structured and are based on the company’s core principles of quality, service, cleanliness, and value. McDonald’s has also initiated its new employee training program known as ‘Skills for Life’ to provide effective training to its employees, in association with the Learning and Skills Council. As a part of its structured training program, McDonald’s has also started Hamburger University that acts as a cushion for a highly skilled human resource development initiatives of the company.
Structured Training Process
The structured training process is setting and controlling the various training activities that facilitate a proper analysis, design, delivery, and evaluation of training that leads to the development of human resources. Structured training is defined as a training activity with specific content that has a predefined objective and predetermined format, and whose progress can be monitored and/or evaluated. On-the-job training, on the other hand, is informal and does not necessarily have a predetermined format. It is generally conducted in the workplace itself (Guide to the Analysis of the Workplace and Employee Survey, 2001, Statistics Canada). It often relies on simulations of real-time events. Structured training programs consist of certain predefined simulated organizational tasks that require a prompt response from trainees. It also incorporates a structured approach for feedbacks to improve the performance of employees and the training process itself.
Structured training programs have several advantages over traditional training. Some of the major benefits of a structured training process are as follows:
Focus on objectives:
Limiting the tasks and focusing on the feedback.
Timely identification and correction of training deficiencies.
Reinforcement of specific task performance.
Assessing the employees’ readiness level.
Some professional trainers argue that the structured training programs are generally not flexible up to desired levels and leave little scope for creativity. Implementations of these programs are well defined in advance and modifying these programs according to changing business needs often creates problems. Several author and researchers advise different sets of techniques to overcome these problems. Korte (2006) points out that since every contingency cannot be identified ahead of time and learners can be fickle, during the implementation phase trainers must clearly understand what is to be achieved and have an adequate repertoire of methods and techniques with which to achieve it.