CASE 4; Training & Development of the Workforce
Like other
cases, Training & developing units in your company is one of the essential
part of succesfull business. In world of constant changes, employer’s must
train and develop employees to meet challenges- For instance, in case of
someone leaving the company, would it be better to hire someone external to
opening position, or is it better for existing employee to fill the position?
These are the questions we need to think about when making the hiring decision.
In case of hiring new person outside of the company, new employee can bring
valuable insight, maybe in bit higher price, but still can steer company to new
tracks. In case we decide to hire someone from the house, have we gave them
enough opportunities to train and develop their skills? Are they thinking
outside of the box, or are they just going to do everything as they have been
doing previously almost like in slavery condition where you do not allow them
to think or have a though of their own?
In our case
was presented to completely different articles about McDonald’s and Nando’s way
to do two completely different and successful training programs. Nando’s training
program was awarded for successful training program in UK and is recognized as
investor in people. Thanks to their successful training program, surveys shows
that 90% of employees enjoy their work with Nando’s. Nando’s training programs
consist of two steps and is so called “rotating” the roles, where each employee
has a chance to be in leading roles, and will reflect their learnings in next couching
session in restaurant. In second workshop employee reflect coaching sessions to
Grow – goal, reality, options and will-model.
Respectively
McDonald’s is using gamification techniques to educate their staff to deliver
better customer experience. With 3D virtual reality of replica of its new look
restaurants helps McDonald’s to train managers. The role of manager in game is
like playing any other game, it’s all about tactics and what to do next to
achieve your goals. This helps their managers to make good decisions quickly.
In bad move, managers will see immediately consequences of their decisions.
How to
train employees?
As there is
wide range of people, if something workout for one person, doesn’t necessary
means it work out for everyone. There are persons who learn by doing and those
by studying others and then those who learn through structured courses and
programs, sitting in classroom listening lecturer. When deciding good training
program one need to take initiative of thinking golden line, consisting of all
steps to training methods. Combination of all three training methods, can bring
maximum value to training.
Also,
training camps, can be some sort of reward to the employee. It can be fun and
educational at the same time. By evaluating each employee in need of training
company can tailor make training program to be suitable for each one of them,
thus making decision whether it is on-the-job training or off-the-job training.
In on-the-job training as I mentioned previously, is rotating roles, apprenticeships
and internships as well. However, the best way to plan training depends on the
industry as well. For example, medical students do not have second chance to
correct their mistakes in surgery, where restaurant employee can simply correct
the mistake.
In off-the-job
training is more theoretical, and mostly a way to increase team spirit and team
training.
Sources;
Gomez,
Balkin & Cardy, 2016. Managing Human Resources, 8th edition, Pearson,
chapter 8 & 9.
Milne, 2016. Super-sized gamification for training – McDonald’s is lovin’ it.
URL: http://diginomica.com/2016/06/08/super-sized-gamification-for-training-mcdonalds-is-lovin-it/
Accessed on the 25.4.2017
Nando's tastes success through training: Expanding
restaurant firm retains a family feel", Human Resource
Management International Digest, Vol. 14 Issue: 2, pp.19-21
https://www.linkedin.com/pulse/702010-magic-ingredient-measurable-blended-learning-jeremy-blain
25.4.2017
