Hello,I need to complete two portions of a Professional Development Plan within two hours.I need the introduction section and the Evaluation criteria only.The total word count for both is 350…..It’s based on the McDonald’s corporation.I have attached the assignment notes; delivery methods and needs analysis to help…the training method that we have chosen is technology based.I need the paper by 11:00PM EDT Tonight
professional_development_plan.doc
delivery_methods_tracey_flowers_hrm_326.pptx
needs_analysis_team_c_hrm_326.edited.docx
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Professional Development Plan (PDP) Grading Guide
HRM/326 Version 2
1. Learning objectives outlining what material is covered / Evaluation Criteria –
2. The introduction
3. Total word count for 1 & 2 is only 350 words combined
Learning Team Assignment: Professional Development Plan (PDP)
Purpose of Assignment
The professional development plan is the culmination of the course learning objectives for the five-week
program. The needs analysis from week one ties into the organizational, team, and task analysis of week two.
Setting the learning objectives links with the importance of training course evaluation discussed in week three.
The delivery method selection ties in with the presentations on delivery method alternatives reviewed in the
presentation prepared in week four. The professional development plan is assigned to put the pieces together
for the student. As a learning team assignment, the work preparing the week five assignments helps reinforce
course content and supports the mutual learning valuable for individual and team success.
Grading Guide
Content
70 Percent
Met
Partially
Met
Not Met
Total
Available
Total
Earned
10.5
#/10.5
Partially
Met
Not Met
Comments:
Incorporation of the needs analysis,
evaluation criteria, and one delivery method
for the training program.
Inclusion of materials from Week 3: Needs
analysis, Organizational Analysis, Team
Analysis, Task Analysis
Learning objectives that outline materials
covered
Appropriate delivery method for plan chosen
and defended
Includes evaluation criteria, measurement
and collection points, a timeframe, and
expected results quantifying success, failure,
and an in-between outcome
The paper is no more than 2,450 words in
length.
Writing Guidelines
30 Percent
Met
The paper—including tables and graphs,
headings, title page, and reference page—is
consistent with APA formatting guidelines and
meets course-level requirements.
Intellectual property is recognized with in-text
citations and a reference page.
Copyright © 2015 by University of Phoenix. All rights reserved.
Comments:
1
Professional Development Plan (PDP) Grading Guide
HRM/326 Version 2
Paragraph and sentence transitions are
present, logical, and maintain the flow
throughout the paper.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed
including spelling and punctuation.
Assignment Total
#
Total
Available
Total
Earned
4.5
#/4.5
15
#/15
Additional comments:
Copyright © 2015 by University of Phoenix. All rights reserved.
2
DELIVERY METHODS
EFFECTIVE TRAINING
TRACEY FLOWERS
HRM / 326
SEPTEMBER 12, 2016
JEFF HERRING
INTRODUCTION
• Several methods can be adopted by teachers to equip their students on
various skills.
• As such with the large selection pool the determination depends on the
suitability of the same method (Phillips & Phillips, 2016).
• Several methods may also be used in combination so as to yield the best
results.
• The three main delivery methods applied in the contemporary world include:
➢ Traditional methods
➢ Technology based methods
➢ Classroom training methods
TRADITIONAL TRAINING
• Also the instructor led training remains to be one of the most popular training
methods (Phillips & Phillips, 2016).
• The techniques include:
➢ Blackboard or whiteboard
➢ Overhead projector
➢ PowerPoint presentation
➢ Video potions
➢ Oral narration
PROS AND CONS
Pros
• Efficient for large body of material.
• Everyone acquires the same information at the same time.
• Cost effective.
Cons
• The method may not be interactive.
• The effectiveness of the lectures may be required.
• The process may be difficult for different trainees.
ON THE JOB TRAINING
• Also known as experiential or hands on training.
• The techniques used include:
➢ Cross training
➢ Demonstrations
➢ Coaching
➢ Apprenticeships
➢ Drills
PROS AND CONS
Pros
• Effective for new procedures (Ally, 2009).
• Applicable to various trainees.
• Allows the trainer to determine if the trainee has acquired the skills.
Cons
• Not applicable for large groups.
• Personal coaching in some cases is disruptive of the trainers productivity.
• Expensive.
TECHNOLOGY TRAINING
• Also known as computer based training (Ally, 2009).
• It is easy to use and therefore it is replacing the other traditional methods.
• The main techniques employed include:
➢ Text- only
➢ CD-ROM
➢ Multimedia
➢ Virtual reality
PROS AND CONS
Pros
• Computer training programs are easy to use.
• They can be custom designed or customized.
• Effective for helping employees develop practice skills.
Cons
• Require computer literacy.
• Require computer access by the trainees.
• Little or no interaction with the trainer.
CONCLUSION
• Instructor led training is one of the most effective approaches of training.
• Many regard it as boring training .
• However, it is interactive and sets activity in the classroom setting Webster(Stratton et al., 2011).
• The choice of the instructional design depends on factors such as:
➢ The number of students in the class
➢ The setting of the class
➢ Cost effectiveness of the method
REFERENCES
Ally, M. (2009). Mobile learning: Transforming the delivery of education and
training. Athabasca University Press.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and
measurement methods. Routledge.
Webster-Stratton, C., Reinke, W. M., Herman, K. C., & Newcomer, L. L. (2011).
The incredible years teacher classroom management training: the methods
and principles that support fidelity of training delivery. School Psychology
Review, 40(4), 509.
1
Needs Analysis
Tracey Flowers, Valeisha Harrison, Melissa Reamer, Danialla Schreiber, Daniel Stevens
HRM/326
September 5, 2016
Jeff Herring
2
Introduction
Employees in the workforce today are required to have individual skills to complete their
jobs. The job can be simple and require very little training or one that is more complex and
requires specialized training. For the employee to perform a job efficiently, he must understand
the requirements of each position. The purpose of this paper is to determine what training needs
are necessary for the McDonald’s corporation for the corporation to maintain their competitive
lead.
McDonald’s is the leading hamburger fast food provider worldwide, with over 36,000
restaurants in over 100 countries. The commitment to training is a part of their success.
According to “McDonald’s” (2010 – 2016), “Our strong commitment to the training and
development of our People has resulted in many “firsts” and honors…” (Hamburger University).
The skill-based needs analysis will determine what areas of training are required and will include
an organizational, team and task analysis. It will also include measurable criteria and will show
evaluation and the necessity of continuing education to ensure the relevancy of the training
courses.
McDonalds Analysis
McDonald’s Fast Food Restaurant was founded in 1940 in San Bernardino, California
and is currently the largest fast food chain in the world. The company operates and franchises
the restaurants in more than one hundred countries and serves a menu which is locally relevant
consisting of quality food and drinks at reasonable prices. In July of 2015, McDonald’s reformed
their organizational structure to better manage their global operations. Their organizational
structure enables them to manage markets based on their performance levels versus geographic
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locations as in the past. This structure also allows them to adapt to changes in different markets
based on customer satisfaction and other issues that may arise.
McDonald’s global hierarchy emphasizes corporate control. Their CEO directs all
activities which are then passed down to the middle managers and the restaurant managers. They
also use a function-based group structure in the hierarchy. Some of the different function groups
are human resources, supply chain and franchising, and a legal group. This allows them to
address basic functions within their business. One advantage of this structure is that it allows
McDonald’s to implement strategies based on market performance similarities. A disadvantage
of this structure is that they have little flexibility because it generalizes strategies for those in the
same performance-based divisions.
McDonald’s organizational culture supports the company’s industry positioning goals.
They highlight human resource development and efficiency and support business growth and
success in the international fast food market. The four characteristics of their organizational
culture are People, Individual Learning, Organizational Learning, and Diversity and Inclusion.
The company’s Core Values and Standards of Business Conduct, stress the significance of
supporting people and encourage employees to have open communication with management to
make improvements.
McDonalds promotes lifelong learning and offers support to do so throughout the
organization. The business also places a lot of emphasis on diversity and inclusion because they
believe that this is key to continuing to grow and thrive in a global organization. One advantage
in their organizational culture is that they are people centered, and they encourage all of their
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employees to learn. However, a disadvantage is that they do not stress the importance of high
quality and excellence in individual importance.
Team Analysis
Team analysis is the where the dynamics of the McDonalds team is looked at and
specifies the reasons for the conditions that are identified and offers new methods to
counterbalance the weaknesses and expand the strong point. In this report considerations are
made in which would have an impact on all groups or teams that may show up in the dynamics
of the factors networking all together. Team analysis is an executive report that outlines the
report major outcome and recommendations. The report is also used to compare the specific
justification of the inclusion of a particular group. This allows the group from McDonalds to
make sense of how each team or group fit in and benefit the company. Team analysis reports is
used to show the reliability and accuracy and the goals of each group and how each member
within each group have a common purpose and experience needed to help the company succeed.
Task Analysis
The objective of our task analysis will be to understand better how employees complete
their tasks and ultimately achieve their goals. Some of the aims of a McDonald franchise include
gaining efficiency, increasing profit, and reducing waste. A daily account of waste is calculated,
and the goal of management is to have zero waste at the end of the day. Some of this waste is due
to submitting the order incorrectly. With the implementation of new technology in the form of
point of sale systems, franchises hope to add efficiency and ant the same time, reduce waste.
Technology skills are becoming essential in every business and at every level. Evaluation
of employees completing point of sale tasks will help McDonalds to measure the skills of their
employees and gain efficiency in this area. Measurements can be calculated by the comparison
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of the order itself compared to what is entered into the system, and further compared to what is
received. According to Green (2012) “Computing activities complement these skill domains,
even within highly disaggregated occupations, and the rise in the use of computer technology
explains part of this increase in skill utilization” (p. 64).
Conclusion
Specific organizational and individual training methods are the key to success of any
business and its ability to continue to grow and maintain a competitive edge. Due to McDonalds
being a worldwide business it analyzes its needs for improved techniques, employee growth and
training, based on performance reviews and customer demands. Through supporting ongoing
education and training, McDonalds is one of today’s many trending organizations that recognizes
that one way to improve their success, is by investing in their employee’s professional
advancement and training in an effort to enhance their contributions to the entirety of the
business.
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References
Green, F. (2012). Employee Involvement, Technology and Evolution in Job Skills: A TaskBased Analysis.
Industrial & Labor Relations Review, 65(1), 36-67.
Jurevicius, O. (2016). Strategic Management Insight. Retrieved from
https://www.strategicmanagementinsight.com/swot-analyses/mcdonalds-swotanalysis.html
McDonald’s. (2010 – 2016). Retrieved from
http://corporate.mcdonalds.com/content/mcd/corporate_careers/training_and_developme
nt/hamburger_university.html
McDonald’s. (). Retrieved from https://www.mcdonalds.com/us/en-us.html
Panmore Institute. (2015). Retrieved from http://panmore.com/mcdonalds-organizationalculture-analysis
Panmore Institute. (2015). Retrieved from http://panmore.com/mcdonalds-organizationalstructure-analysis
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