Training Issues in Burger King
written by:
cozy
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December
HUMAN RESOURCE MANAGEMENT
12, 2013
TRAINING ISSUE
IN
PROGRAMME: BA
SEMESTER: Three
CURRENT TERM: October 2013 to January 2014
NAME: - Henok Seyoum Jaleta
ID NO: - B0063FSFS0213
SUBMITTED TO: - David Hall
DEGREE AWARDING BODY: - University of Gloucestershire
1|Page HENOK SEYOUM JALETA B0063FSFS0213
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December
HUMAN RESOURCE MANAGEMENT
12, 2013
Table of Contents
I. EXECUTIVE SUMMARY ..................................................................................................... 3
II. INTRODUCTION ................................................................................................................... 4
III. HRM THEMES AND PRACTICES ................................................................................... 5
1. Employees Training and Development Method .................................................................. 5
2. Implementing an Employee Training .................................................................................. 6
3. Evaluation of the Training ................................................................................................... 6
IV. CONCLUSION .................................................................................................................... 7
V. RECOMMENDATION ........................................................................................................... 8
VI. REFERENCES .................................................................................................................... 9
2|Page HENOK SEYOUM JALETA B0063FSFS0213
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December
HUMAN RESOURCE MANAGEMENT
12, 2013
I. EXECUTIVE SUMMARY
The intention of my paper is to briefly analyze and review the effective training method applied
for employees in Burger King Fast Food Company in relation with how workers in the
organization are recruited before the actual job as well as the achieved results after their
recruitment training. As I have tried to look through, my deep investigation indicates that
employees in this private company have been trained and assessed throughout their recruitment
and job life cycle. Along achieving the training given by the company through the managerial
stuff, employees have been trained and tested out by different types of assessments and then put
to work. Burger King implements a variety of training methods like lectures, group discussions,
and on the job training.
The company’s employee’s method of training is the duty of the executive management, in other
hand the trainee employees are to report back to the line management which is another high
chain management as well. In my analysis which I think should employees should be responsible
for their own training feedback. As the organization prepares the training needs, design, deliver
training and finally evaluate the training effectiveness, it doesn’t attain detailed core points. The
company has put on a lot of different training methods in to account but, it has failed employees
to pass the level expected. This is due to the ignorance of deep assessment and evaluation of
participant employee’s training as I have discovered. The fact that only specific type of training
method along with the undesired and inappropriate training style could not meet the company’s
goal with trainee participant interests has led to failure in passing the level.
I personally recommend on key factors like expanding the training methods, applying a tailor
made training, analyzing and following each and every trainee participant, on how well they are
improving over time and a strong bond between the line managers is needed. Over all, sustaining
a high quality of on the job training, group discussions and to some extent lectures and theories
could really change the business. Other suggestion is making employees to take part in decision
making rather than taking orders could lead for the company’s better future success as well as for
the benefit of the trained employee.
3|Page HENOK SEYOUM JALETA B0063FSFS0213
written by:
cozy
The Marketplace to Buy and Sell your Study Material
Buy and sell all your summaries, notes, theses, essays, papers, cases, manuals, researches, and
many more..
www.stuvia.com
, Stuvia.com - The Marketplace to Buy and Sell your Study Material
December
HUMAN RESOURCE MANAGEMENT
12, 2013
TRAINING ISSUE
IN
PROGRAMME: BA
SEMESTER: Three
CURRENT TERM: October 2013 to January 2014
NAME: - Henok Seyoum Jaleta
ID NO: - B0063FSFS0213
SUBMITTED TO: - David Hall
DEGREE AWARDING BODY: - University of Gloucestershire
1|Page HENOK SEYOUM JALETA B0063FSFS0213
, Stuvia.com - The Marketplace to Buy and Sell your Study Material
December
HUMAN RESOURCE MANAGEMENT
12, 2013
Table of Contents
I. EXECUTIVE SUMMARY ..................................................................................................... 3
II. INTRODUCTION ................................................................................................................... 4
III. HRM THEMES AND PRACTICES ................................................................................... 5
1. Employees Training and Development Method .................................................................. 5
2. Implementing an Employee Training .................................................................................. 6
3. Evaluation of the Training ................................................................................................... 6
IV. CONCLUSION .................................................................................................................... 7
V. RECOMMENDATION ........................................................................................................... 8
VI. REFERENCES .................................................................................................................... 9
2|Page HENOK SEYOUM JALETA B0063FSFS0213
, Stuvia.com - The Marketplace to Buy and Sell your Study Material
December
HUMAN RESOURCE MANAGEMENT
12, 2013
I. EXECUTIVE SUMMARY
The intention of my paper is to briefly analyze and review the effective training method applied
for employees in Burger King Fast Food Company in relation with how workers in the
organization are recruited before the actual job as well as the achieved results after their
recruitment training. As I have tried to look through, my deep investigation indicates that
employees in this private company have been trained and assessed throughout their recruitment
and job life cycle. Along achieving the training given by the company through the managerial
stuff, employees have been trained and tested out by different types of assessments and then put
to work. Burger King implements a variety of training methods like lectures, group discussions,
and on the job training.
The company’s employee’s method of training is the duty of the executive management, in other
hand the trainee employees are to report back to the line management which is another high
chain management as well. In my analysis which I think should employees should be responsible
for their own training feedback. As the organization prepares the training needs, design, deliver
training and finally evaluate the training effectiveness, it doesn’t attain detailed core points. The
company has put on a lot of different training methods in to account but, it has failed employees
to pass the level expected. This is due to the ignorance of deep assessment and evaluation of
participant employee’s training as I have discovered. The fact that only specific type of training
method along with the undesired and inappropriate training style could not meet the company’s
goal with trainee participant interests has led to failure in passing the level.
I personally recommend on key factors like expanding the training methods, applying a tailor
made training, analyzing and following each and every trainee participant, on how well they are
improving over time and a strong bond between the line managers is needed. Over all, sustaining
a high quality of on the job training, group discussions and to some extent lectures and theories
could really change the business. Other suggestion is making employees to take part in decision
making rather than taking orders could lead for the company’s better future success as well as for
the benefit of the trained employee.
3|Page HENOK SEYOUM JALETA B0063FSFS0213
