McDonalds is committed to the training and development of all its employees, providing career opportunities that allow individuals to realise their potential'. Training is the foundation of success for any business and a vital means of improvement, as it adds value to their products.
The managers of McDonalds must establish a context for training by deciding where training is needed, how it connects with strategic goals and how organizational resources can be used.
Development goes beyond training, this is where the employee is groomed' to have their career enhanced. For example at McDonalds they have the Management Development Curriculum'. - This consists of on-the-job training and open learning development modules, backed up with courses and seminars.
Performance Management.
A business needs to manage the performance of its employees effectively if it is to remain competitive. Organisations therefore have to develop systems and methods for managing effectively the performance of their employees. For example at McDonalds they have a mission statement to be the UK's best quick service restaurant experience'. If individuals are going to be best able to help McDonalds continually improve, they need to be fully in tune with their objectives. However, the business has to give its recruitment team an incentive to achieve these objective, for example, such things like pay increases and fringe benefits, as it is through these objectives that the success of the organisation can be monitored, as well as measuring the performance of its employees.
All of these functions are important to McDonalds, as their success increasingly depends on their knowledge of how they go about selecting the right people, knowing what skills and abilities are needed in its employees, and how to get the best out of the workforce to enable them to survive in their market.
Why employees are an important resource.