Employee training programme at McDonalds


    1. Background of McDonald in USA

The first restaurant named McDonald in San Bernardino, California was founding by Richard and Maurice McDonald of Manchester, New Hamsphire in the late 1920s. In October 1948, two brothers recognized that almost their earnings received from selling hamburgers, after that they built a plan to developing a new simple menus with hamburgers, cheeseburgers, french fries, shakes, soft drinks and apple pies.

Nowadays, McDonald’s restaurant stretches around the world with 35,000 outlets serving 68 million customers in 119 countries. They try to build good services to customers with formula: comfortable, save time, friendly service, pureness and delicious food. Not stopping that, they always establish targets to put maximum effort, brings good food – good sourcing – good planet – good people and good communities to customers. With the widening of McDonald’s into many international markets, the restaurant has turn a sign of globalization and the way of tradition’s American life.

Lady using a tablet
Lady using a tablet


Essay Writers

Lady Using Tablet

Get your grade
or your money back

using our Essay Writing Service!

Essay Writing Service

Every year, the economic returns of McDonald have count by developing about quality of food every day. In Dec 2013, McDonald’s Corporation had total revenues of 28.1$ billion and gains of 5.5$ billion. On the other hands, development of the corporation was create more jobs for employees, counting till now, this brand has brought a stable affair more than 1.7 million peoples. A chance to working in this environment as McDonald always has benefits and disadvantages also. Challenge from other competitors impulses McDonald developing a program of training employees and build up an active environment to improve motivation of staffs.

  1. Research title, question and objective
  1. Research Title:

A survey into training employees for McDonald’s USA

  1. Research Question:

How can apply the training employees programs to improve the organization of McDonald’s USA?

  1. Research Objectives:
  • Identify the programs to training staffs.
  • Assess impacts of the organization needs from training programs.
  • Examine a perform efficiency the training in management.
  1. Research Rationale

As for a statement of purpose is concerned about a reason why thread of McDonald’s restaurant has many success and rises to the top of fast food brands. Beside that, to upgrade a skills job near future and really want to find about training and development processes of this restaurant, so I’ve selected this topic. And other reason, human resource management can have a high performance, training employees is an important part to participate in management. Above all of importance human resource management, I really interested in with mange employee and I think it will bring benefits when I research this topic. However, to compete other fast food restaurant, the problem is how McDonald built a different program about training their employees and brings employees into a rival environment. I think my research will help people who want to found a secret of godfather’s fast food and the way they trained their staffs will become a key to success.

  1. Literature Review
    1. Introduction

Hussey (1997) cited that every researcher must consider about moral standards, ethical and laws to avoid the risks. Stroh and Caligiuri (1998) suggested all research should take a time to reading because in the future it will be public in communities. Human resource management is a main section of survey in the business studies. There are many topics as recruitment, selection, development and training employees. Training employees have a deep research on which many people will survey that how it is practice in the current organization. This review provides the answers what factors influence training’s program and to built up a program for employees on what mistakes will happened. In addition, to apply this program into the organizations, what is a difficult thing make staffs unsatisfied. Human capital is viewed as a motive force for the success of the organization because of their skills, efforts, wide knowledge and experience will contribute a good result for company/business (Becker, 1975; Schmidt & Lines, 2002; Harrison & Kassel, 2004). Torrington et al. (2005) realized that employees who participate in the organization must secure to well train almost domains of their business.

Lady using a tablet
Lady using a tablet


Writing Services

Lady Using Tablet

Always on Time

Marked to Standard

Order Now

  1. Issue of training’s program

Facing the challenges during the period of global economic integration, almost companies realized that staff training is one strategy important to enhance competitive capacity with other opposite number. But on the other sides, many managers look at training employees as doing waste costs not to investment. In fact, when asked that “In your company, training staffs is very important?”, many people answer quickly “No”. Most of research believes that managers have a backward thinking and even business do not have knowledge to solve problems. But if we’re going to analyze a problem, the true that training’s program can’t bring a high performance, decreased productivity. Bloom et al. (1956) realized that education was seeing as surrounding knowledge, skills and attitudes.

Firstly, many businesses believed that after apply program of training staffs, they will working better. According to Wood (1999) the main system of training model depended on a series of a suitable specific steps as training policy, a process to defined training needs, built a purpose training, developed a plan training, achieved, confirmed, evaluated and examined training. Secondly, managers create a program to compulsory employees learning a skill they do not know before. The problem is not about communication training skills, this is about training model for attitudes in work and habits used the current communication skills employees have. Finally, there are many basis training, the important thing is that managers examine and choose a high quality of trainer and places where trained staffs. “For only sure and run faster than other competitor is employed the most ability staffs and vouched for the best chance to do very best work” (Claus, 2003).

  1. Evaluate of training employees

It can be seen that training and development employees are always concerned as an important section in augment and expand of any organization (Budhwar and Debrah, 2001). Training employee issues are one of the reasons mention in most of topics. People are difficult creature to training and work together, this is a challenge with all managers, who take a main responsibility for their staffs. To created competitive advantages in the organization, learning organizational has become a part important strategy (Baird & Meshoulam, 1988). The first issue is a self-centered behavior of employees during the training time. In training, team working must put on the top and require employees depends on each others than work alone.

Chen & Kanfer (2006) said that when members in team work in challenging task, they will bring a better performance and higher productivity. Another issue is that an old employee who work in the organization for a long time, they have a propensity independent in work. It means they don’t want to abide with managers or new employees, they try to complete the purpose by oneself and dispute many interest for self. According to Chakravarthy & Doz (1992) benefits to employee includes higher pay profits and raised job security. Torrington et al. (2005) considered that the first development training employee’s activity and most common as always focuses on employee’s knowledge, experience, learning and behavior to embark on work.

  1. Examine a perform efficiency the training in organization
Lady using a tablet
Lady using a tablet

This Essay is

a Student's Work

Lady Using Tablet

This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.

Examples of our work

When companies or businesses apply training’s program, they will review carefully about the result from employees. One of an important thing is managers must prepare a plan to face with risks from external factors and internal factors. Result of training’s program depends on how employees apply their learning into the organization or managers choose a good trainer and right staffs. Jackson and Schuler (1995) believed that the perspective of employee’s training also reduced cost of recruitment and reduced income ratio. One of the common issues is how training has treated. Because most of employees have an ideal together, they want to work in the flexible environment and after training lesson, it can be practice in work and real life. In addition, training program sometimes assemble not justice. It evoked the unsatisfied from employees and this is the reason why they want to give up a training’s program from the start. As suggested by MacDuffie (1995) the interviewees also agreed that security, lawful and healthy interest will bring more effort and work in motivation jobs can help employees increased a high performance. On the other hands, the connection between managers and employees also set-back in the organization. The reason is managers and employees can not find a common voice, it will happened some situation one person do not argue with each others. Result might be decreased productivity, lose the union and bring a bad profit for company or business.

  1. Conclusion

Nowadays, many research tried to highlight the importance of training employees and the factors impact into companies or business like the current research about McDonald’s USA. Employee is a main property in the organization and people contributes enhance a profit, improve organization structure. There is another important that invest into people never mistaken if companies or businesses have preparing face with risks. Management can not take a success without training employees, a good training program will bring more result than other competitors. Both of the new and existing employees should keep trained because of a shortest way to perfect performance is maintained the standards of organization from staffs. On the other hands, choose right people to training will avoid the waste of money and time. This research tried to focus on training needs and how employees trained in right section. There are many factors influence to staff’s effort, research paper also review a different sides to help training employees can work in a motivation environment and enhance productivity.

Training Programs

  • Built a flexible program can help employee saving time and freedom.
  • A training program should be applied not in work also in other situation.

Evaluate of Training Employees

  • Give methods to solve some self-centered and independent people.
  • Managers must understand about psychology of employees and knowledge to solve a conflict in the organization.

Examine a perform efficiency

  • Success productivity depends on trainer and how managers choose the best trained program for their employees.
  • Assemble for suitable interest.
  • Try to find a unitization between managers and employees.

The current research has investigated in some McDonald’s restaurant in California through friend’s researcher and on the Internet. The research could have been in more detail and can expand section if the researcher takes a time to review. But in fact, research has to take more time travelling and survey in real life, it will bring better result in research paper but wasting money can not avoid. A new research can be done to understand the detail of concept and strategy of organization but this is very important with organization. Miller (1991) said that organization development is changed organization culture through used technologies, science, research and theories. “Organization can learn from independent person in the organization but can not bring independent into the organization” (Quinn, 1978).

  1. Main Issue

The research focused on three main issues about the way managers build a training program, impacts of this program in the organization and problems when apply program into the organization. First of all, as every company knows, employees are part contribute to development of he organization, and many companies have invest money to training their staffs. They keep a hopeless insight that employees will bring a better performance. In addition, after training only a small number employee’s work hard, but most of all are not work for a long time, they will forget all of skills learned, do not application what they have learned. A lot of people studied very lazy, understood thoroughly, used wrongly make a complicated work. Why is this so? The problem is that most businesses was training for staffs knowledge, skills and believe that when finish training they will put a better result. In addition, managers have skills to choose a good trainer for their employees. Currently, evaluation, selection of units and training programs in mostly business depend on “luckily”.

Secondly, the impacts of training program will make many employees to become a self-centered. It means a small compete or problems between individuals and individuals must reserve the team problems when talked about training. And an old employee has a leader trends when team working. Every training that they did not want to coordination, and sometimes they had reflected to disagree with new idea instead to work by oneself. Finally, when the organization applied their programs into management system, they have a responsibility to help their employees about problems such as time, freedom, a flexible environment. Besides that, good employees depend on the way managers choose their trainer and basis training, employees can or can not apply the training into the organization. Everyone did not want to sit in the class and after break up, used the learned in the class. A comfortable convention with foods and discussion better, into meeting can looked up about organizational learning. On the other hands, employees do not like training programs influence to individual’s life. Many companies required their staffs have to come to training program on the weekend, or travelling time, or keep their relax time to training.


  1. Chen, G., & Kanfer, R. 2006. Toward a systems theory of motivated behavior in work teams. Research in Organizational Behavior, 27: 223–267.
  2. Hussey, J. and R. Hussey (1997)Business Research: A Practical Guide for Undergraduate and Postgraduate Students. London, Macmillan.
  3. Becker, G. S. (1975) Human capital: A theoretical and empirical analysis, with special reference to education. National Bureau of Economic Research, 16 (2): pp. 287-311.
  4. Schmidt, J. & Lines, S. (2002) A measure of success. People Management, 8 (9): pp.32.
  5. Harrison, R. and Kessels, J. (2004) Human Resource Development in a Knowledge Economy: An Organisational View. New York: Palgrave MacMillan.
  6. Torrington, D., Hall, L. and Taylor, S. (2005) Human Resource Management. Harlow: Financial Times.
  7. Stroh, L. and Caligiuri, P.M. (1998) Strategic Human Resources: A new source for competitive advantage in the global arena. International Journal of Human Resource Management, 9: 1–17.
  8. Bloom, B. S. (1956). Taxonomy of Educational Objectives, Handbook I: The Cognitive Domain, 26(2): 72–91.
  9. Wood, S. (1999) Human Resource Management and Performance. International Journal of Management Reviews, 1: 367–413.
  10. Claus, L. (2003) Similarities and Differences in Human Resource Management in the European Union. Thunderbird International Business Review, 45: 729–756.
  11. Budhwar, P. and Debrah, Y. (2001) Rethinking Comparative and Cross National Human Resource Management Research. The International Journal of Human Resource Management, 12(3): 497–515.
  12. Baird, L. and Meshoulam, I. (1988) Managing Two Fits of Strategic Human Resource Management. Academy of Management Review, 13: 116–128.
  13. Chakravarthy, B.S. and Doz, Y. (1992) Strategy Process Research: Focusing on corporate self-renewal. Strategic Management Journal, 13: 5–14.
  14. Jackson, S.E. and Schuler, R.S. (1995) Understanding Human Resource Management in the Context of Organizations and their Environment. Annual Review of Psychology, 46: 237–264.
  15. MacDuffie, J.P. (1995). Human Resource Bundles and Manufacturing Performance: Flexible production systems in the world auto industry. Industrial Relations and Labour Review, 48: 197–221.
  16. Miller, P. (1991) Strategic Human Resource Management: An assessment of progress. Human Resource Management Journal, 1(4): 23–39.
  17. Quinn, J.B. (1978) Strategic Change: Logical incrementalism. Sloan Management Review, 1(20): 7–21.

Page 1