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Training Needs Assessment in Dolmino's pizza

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Introduction

Training Needs Assessment in Domino's Pizza C O N T E N T S I. Introduction...........................................................3 II. Organisation's Objectives ..........................................3 III. Job Positions...........................................................4 1. Team Members....................................................................4 2. Management.......................................................................4 IV. Individuals and their training.......................................4 1. Training cycle......................................................................5 2. Needs analysis.....................................................................5 3. The recruit..........................................................................6 4. The manager in training.........................................................8 V. Medium and long term career development.........................10 VI. Conclusion........................................................................................10 VII. Bibliography...................................................................................11 VIII. Appendices 1. Appendix 1........................................................................12 2. Appendix 2.......................................................................12 3. Appendix 3.............................................................................14 I. INTRODUCTION Domino's Pizza is the world's leading pizza delivery company and one of the largest of all quick service restaurants chains in the world. It was founded in the United States in 1960. Domino's Pizza Group Limited ("DPG") is a wholly owned subsidiary of Domino's Pizza UK & IRL plc. There are 526 stores throughout England, Scotland, Wales and Ireland. This information is made available to the public through the means of publication in both internet and company's "grey" literature and brochures. This report aims to focus on one single Domino's Pizza store- Berkhamsted store. The purpose of the report is to identify two different groups of employees and to analyse their training needs for current jobs, as well as medium and long term career development. Because of its size the chosen store does not allow to select two groups of employees. This is why the report will be about two individuals instead and will intend to explain the process of determination of the needs and confer about the implications for both organisation and employees. Because of reasons of confidentiality the individuals will not be named. In this case they are manager in training and a recruit. II. ORGANISATION'S OBJECTIVES There are 526 stores throughout England, Scotland, Wales and Ireland. Domino's Pizza's mission is to become the best delivery company in the world and is looking towards its goal of opening 1.000 stores by 2017.It aims to ensure that high brand standards are achieved at all stores. ...read more.

Middle

Disadvantage of the method is that requires planning and preparation by the trainer and there is need of adequate space for the demonstration. If the trainer is not good at their job may exhibit inefficient job practicing. The trainer called also a role model is expected to be highly experienced as others will learn by watching him/her. This type of on-the-job method is called Sitting by Nellie. The manager also assesses training times and constructs a timetable for the training. It is essential to make sure that there is no recruit on training during the rush hours because every minute during the rush is critical. The last part in the training cycle is evaluation. It is a form of research. Hargreaves and Jarvis (2000:139) consider evaluation as qualitative rather than quantitative and state that it is important to know why, what and how to evaluate. It is advisable to be planned in advance. Evaluation can be: * Formative evaluation- it can be formal or informal and is considered as useful at the early stage of the course; * Summative evaluation- questionnaires or interviews at the end of a session; * Impact evaluation- after the course has finished, by interview or questionnaire; Evaluation can be done by tests, examinations, case studies and discussion. Watson (2007:324) notes that evaluation can be undertaken by combining these approaches in order to receive a broader picture of the learning of the employees and the extent to which they have applied their learning in the workplace. Giving feedback is considered to be very useful for teachers, trainers and learners. Another way to provide information on the evaluation is benchmarking. It is believed to be set of activities. (Watson, 2007:328). There are three types of benchmarking: * Competitive; * Functional; * Internal- induction and appraisal; Domino's Pizza manager maintains a weekly report to the Operations Department. He is responsible for appraising the team members. ...read more.

Conclusion

organisation's objectives * Solely motivated by money * The Y workers: * Enjoy work * Seek responsibility * Want to develop as individuals and are self-motivated * Are adaptable and flexible * Are motivated by a range of factors Goal setting theory Goal directed effort is influenced by: * The difficulty of the goals -how challenging and demanding are they? * Goal specificity - goals should be clearly identified and explained * Goal acceptance - they will be accepted if they are appropriate and legitimate * Goal commitment - need to have an interest in the task. Performance is influenced by: * Support from the organisation - are there resources available? * Ability and training - the employee needs to have the skills to achieve the goal Instinct rewards & Extrinsic Rewards are important Satisfaction - will be achieved if the goals are fair. Appendix 3 Some learning theories are as follows: * Structuralist theory - which relates to reflexive learning. * Behaviourist theory - which relates to conscious learning. * Cognitive theory - which relates to the role of mind and instructions. * Social learning theory - which relates the role of the environment. * Experimental theory - which relates to the individual learning styles that include Kolb's learning cycle and Honey and Mumford's learning styles. Honey and Mumford's learning styles (1992) 1 Activist - involves in new experiences; wants excitement and contact with people; prefers learning by doing and group based learning; 2 Reflector - collects new data, reflects on it and then comes to a conclusion; wants objective data and chance to reflect and analyse; prefers distance learning and private study; 3 Theorist - adapts and applies observations in the form of logical theories; wants models, theories, perfection and rationality; prefers e-learning, models, simulations and coaching; 4 Pragmatist - keen on trying new ideas to find out whether they work; wants chance to experiment; new ideas, theories and techniques; prefers personal coaching, planning and controlled experience; ?? ?? ?? ?? 1 ...read more.

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