Mcdonalds Corporation A Leader Of The Fast Food Industry

Abstract McDonalds Corporation has been a leader of the fast food industry since its launch in 1948. McDonalds has grown from a family burger stand to a global fast-food goliath, with upwards of 30,000 locations in 118 countries. (James, 2009) Under the organization of visionary Ray Kroc, a milkshake-mixer salesman, Dick and Mac McDonald opened the first burger stand in San Bernardino, CA. The dipping fries into shakes concept was born and McDonalds franchises swiftly grew: by the end of the 1960’s there were more than 1000 restaurants across the U.S. The first international location opened in 1967 in British Columbia followed by Costa Rica 1 year later. Thru 1979 the chain spread thru Japan, Holland, Sydney, Brazil, and South America. By†¦show more content†¦Lastly it structures its corporate drivers with the following 3 objectives; A Franchise model that ensures the deliverance of the framework of values globally, Product consistency through a sophisticated supplier network ed operation and distribution system, and a strong service brand. (Company Profile:: AboutMcDonalds.com, n.d.) In the early 2000 the CEO Jim Skinner unleashed the winning principles for the corporation known as â€Å"Plan to Win†. This strategy of his is credited with turning around the falling earnings. The idea was to establish a true focus on faster and friendlier service with tastier foods with more attractive environments at a better value with better marketing. This approach held up and increased sales from $50.1 billion to $70.1 billion in 2008 as you can attest to below. Let’s consider the sales of hamburgers during this time in staying with the frequented logo â€Å"100 Billion Served† to visualize the demand curve. The products served at McDonalds in the United States and abroad range from burgers to soup and its goal is to serve as many people as fast as possible with friendly, quality food and service in clean surroundings. They are known for menu variations globally to cater to local tastes and culinary traditions. McDonalds has introduced several nuances int o the industry that have established sensation’s across the industry. Some of these included introducing the â€Å"Kid’sShow MoreRelatedMcdonald s The World s Leading Fast Food Service Retailer Essay938 Words   |  4 PagesMcDonald’s Corporation is the world s leading fast food service retailer. In 1948, This infamous fast food company initially began as a small hamburger stand in Des Plaines, Illinois. This restaurant which would soon become a market leading force. It was founded by two brothers, Dick and Mac Donald. McDonald’s currently has over 30,000 restaurants in over 100 countries. McDonalds serves nearly 47 million customers daily. It is one of the worlds most well-known brands and is a significant leader in theRead MoreMcdonalds : Mcdonald s Restaurant1146 Words   |  5 PagesEven McDonald has built in America but in recently, to describe McDonald’s restaurant, it is one of the biggest fast food restaurants in the world. Today, McDo nald has cover more than 100 countries, more than 30,000 restaurants and serves more than 50 million worldwide in one day. McDonald use letter M with golden color for their logo, the logo is really important because the company show the brand quality and company has developed for customers for many years ago. However, the McDonald has beenRead MoreMcdonald Business Environment906 Words   |  4 PagesIntroduction McDonald Corporation is the world’s largest chain of hamburger fast food restaurant. There are over 30,000 McDonald’s restaurants in more than 100 countries and served an average of 50 million customer daily. 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Ray Kroc, credited with the chains global ambitions, bough the rights in 1955, he developed the brand and created the McDonalds Corporation. Throughout this study I am going to evaluate the marketing strategies being pursued by McDonalds and identify the market dominance, which has lead to McDonalds being on of the most successful multi-nationals to date. Effective marketing has enabled McDonalds to create a worldwide demand for fast food. ‘The aim of marketingRead MoreMcdonald s Business Strategy Analysis1465 Words   |  6 PagesEven McDonald has built in America but in recently, to describe McDonald’s restaurant, it is one of the biggest fast food restaurants in the world. Today, McDonald has cover more than 100 countries, more than 30,000 restaurants and serves more than 50 million worldwide in one day. McDonald use letter M with golden color for their logo, the logo is really important because the company show the brand quality and company has developed for customers for many years ago. However, the McDonald has beenRead MoreMcdonalds: Polishing the Golden Arches1199 Words   |  5 Pagescharacteristics, the five forces analysis, and also the driving forces of the fast-food industry. After that we identify the strengths, weaknesses, opportunities, and threats by using SWOT analysis. Finally, we classify McDonalds strategy into one of the five generic competitive strategies. ANALYSIS The chief economic and business characteristics of the fast-food industry In 2003 sales for the U.S. consumer food-service market totaled approximately $408 billion. For the sandwich segmentRead More Strategic Management of McDonalds Essay1134 Words   |  5 Pagescharacteristics, the five forces analysis, and also the driving forces of the fast-food industry. After that we identify the strengths, weaknesses, opportunities, and threats by using SWOT analysis. Finally, we classify McDonalds strategy into one of the five generic competitive strategies. ANALYSIS The chief economic and business characteristics of the fast-food industry In 2003 sales for the U.S. consumer food-service market totaled approximately $408 billion. For the sandwich segmentRead MoreMcdonald s A Fast Food Restaurant1173 Words   |  5 Pages McDonalds brothers started in 1941 with a unique and attractive idea by opening a fast food restaurant and it was successful, and McDonalds was said to be the first of their kind in the fast food industry which gave a great opportunity to entering the market and shortly after that dominating it for years, they almost had no barriers for entry and they were also able to crush the rivalry old classical eat-in- restaurants with their unique idea of foods that were of a good quality, quickly assembledRead MoreLearning Team Assignment Control Mechanisms of Mcdonalds1477 Words   |  6 Pagesbecome a leading competitor in the fast food industry. They are a household name famous for its signature â€Å"golden arches† and â€Å"supersized† fries. McDonald’s is an international corporation that manages several hundred independently owned stores. To effectively manage this type of corporation, McDonald’s must use several control mechanisms. Below is an analysis of McDonald’s control mechanisms and how the management functions incorporate them. Managers and corporations use four controlling functions

Benefits of the Internet Free Essays

Reviews and investigation have concluded that the Internet was one of the most important inventions in the last years, and its development is growing every day. People’s lives have changed since this technology arrived. The main idea of my speech will be to explain the audience how   we benefit from the internet today, and how its development has made our lives easier. We will write a custom essay sample on Benefits of the Internet or any similar topic only for you Order Now It will be an informative speech, but the idea is not to make it a technical speech with technical content, but a speech easy to understand for others. I will have to take into account that almost everybody knows about the internet, but the audience may not realize how useful it is, and how we benefit from it. I will try to give the audience some examples that will make them understand what do I mean by â€Å"benefits†, trying to make clear stories about each of the main uses of the internet, as for example how people started using email instead of regular letters, or visiting web sites instead of spending hours in a library. I will have to be clear with my messages and try to maintain the audience’s attention by using simple ideas because people usually don’t like to listen about technology as it seems a boring subject. The information I will use it will be based on my own experience, so that will help the speech content to have a humanized aspect. I don’t think that I will be using many kinds of visual aids in this subject, although I might be presenting some transparencies with facts about the increase in the usage of the internet and the benefits of it, and this will help to reinforce the ideas to the audience while I explain them. While I was having a conversation with my classmates that helped me choose the topic for my speech, I tried to talk to them and see what each of them did with the internet and how they took advantage of it. This will help me to more or less see what can I focus on, and on what I will have to be more specific. The interest of the audience will be difficult to maintain if I don’t start with a good motivation, so I will try to begin the speech with something interesting and completely new about the internet, like a future project that engineers are working on that might not be known yet, but that the audience might like for the future. It is a wide topic, so I will try to make it as clear as possible, so as to be manageable and understandable.       How to cite Benefits of the Internet, Papers

University Art Museum free essay sample

Case study: The problem with this organization is quite simply that the campus does not know what thegoals of the museum and its associated faculty are or should be. This is a fundamental flaw in therunning of any organization, be it bureaucratic of collectivist. The museum? s goals had rested with thecurator, Miss Kirkhoff, who has been the most influential individual in the museum? s history. Now thatshe has retired, and her successor was found to have very different goals for the museum, the universityitself needs to take responsibility for the museum. The governing body, the search committee, may resemble a collectivist council, but they do notshare a similar set of goals and values. This is evidenced by the presence of the economist within thecouncil. The Dean, while it wasn? t mentioned within the text, likely has final say over the results of anydecisions made by the committee. It is also easy to conclude that the members of the committee do notget compensated equally. We will write a custom essay sample on University Art Museum or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Based on title it would be apparent that the dean presiding over the councilmakes more money than other members who are just pulled from other departments within theuniversity. With this in mind, and basic knowledge of how universities tend to work, this organization isa very weekly organized bureaucracy which is missing some very fundamental characteristics which arekey to the structure. The most obvious and glaring characteristic of bureaucracy missing from this equation is formalwritten rules. The mission statement of the museum has not been written down, and has not even beenconceived of in the first place. When the most recent director took over, he was not given anyguidelines to follow while he ran the museum and simply set in motion his own personal goals. Theseguidelines and mission statement need to be formulated and written down for the committee toconsider when choosing their next candidate. Fixed jurisdictional areas are also missing from this structure. It is clear that the committee iscomprised of members who do not all have an art background. When making decisions based on who isqualified to run a museum, and in what direction the museum is to be taken, individuals with anappropriate background should be involved. In order to make this a smoothly running bureaucratic structure I would first implement thesteps that the presiding dean has already begun. A mission statement needs to be formulated for themuseum first and foremost. These goals and guidelines should perhaps be formulated by Miss Kirkhoff herself since the university seemed to be pleased with the way she ran the museum and artdepartment. This accumulation of written goals and guidelines would be submitted to the appropriateauthority for approval and then provided to the search committee. Secondly, I would gather the currentfaculty associated with the museum as the search committee rather than the appointed council of members from outside of the art department. This committee would be run by the appropriate dean,and would check candidates against listed criteria formulated to suit the mission statement. Once acandidate was hired, he would be made aware of his restrictions and the guidelines that he was tofollow. This would keep him on the short leash that is customary within bureaucracies. This committeewould only function as a committee when comparing individuals who fit all of the guidelines against

The Lady and Her Five Suitors free essay sample

The importance of obtaining a high efficiency rating by the school, its faculty and students has compromised the principles of most of its administrators. It not only affects the efficiency of the schools and their faculty but it also contributes to the decline in the actual performance of students. The story also shows how the activity can be turned into an opportunity to punish insubordination by assigning the most problematic and difficult tasks to the most â€Å"not-liked† teachers and students. The story also exposes the Filipino’s mentality towards competition. Sometimes one’s pursuit for personal and professional growth can be mistaken a threat to another man’s job or authority. More likely, it would be interpreted as â€Å"showing-off†. Unfortunately, the conflict between different interests not only affects those involved but usually extends to all the faculty, which in turn causes polarization in the workplace. A visitation announced a month in advance defeats the purpose for such an activity, as was clearly shown in the story. We will write a custom essay sample on The Lady and Her Five Suitors or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It gives the school administrators the opportunity to prepare and hide the infirmities of their respective schools. The results are usually not reflective of the true status and situation of the schools because only the good things are highlighted while the bad things are hidden. Sometimes overnight makeovers are resorted to so that there will be the appearance of compliance with the educational standards. The whole activity boils down to making an impression and satisfying a group of assessors, who are treated like gods by flattery and gift-giving. The irony of this is that the death of idealism starts from the school, which is supposed to be its cradle. Students are exposed to the practice of conformism and favor-currying by their teachers. The school is supposed to protect the students from such corrupt practices. Due to this kind of bureaucratic practice in the public schools, the standard of education is lowered. The true progress of our educational system can not be assessed. Teachers are not promoted based on efficiency, competence, professionalism and other criterion used in the merit system. The story is a microcosm of the corruption existing in our country. Apparently, corruption is already in the grass roots. It would seem that the only way a person can climb the bureaucratic ladder is to allow himself to be eaten by the system. Good people in the government are usually punished for doing their jobs, while bad people are rewarded for doing things other than their jobs. Indirectly, the story shows the direct proportionality between success in the government and the ability of one to compromise his principles, values and character. The more one compromises his principles, values and character, the more likely he will succeed. Justice is indeed hard to find in the Philippines. Those who sacrifice and dedicate their lives for the good of the country usually end up getting nothing and having nothing. In the end, it’s always the children who will suffer. They are the ones who will taste the products of the mistakes of their fathers. Ironic though because fathers usually resort to these malpractices to ensure a good future for their children. ?

Essay Sample on a Response to Intervention Model in School Districts

Essay Sample on a Response to Intervention Model in School Districts There are many issues facing educators today, which impact the academic lives of todays students. One issue at the forefront is the organization and implementation of a Response to Intervention model within school districts across the state. A Response to Intervention (RTI) model allows all school personnel to better integrate the services offered within districts or buildings, thereby enhancing the delivery of all available services. RTI is composed of three main components: A tiered system of services, a problem-solving approach, and a data collection system. First, the tiered system allows each student’s individual needs to be addressed. Services are offered through tiers: universal services offered to all students, supplemental services offered to students who need some additional support, and intensive services for those students who need extensive support. Secondly, the problem solving approach allows teams of people to work together to meet those student’s needs. Finally, the data collection system is the key component to noting how the students are progressing and achieving the necessary benchmarks. RTI allows for districts to increase involvement from all interested parties in a student’s education including: staff, students and parents. It automatically allows for the accountability required by federal and state legislation, and also increases student achievement. However, it is not without it’s detractions. RTI requires new skills and training across the field. Often the implementation of the data collection and management is overwhelming. I believe that using an RTI model is beneficial when implemented in a thoughtful manner. The mind-shift and perhaps personnel shift that may need to occur should be provided through staff development and the implementation of coaching. Additionally, I believe that shifting the focus from how students are performing from where students are placed is singularly the biggest step forward in pre-referral and service delivery in decades.

Adoptees Should Have the Right to View Their Adoption Records

Adoptees Should Have the Right to View Their Adoption Records Disclaimer: This work has been submitted by a student. This is not an example of the work produced by our Law Essay Writing Service . You can view samples of our professional work here . Adoptees Should Have the Right to View Their Adoption Records â€Å"In all of us there is a hunger, marrow deep, to know our heritage, to know who we are and where we have come from. Without this enriching knowledge, there is a hallow yearning; no matter what our attainments in life, there is the most disquieting loneliness† (Haley Roots qtd. in Freundlich 3). Sealed birth records are a generally new tradition in society. In fact, the idea did not exist before the 1950’s, and was not widespread until the 1960’s. Most records were sealed in two steps – first from the public, and then from those named in the records. â€Å"The constant closing of records arose from the upcoming idea that families formed through adoption should be indistinguishable from those formed by birth. In addition, society was changing its perception and treatment of adult adoptees and unmarried birthparents† (Hasegawa, Busharis 24). During the 1970’s, search and reuni on support groups formed throughout the country. Then, in 1978, the Department of Housing, Education, and Welfare assembled a pair of experts, including a birth parent and an adoptee, to draft model uniform adoption legislation. Proposed in 1980, the act recommended that adult adoptees have access to their original birth certificates, as well as court and agency records about their adoption. â€Å"Unfortunately, the proposed legislation energized groups that wanted adoption to remain a secret† (Hasegawa, Busharis 24). The act finally endorsed did not address adoption records, and a system of unequal treatment under law – where adoptees were denied the right to access birth information that everyone else had – continued to become more established. Throughout the 1980’s and into the early 1990’s, no state reversed its sealed records laws and some that had not until that time finally did. Only Kansas and Alaska continued to give adoptees access to the ir birth records. Most recently, many states created intermediary, or registry systems. â€Å"Registries, though, were a ‘compromise’ supported by closed records advocates, and were highly restrictive. Some systems required adoptees to obtain their adoptive parent’s permission, and at least one had a counseling requirement. Such restrictions, along with a lack of funding and popularity, kept registries from accomplishing much of anything† (Hasegawa, Busharis 24). The opposition has many arguments to support their cause. They believe that opening records violates promises to birthmothers; imposes unwanted relationships; increases abortions and decreases adoptions; undermines the integrity of the adoptive family and the institution of adoption; increases the foster care population; violates constitutional rights to familial and reproductive privacy; violates rights to avoid disclosure of confidential information and constitutional equal protection; and the p rivacy rights of adoptive parents. However, these arguments are not accurately based off of collected data and a correct analysis of the law. â€Å"To begin, state laws have never promised birth mothers complete confidentiality from their children, and adoption practitioners’ verbal promises of confidentiality are not – and cannot be – binding unless they are supported by law† (Freundlich 17). Courts have proven that such promises can exist only if the laws expressly state that the closure is both absolute and permanent. The statues and adoption records are neither. Furthermore, reviews of signed agreements have found no such â€Å"promises† in writing.

Incorporate Essay Example | Topics and Well Written Essays - 250 words

Incorporate - Essay Example This price that the option is offered is referred to as a â€Å"grant† price. This â€Å"grant† price is usually the market value of the shares at the time the employees are granted that opportunity to receive the stock option. Those employees that have received the grant hope that the market value of the shares will later increase and thus benefit from the grant. This program is perceived as a flexible way of sharing the company’s ownership with employees. This thus calls for high performance of employees as they feel attached to the company they are working for. It also attracts and retains a motivated workforce. However the option is not a strategy that would work for a company that its future is not certain as members and staff off the company would take that opportunity to sell their shares to avoid total loss of their investment. This can be valued by using the information of the company’s annual report. Using HP as our case study we begin by valuing the employee stock options using the black-Scholes option pricing method. To calculate the black-Scholes value, we combine the information with our estimates of the following

The Doctrine Of Judicial Precedent Essay Example | Topics and Well Written Essays - 1750 words

The Doctrine Of Judicial Precedent - Essay Example Nonetheless, decisions in the divisional courts influence the decisions of judges sitting individually in several cases. Another section involves the Crown Court that remains bound on the judgments delivered by juries sitting in both the House of Lords as well as the Court of Appeal. It is also worth applying judgments by individual judges presiding over cases in the Crown Court to make deliveries by High Court judges. Magistrate and county courts do not precedent authorities and remain bound by decisions in the superior courts. Each case in the courts must have obiter dictum that constitutes a statement made in the process of delivering judgment and the ratio decidendi, which entails the major factor resulting from the decision. The corridors of justice also have other sources carrying persuasive authority and include books among them Bracton thirteenth century, Glanville twelfth century, Blackstone eighteenth century, as well as the Coke seventeenth century. Summarily, it is of con sequence to note that common laws do not need their binding authority using a single act of parliament enactment. However, it requires a series of enactments. The essence is not on the quantity constant changes, but on the process through which the same law develops starting from the ratio decidendi in several cases. Sometimes cutting an exact difference between obiter dicta and ratio decidendi becomes difficult because they flow in a continuous manner. The fact is that the law did not develop in a single law-making exercise.

It Is a Constant Image of Your Face Essay Example for Free

It Is a Constant Image of Your Face Essay Dennis Vincent Brutus was a South African activist, educator, journalist and poet best known for his campaign to have apartheid South Africa banned from the Olympic Games. He lived between 28th November 1924 and 26th December 2009. He was born in Rhodesia (now Zimbabwe) and had ancestry of mixed French, Italian and South African. His activist life likens him to a crusader for his country. A knight on duty for a mistress; and this has so often appeared in his poetry. He loved South Africa deeply and did everything to win its freedom. In this poem, â€Å"It Is the Constant Image of Your Face†, he closes the first stanza by saying â€Å"my land takes precedence of all my loves†. This was his passion. While he was in prison, news broke that South Africa had been banned from the 1964 Tokyo Olympics as he had campaigned for. First Thoughts on the Poem In this poem, the poet experiences a deep feeling of guilt and remorse. The poet has framed an image of his beloved whose face is constantly before him, while he is engrossed in a world of his own; a world in which thoughts are like knives, hurling accusations at him. These accusations cut deeply into the poet’s consciousness and remind him of his treachery to his native country. Apparently, the poet has left his native home, having been captivated by the beauty and assurances of his beloved. However, deep in his heart he knows that no other love can lay claim to his loyalty but his homeland which is above all other loves. Feelings of remorse and guilt plague the thoughts of the poet. To him, leaving his country is like an act of treason and treachery. Although he prizes his beloved, he pleads for forgiveness from his country whose tenderness matches or surpasses that of the beloved. Second Thoughts on the Poem This poem is a typical Dennis Brutus poem. As is characteristic, he compares his love for South Africa, to the love he has for some other person. Maybe, a woman! He opens the poem by saying ‘the constant image’ (line 1) of his woman’s face and the ‘grave attention’ (line 3) of her eyes which survey him amid his ‘world of knives’ (line 4), accuse him perennially. This is all coming to him as a memory because in line 2, he makes the allusion to a period gone when his love was knelt before him with the frame of her face in his hands. His ‘world of knives’ can mean so many things at once. It could mean that Brutus was surrounded by apartheid South Africa with its numerous brutalities. It could also mean that he was conflicted inside him, in a way that struck him like many knives piercing at once. Again, he could be talking about the conflict between his two loves as the poem tells us as we read on. And we are yet to know what she accuses him for, but Brutus doesn’t make us wonder long. She accuses him of heart’s-treachery (line 6). No, not even accuses but convicts! He has accepted that he has been treacherous to his woman, going on to probably share his love with another. But he does not apologise for it. He tells her that none of the two of them can ‘plead excuses’ (line 7) for his seeming infidelity because apparently, he cannot stop his love for his land and she can also ‘claim no loyalty’ (line 8). I want to risk saying that he is saying that he’s not bound to be loyal to her because ‘my land takes precedence of all my loves’ (line 9). He loves his land more than all his other loves. His land is his woman’s rival. The second stanza is an attempt to pacify the heart of his woman who has been brought to the saddening realisation that she cannot have her lover all to herself. He begs mitigation (line 10), meaning that he admits that he has done wrong but is ready to give reasons for it. He calls her lover an ‘accomplice of my heart’ (line 11). That is like saying that she is equally guilty of his betrayal of his greater love. The woman is so beautiful that she has blackmailed him with her beauty (line 12) and made him a backslidden lover when it comes to his land. He has given his heart to another one outside his precedent love. In fact, her love for him has been so sweet and protective that he finds no shame in confessing his denial of his country. He calls it a ‘still-fresh treason’ (line 15). But in this confused place, a world of knives, he pleads, hopes (line 16) that his dearest love (line 16), South Africa, will pardon him freely (line 17) and not blame his woman. He ends by revealing more of his confusion, saying that South Africa, his first love, is his woman’s ‘mistress (or your match)’ (line 18), not knowing which to say is more tender. He loves one, he loves the other. One was able to conspire with his heart and steal his affection from the other, and now he does not even know whether the two are matched or one is dearer to his heart. The greater emotion here is Brutus’ guilt of diluting the apartheid struggle with other cares. His love of his land is shown here overwhelmingly. This poem is another beauty that has added a little more tonnage to my love for this most romantic of poets coming from Africa.

Airport Observation Essay -- Descriptive Essay, Description

The heart begins racing the moment the car pulls into the airport parking lot. The smell of jet fuel, automobile exhaust, and hot tarmac combine to assault the senses with images of exotic escapes and the kind of freedom that can only come from airports. I feel the thrum of the engines at takeoff and the vibration of the plane during the flight in my skin. I see people listening to MP3s and playing video games. I hear the couple behind me chatting about the weather in Florida and the possibility of rain. I recognize the smell of fading perfume that women are wearing. Chanel, Windsong and White Diamonds clash with the smell of popcorn and Quizno sandwiches. The whir of wheels on marble and concrete mixed with the mechanical, yet pleasant, voice on the public address system calling for someone to go to the nearest courtesy phone, or announcing that flight 896 is now boarding at gate 11. Underneath the functional surface is an undercurrent of excitement, anticipation, impatience, and boredom. I hear snippets of conversation from people passing me on their way to the next gate...

The Importance of Diversity in Communication Today

The world we live in is a world composed of constant changes and differences among people. History would tell us how far the age of humanity has stretched—from the period of cave men, to the age of land explorations, to Renaissance, up to the age of industrialization, and now, the period of globalization. Still, there are available tools and ways to settle each difference among people. One of the most useful and most effective ways to do this is through communication.Communication helps greatly in the filling of gaps among people who have differences in views, culture, and contexts (Sproule, p. 13). Its diverse nature has proven to be playing a major role in the past. For example, during the time of the early cave men, communication was done non-verbally. It indicates the simplicity of life during the said period. It was very different during the Industrialization Age when other tools for communication were invented. The appearance of telephones and early computers made a grea t impact in the area of communication. These changes suggest that communication adapts with time and the needs of the people during that time.In this current period though, what is the role and importance of diversity in communication in a globalized world? Diversity among cultures is one thing that plays a major role in communication today. With the differences in their views, tradition, and religion, people from different cultures often clash with each other. In communication, it should be noted that cultural diversity is one of the crucial and important aspects we should consider when communicating (Bovà ©e, p. 26). For example, today that we are in the world of capitalism, business communication plays a vital role for the success of companies and industries.When dealing with business partners and businessmen from a different race and culture, it is important that we knows how to communicate with them with background and knowledge of their culture (Schirato, p. 87). For example, the Japanese are known to be patient and values formality when dealing with their businesses as compared to other Western ones who are more direct, straightforward, and informal. Diversity in the products of technology also gives an impact to communication nowadays. Because of the invention of the Internet, written, verbal, and non- verbal communication are no longer limited. DuPont, p. 66). Written communication now changes from the way it used to be.For example, mails today no longer require long days or hours of waiting to be received. Instant messaging, just as chat and e-mails, are rampant today and helps in the fast sending and receiving of messages. The ways on how to communicate verbally also change with the use of the Internet. Before verbal exchange of messages can only happen personally. But now, video conferencing, wherein two people could talk to each other even if they are in two different location, is possible.Major changes in the area of non- verbal communication ar e also taking place. Other products of technological advancements add to the range of diversity communication has. The diversity in the products of technology helps communication to be faster, powerful, and effective. Although there are negative issues regarding online communication, we could not still hide the big impact technology has made to change the way we communicate. In addition, cultural diversity for others is a barrier for effective communication. However, the diversity helps in for further understanding and growth of the people.

IMPACT SOCIO CULTURAL FACTORS ON BUSINESS Essay

Business is an economic activity and decision making by the management is an economic process. It will be influenced by economic and non economic environment of business. You will appreciate that the business environment is quit complex, with heterogeneous elements in the environment. A manager must understand and analyse this process of interaction. In particular, you must note that all non-economic, environmental variables have economic implications, and that is why these variables singly or jointly, affect business activity. Business must have a social purpose; business concern must discharge social responsibility and social obligations and have social commitment. Otherwise business cannot enjoy social sanction. We may identify the critical elements of the sociological environment of business. These elements are: Social institutions and systems Social values and attitudes Education and culture Role and responsibility of Government Social groups and movements Socio-economic order Social problems and prospects Social institutions and systems Social Institutions and systems develop through history, culture and heritage. The caste system, the fount family system, child marriage, sad and the patriarchal family are all examples of social institutions and systems. Until the recent past the caste system ensured a very simple occupational division of labour in our society. The place of the individual was very clearly defined in the social hierarchy of the joint family system where division making was centralized in the head of the family who commanded respect for his age and experience. Social Values and Attitudes In India Today, most of these age-old social institutions are dying fast. It is because the social values and attitudes are changing very fast. The western values of individualism have caught our imagination. Indian women no longer remain satisfied as housewives. Business does not remain confined any more within a given community or caste. Customs, traditions and conventions are no longer rigid. They become flexible. Society’s view of its authorities, responsibilities and delegation, its attitude towards business as a profession, towards achievement and work, towards ownership and management-all have very definite implications for the sociological environment of business. Education and Culture Then come Education and culture as an ingredient of the sociological environment. In this category you may list the attitude towards education; the need for business education; education matching the skill requirement of industry and manpower utilization the role of business schools and executive development programmes ; education versus training ; correlation between formal literacy and the level of culture; the spread of education and its impact on business ethics ; material progress and business morality ; business culture and organizational culture. Role and Responsibility of the Government At a given point of time, society has a level of achievements and aspirations. Such achievements and aspirations have to be defined clearly and categorically, and any divergence between the two has to be bridged through relentless social effort taking care of social welfare and social constraints. This is where the role of the Government as a welfare state comes in. The government is the apex social institution. It is the Government which has to make sure that social progress is not handicapped by the tyranny of the majority, otherwise social tension. Social Groups and Movements Social tension originates in groups composed of frustrated individuals from groups on the basis caste, creed, religion, language, trade and profession and similar other factors. Social groups and the social movements that they engineer are a critical variable of the non-economic environment. Some of  these groups have direct business interests. Thus, consumerism, trade unionism, the cooperative movement, professional management, and shareholder’s associations all pose challenges for business operations. Socio-economic order In a country like India, we have a plural society. Ours is a land of a variety of food, dress, languages, religions, and culture. We also have dual economy with the traditional sector co-existing with the modern sector. Technological dualism in India is very pronounced. Bullock Carts ply on the roads and the Airbus flies through the sky. All these make a very unique socio-economic order for India today. From time to time, this social order gets disturbed and modified, hopefully for the better, through social movements and social policy formulation on subjects like science and technology, ecology and forestry, family planning, animal husbandry etc. Social problems and prospects Social Problems and prospects are just offshoots of a changing socio-economic order. You might be aware that consequent to industrialism and socio-economic development in many developing countries, the death rate has fallen faster than the Birth rate, and this has resulted in an explosive growth of population. This in turn has brought about growing unemployment and poverty, poor housing and sanitation, urban congestion, pollution and increasing incidence of anti-social activities. Therefore, economists suggest that you should always attempt a social cost-benefit analysis of industrial development. As society moves from the pre-industrial stages of development, social benefits must outweigh social costs, otherwise the emerging new social order will prove unstable SOCIAL MOVEMENTS The nation has witnessed several social movements. With the passage of time, as industrialisation proceeded either in the form of a revolution or evolution, sooner or later organised movements were engineering by various social groups to protect their own interests. The class-conflict grew in intensity, and consequent upon that grew a variety of social movements. THE TRADE UNION MOVEMENT Trade unionism is the child of industrialisation. With the growth of the industrial culture, workers have felt that their socio-economic interests cannot be protected if they do not come together in some sort of organized union. THE CONSUMER MOVEMENT Like the labour movement, the consumer movement also exercises a considerable influence on the socio-economic environment of business. A strong consumer movement is the sine qua non of a healthy household sector in an economy. THE MANAGEMENT MOVEMENT Compared to trade unionism and consumerism, the management movement in India has been relatively strong and distinct. Since Independence, one finds certain distinct trends in our corporate management Philosophy and structure. Independent India inherited a structure of corporate management which was dominated organisationally by the Managing Agency System, and entrepreneurially by particular business communities and, among them again by a group of families of big business houses. THE SHARE HOLDER’S MOVEMENT In our socio-culture environment of business, the shareholders’ movement is a recent offshoot of the professional management movement. The shareholders ‘are increasingly becomingly becoming aware of their legitimate rights. ENVIRONMENTAL MOVEMENT Issues related to protection of the environment and ecology have received worldwide attention not only in developed countries but also in the developing countries. Increasing concern has been expressed about environmental degradation which can risk human life and existence.

Flight Essays - Aerodynamics, Drag, Mach Number, Hypersonic Speed

Flight Essays - Aerodynamics, Drag, Mach Number, Hypersonic Speed Flight Research: Airplanes are an efficient way of traveling to far places. Airplanes are amazing if you know what and how the air keeps the plane airborne. There are three components of flight: aerodynamics, the Bernoulli principal and supersonic flight. Some other things about flight are the four forces, lift, drag, weight, and thrust. One of the basic things you need to know about airplanes is that the places where the plane can balance on one point called the center of gravity. The tail on the plane is needed to balance the pitching movement. First of all, aerodynamics plays a major role on many things, especially in airplanes. Aerodynamics is the reaction of the air on the specially shaped wing that lifts an airplane off the ground. Also, aerodynamics is the study of gases in motion. The term aerodynamics comes from the Greeks meaning air power. Isaac Newton bases aerodynamics on the physics theorem. People who experiment with aerodynamics are called aerodynamicist. Their basic tool is the wind tunnel. A professor of engineering, Osborne Reynolds, conducted many experiments with paper airplanes and regular airplanes and found out Viscosity (thickness) affects the way fluids behave. All fluids have some viscosity. As a fluid flows over a surface, the fluid molecules closest to the surface cling microscopic roughness of the surface. As you move away from the surface, there is a small transition distance where the fluids viscosity limits the change in speed of the adjacent molecules, until at a certain distances the fluid is at full speed. (Paper airplane aerodynamics www.geocities.com/capecanaveral/1817/paene/html) Osborne invented a number that was devised which gives the importance of viscosity in fluid flow. Its called the Reynolds number. Reynolds number =9340 for air so youd take 9340x velocity relative to surface (mph) x length over surface fluid has traveled feet. This determines how influential the viscosity is. Secondly, Swiss mathematician and physicist, Daniel Bernoulli, created Bernoullis principle in 1738. It stated the concept that as the speed of a moving fluid increases, the pressure within the fluid decreases. An increase in the fluids speed must be matched by a decrease in pressure. The mathematical theorem for the Bernoulli affect is p + ? p V2. One source said, the principle also applies to the spinning of a baseball (Simons, 1989, pg. 23) The rotation causes an additional velocity component to be sent in the direction of rotation. Because of all that, the total velocity around the ball is higher on one side then the other. This is an example of how Bernoullis principle works. Next, supersonic flight includes speeds from mach one to five: above five are considered hypersonic. The bell X-1 rocket plane first achieved supersonic flight in 1947. Many attempts had been made before that but when the plane ran against the sound barrier the pilot often lost control when the shock waves built up against the surface (Comptons 1994) . Mach one is considered traveling below the speed of sound (subsonic). Mach two is traveling twice the speed of sound (supersonic). All aircrafts that are traveling at supersonic or hypersonic speed create a shock wave that represents a big change in the air pressure. The shock is in reality a cone shape (a mach cone). The mach cone at mach 1 is more of a hill but as the mach numbers increase, the cone gets pushed back to more of a mountain. As the wave gets closer to the wing, the drag increases dramatically. When you are at subsonic mach numbers, the drag is increased as a result of small wing span or low aspect ratio. Low aspect ratio is the ratio of span to mean chord of an airfoil (Reithmaier, 1995). A typical supersonic airplane gives off two main shock waves: bow shock and tail shock. Next, there are four forces of flight; lift, weight, drag, and thrust. Drag is the air resistance to forward motion. Thrust is produced by the power plant that contracts drag. The formula for d rag is D=1/2 x p x V2 x S x CD. The S in this formula is the area of the wing area of the whole aircraft. If the plane is level, lift will equal weight. In

History of My Surviving in Math Classes Essay Example | Topics and Well Written Essays - 500 words - 1

History of My Surviving in Math Classes - Essay Example Second grade, third grade and fourth grade passed and I struggled to at least survive in math class. I felt isolated from the rest of the class by just the mere sight of them participating in recitations, taking a look at each other's satisfactory score, whilst I hardly pass any quiz or seatwork at all. Whenever I get a grade that was barely passing, I felt happy while my classmates frown upon looking at theirs, despite the wide gap their scores possess over mine. I thought I was never meant to go to college if my math malady was not going to be resolved. I was a bright student in other subjects and my classmates sounded upset whenever I told them my math problems. I thought I was the only one who had it - excellence in other subjects and a loser at math. I approached my Math teacher and told her that I feared to flunk the subject and that it would not be unfair if she were not to give me any consideration; I deserved a failing grade. She had that look on her face that looked as if she understood my situation right away, as though she had also been through a struggle exactly like mine. "In the first place, why did you not come earlier I was more than willing to boost your spirits up.  When I saw you, I saw myself.†   Right there and then, she had told me her story; she not only hated math when she was my age but failed a number of times, then got encouraged by her teacher.

Gorgias - Phaedrus Essay Example | Topics and Well Written Essays - 1250 words

Gorgias - Phaedrus - Essay Example He believes that justice defines equal proportions to all as the most powerful and less powerful people are all considered to have equal rights and responsibilities. Intelligent he believes that justice does not come from power but is attained through equality. He differs with the definition of natural justice which states that ‘the weak are there to be ruled’ but instead considers slaves to be stronger than their masters due to the difference in daily experiences (Wardy, 2005. Pg. 59). Socrates is persuasive as he insists on knowing Gorgias concept of examining nature of rhetoric. He pesters Gorgias to explain to him the art in rhetoric. This is portrayed in an extract of their conversation when Gorgias says, â€Å"Therefore I claim that the art of Rhetoric has to do with the words, and maintain that may claim is correct.† Socrates responds by saying, â€Å"I wonder whether I understand the kind of thing you wish to call it.†(Wardy, 2005. Pg. 62) Socrates also believes in inner personal drive as he tells Callicles that a slave is better than his master as he possesses greater strength. In Phaedrus, Socrates is given the characters of a critic as he criticizes the speech written by Lysias the love aspect presented by the logographer thus proposing that â€Å"the speech should focus on the non-lover rather than the lover.† In conjunction to this, he bears the character of a hypocrite as he praises Love in his speech having disputed it on Lysias’s writings (Plato, 2008). The persuasive nature of Socrates makes him to strive in the verge of finding out the true definition of rhetoric. In his view, rhetoric is divided into two approaches. The first approach uses flattery and shameful public harangue. Second approach considers the creation of a good image in a dialogue as a writer tends to strive towards what is considered to be

Human Resources Recruiter Career Term Paper Example | Topics and Well Written Essays - 2000 words - 1

Human Resources Recruiter Career - Term Paper Example This career study will help current MCC students to find the career that is the most suitable to their personality, interests, and skills, using Holland’s Personality Type model. The report also provides all detailed information regarding the particular career of their choices such as required education, skills, experience, current and future job opportunities, work environment, work conditions, salary, and benefits. The career study project also summarizes all gathered information for each HR recruiter career level in an easy-to-read summary table for a quick reference. Sources of the information are listed in the summary table as well. This report targets students with Conventional Holland’s Personality Type Model, who would be suitable for the career of HR recruiter. This personality type has excellent organizational skills and prefers building relationships across diverse cultures and backgrounds. To evaluate the suitability of this career, the following topics were researched using current government and internet sources: The information regarding the career of HR recruiter is divided into the following categories: 1. Conventional type person likes being precise, orderly, organizing, and paying attention to details, so a bachelor’s degree in labor relations, personnel, and human resources are helpful and a good knowledge of labor law is an asset. 2. Examples of the required skills are: effective oral and written communication skills, relationship building skills, excellent computer skills in a Microsoft Windows environment, ability to work independently with minimal supervision, database management and record keeping skills, excellent interpersonal and teaching skills, excellent organizational skills, data and information analysis skillfully, and active listening skills. These skills match with the abilities most conventional personality type students posses, so the suitability for this career is excellent. 3. The current and future jo b opportunities should be above average. That is adequate for candidates with conventional personality type. 4. The work environment and conditions of an HR recruiter should fit the conventional personality type. This personality type prefers business-detail, traditional office settings with rewards, conformity, and dependability. 5. The salary and benefits should be adequate given the education and the work tasks required. The earned salary should be average or above average. The conventional personality type person does possess management skills with no risk exposure so the salary and benefits are adequate.

Presentational Aids Essay Example | Topics and Well Written Essays - 250 words

Presentational Aids - Essay Example I have decided to develop flip charts and PowerPoint slides as preferred presentational aids because I am more confident and comfortable with the efficient preparation and utilization of these two aids in my training module. Additionally, these aids are clear, simple and capable of illuminating and illustrating my words effectively. As most of the audience will be familiar with flip charts and PowerPoint slides, the distraction factor is less likely to interfere. They can also prove useful when the attention span of audience is limited. Switching between these two aids in lengthy sessions would probably help to keep the audience interested and engaged. Flip charts can help presenter to proceed through material and convey information efficiently. The most notable advantage of flip charts is that they can be prepared or modified before as well as during the session. Also, it can be easily used to note questions, comments and can also be converted to slides later. However, they are difficult to transport, not suitable in a large audience setting and also require some graphics talent. PowerPoint slides presentation is one of the most adopted visual aids nowadays. They can be prepared easily, quickly and are capable to project complex illustrations and animations more professionally. It is also suitable to large audience setting. Presenter is able to print slides for memorizing the key points. However, the risk of confusion and technical malfunction is much greater for PowerPoint presentations. Developing new slides during the session is sometimes quite difficult and time

Human Resource Development at Pizza Hut

Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor Human Resource Development at Pizza Hut Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor