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Comparison of Training and development between MacDonald and kfc

Chapter 1 Introduction.. 6

1.1       Introduction to project.. 6

1.2       Background of the project: 6

1.3       Objectives: 10

1.4       Significance: 10

Chapter 2 Research Methodology.. 11

2.1       Data Collection sources. 11

2.2       Data Collection Tools/Instruments: 11

2.3       Subjects/Participants: 11

2.4       Sample size and population.. 12

2.5       Sampling technique.. 12

2.6       Fieldwork/Data Collection: 12

Chapter 3 Data Analysis. 13

Chapter 4: Conclusion, Recommendations & Limitations: 24

4.1       Conclusion.. 24

4.2       Recommendations. 28

4.3       Limitations. 29

4.4       BIBLIOGRAPHY.. 29

4.5       Appendix.. 30

Training has the distinct role in the achievement of an organizational goal by incorporating the

interests of organization and the workforce (Stone R J. Human Resource Management, 2002). Now a days training is the most important factor in the business world because training increases the efficiency and the effectiveness of both employees and the organization. The employee performance depends on various factors. But the most important factor of employee performance

is training. Training is important to enhance the capabilities of employees. The employees who have more on the job experience have better performance because there is an increase in the both skills & competencies because of more on the job experience.


Training & development increase the employee performance like the researcher said in his research that training & development is an important activity to increase the performance of health sector organization (Iftikhar Ahmad and Siraj-ud-din, 2009).Another researcher said that employee performance is the important factor and the building block which increases the performance of overall organization (Qaiser Abbas and Sara Yaqoob).Employee performance depends on many factors like job satisfaction, knowledge and management but there is relationship between training and performance (Chris Amisano,2010). This shows that

employee performance is important for the performance of the organization and the and the training & and development is beneficial for the employee to improve its performance.

Thus the current study is going to analyze the current training and development system of both mentioned companies and also going highlight which company has effective training and development system from both.


The world is changing rapidly, and with businesses required to be more competitive, the need for employees to be on top of their job has increased. Change is the order of the day, working methods and techniques are witnessing a change giving birth to the need for employees to learn continuously. The objective for the organizations is to improve business processes through enhanced learning that stimulates better performance. The ultimate objective for any business entity is to create an engaged and committed employee base resulting in better performance of the individuals and business.


Training acts as a pathway for learning, Learning and Development is an important factor in creating a sense of progression and purpose that leads to organizational commitment (Armstrong, 2009). Choo and Bowley (2007) found that training positively impacts productivity, which results in higher level of customer and employee satisfaction thus increasing brand value. Aligned with the aforementioned researchers findings Michael and combs (2008) in their study, revealed that training can reduce probability of failure as training effects performance, enlarges the skill base and develops the level of competence, It helps in developing climate for learning which not only aids in training to flourish but also supports self-managed learning practices like coaching and mentoring (Armstrong, 2006).

Truelove (2006) asserted that learning comes either by experience or training whereas Sadler-Smith (2006) referred to learning as an “elusive phenomenon” and drew upon learning from various fields whereas training was identified as one of those fields, He referred it to be a very formal, systematic and step wise process, defined as The systematic acquisition of skills, rules, concepts or attitudes that result in improved performance in another environment”.

Hertzberg (1968) proposed training to be a hygiene factor thus training may not be a primary cause of employee satisfaction but on the contrary Rowold (2008) in their empirical study found training was specifically designed to accomplish an explicit goal: enhanced job satisfaction likewise Bedingham (1997) specified training brought changes in on the job behavior, the benefits of this were established in the study by Eaglen et al. (2000), some of them are improved

productivity, employee satisfaction, reduced turnover and willingness to accept strategic and organizational change.

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