CASE STUDY: Caspers Company McDonald’s: Empowering their employees through education.
1.1 Critically discuss the generalized approaches to training interventions in enterprises. Highlight the individual and organizational reasons why enterprises train their employees. You can use practical example taken from the case study or any other example that is relevant. (20
Training interventions in enterprises can be approached in a generalized manner or tailored to meet specific needs. Generalized approaches typically involve providing the same training to all employees regardless of their individual roles and responsibilities within the organization. These approaches are usually cost-effective and allow for consistent dissemination of key information and skills across the workforce.
In the case of Caspers Company McDonald’s, they have adopted a generalized approach to training through their Archways to Opportunity program. This program provides various educational opportunities to all employees, including GED and high school completion courses, English language classes, college tuition assistance, and even education counseling. By offering these educational benefits to all employees, Caspers Company ensures that everyone has access to opportunities for personal and professional growth, regardless of their current position or future career aspirations.
There are several individual reasons why enterprises invest in training their employees. Firstly, training enhances individual skills and knowledge, enabling employees to perform their job tasks more effectively. This leads to increased job satisfaction and motivation, as employees feel competent and confident in their abilities. For example, in the case of Caspers Company McDonald’s, employees who participate in the Archways to Opportunity program can acquire recognized qualifications that will enhance their future career prospects.
Secondly, training provides employees with opportunities for career progression and advancement within the organization. By acquiring new skills and knowledge, employees are better positioned to take on higher-level roles and responsibilities. This benefits both the individual employee and the organization, as it ensures the availability of a skilled and capable workforce for future leadership positions. For example, the employees of Caspers Company McDonald’s who take advantage of the educational opportunities provided through the Archways to Opportunity program may be more likely to be considered for promotions or management positions within the company.
Organizational reasons for training interventions in enterprises include improving overall performance and productivity. Well-trained employees are more efficient and effective in their roles, leading to increased customer satisfaction and business success. Additionally, training can help organizations adapt to changes in technology, industry trends, and regulations. By keeping employees updated with the latest knowledge and skills, organizations can stay competitive and agile in a rapidly evolving business environment.
In conclusion, enterprises employ generalized approaches to training interventions to ensure consistent dissemination of knowledge and skills. The individual reasons for training include enhancing employee competence and job satisfaction, as well as providing opportunities for career advancement. Organizational reasons for training interventions include improving overall performance and adapting to changes in the business environment. The case study of Caspers Company McDonald’s and their Archways to Opportunity program exemplify how enterprises can empower their employees through education and training.