Professional Documents
Culture Documents
Name
Institution
Date
TRAINING FOR QUALITY AND HUSTLE
Strengths
There is provision of on-the job training that offers them more practical knowledge
Training makes them more tough since there performance standards are very demanding
There is provision of video cassettes together with posters by the corporate staff so that
employees can learn via those videos as well as apply in their jobs (Ivancevich & Konopaske,
2013)
The management trainees are trained in corporate hence are very much aware of the way the
The management trainees are given the skills to handle the workload and they are also
Shortcomings
Constant monitoring carried out by the corporate staff due to which the franchise owners
The fact that they trained by store managers makes them only bound to store operations
TRAINING FOR QUALITY AND HUSTLE
After the completion of their education, workers already know several things concerning
Prospective managers will lack individuality and will face challenges adapting to new
2. Develop a plan for determining the training needs of the hourly paid staff of a
The Dunkin' Donuts and Domino's Pizza ought to have a required survey conducted at
the end of each single training session so as to assess the trainees thoughts concerning the
training process and them have them carry out a similar survey after two weeks of
employment so as to get feedback regarding what could have assisted them during their
starting two weeks with the fact that they had known it during the training session.
3. In your opinion, why was the turnover rate among management trainees in Dunkin’
I tend to think that the turnover rate among the Dunkin Donut was so high due to several
reasons in the fast food business. One of the reasons could be due to the manager picking up
a trade or skill together with experience which could e transferred to other careers meaning
they realize their value, hence the workers could select more beneficial jobs. The other
reason of the high turnover rate could be because they have reached a plateau stage where
they tend to see no other advancement opportunities and they decide to leave (Birdir, 2002).
Another reason would be due to the fact that they grew out of it, the age requirement for
TRAINING FOR QUALITY AND HUSTLE
manager is 20-25 and by the end of the training session, they would be old enough as
compared to the required age bracket. I also think that being among the managers at fast food
business is only too much work with so little pay and this might be the reason managers
References
Birdir, K. (2002). General manager turnover and root causes. International Journal Of
Contemporary Hospitality Management, 14(1), 43-47.
http://dx.doi.org/10.1108/09596110210415123
Coler, C., Planty, E., McCord, W., & Efferson, C. (1950). Training Employees and
Managers for Production and Teamwork. Industrial And Labor Relations
Review, 3(2), 294. http://dx.doi.org/10.2307/2518843
Ivancevich, J. & Konopaske, R. (2013). Human resource management (12th ed.). .
New York, NY: McGraw-Hill Irwin.