Training and Development, and Career Planning

Tim Hortons had roughly 100,000 staff users of their restaurant apps in 2014, all of whom were
interested in continuing their education and development. There were also about 10,000
restaurant managers and 1,000 corporate staff who had gone through the Tim Hortons e-learning
platform and had access to it. It adds that Tim Hortons' human resources are given excellent
learning and training opportunities to preserve, nourish, cultivate, and upgrade their present
knowledge, skills, and talents in the workplace. Tim Hortons encourages and supports its
employees in their education and training, development, and career endeavors.
Training
In Tim Horton, people are trained to do their current work. According to Schwind et al., training
is designed to focus on the abilities needed to execute the immediate job or improve the
performance of an existing job or task in the short term. Training activities may be prioritized for
individuals who are currently performing poorly due to the focus on improving current job
performance. Employees who are working well in their existing roles may not get many benefits
from training.
Here are some examples of how the global economy is affecting training needs:
 Many organizations have been obliged to flatten their organizational structures and lower
the number of employees to compete globally against enterprises from nations with low
wage levels. Employees who can schedule their work, manage their team, and handle
quality control are required in a flatter organization with fewer managers and supervisors.
Employees who are multiskilled (or cross-trained) and perform various tasks are needed
for more flexibility.
 Multiskilled workers desire to be compensated for their skills rather than the jobs they
accomplish. This diverse expertise necessitates compatibility with the organization's
remuneration and performance appraisal systems. These employees must keep their
knowledge up to date and engage in lifelong learning; hence this concept must be
nurtured and supported in the workplace.
 Every year, a large number of immigrants, mainly from Asian countries, arrive in
Canada. 27 As a result, it's critical that businesses recognize the unique training
requirements of these newcomers and learn to collaborate with colleagues who have
distinct cultural values. Other types of individual variations (such as sexual orientation
and gender identity) contribute to workplace diversity in Canada. Supervisors and staff
benefit from diversity and inclusion training because it helps them recognize stereotypes
and prejudices.
 Changes in information and mobile technology applications and creative multimedia
training methods, and job-specific technologies necessitate new training programs and
tactics.
Development
Employee development, on the other hand, prepares them for future positions. Tim Horton has
put more effort into developing specific talents and competencies for future work responsibilities
that may be prioritized. It's more about maximizing an employee's potential through various
learning methods so that they can eventually take on a new function. Development can occur
throughout time and through diverse learning experiences, as is showcased by Schwind et al..
While some firms strive to develop all employees, others concentrate on individuals with the
most potential. Training objectives are the product of a needs assessment. These statements serve
as a benchmark against which individual and program success can be judged.
These goals should include the following:
 Behavior that is desired
 Training will take place in the following circumstances:
 Criteria for acceptable performance

Career Planning
Career planning and development are how people become more aware of their interests, needs,
and motivations in their work lives and then engage in activities that help them pursue their
goals. Schwind et al. portray that a sequence of official and informal activities intended and
managed by an organization to influence the career development of one or more employees is
known as career management. Careers that are well-planned and worked are more likely to result
in job satisfaction and dedication. A well-designed career development system effectively
utilizes a company's resources while aligning an individual's skills to organizational
requirements.

From the standpoint of employee commitment and engagement, this matching is a crucial idea.
Employees are more likely to create goals if their employers encourage them to do so. Due to
these aspirations, employees may be motivated to pursue additional education, training, or other
career development activities. These efforts increase the company's employees' worth and
provide the human resource department with a broader pool of competent applicants to fill
internal job openings.