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Propose a design and delivery method of learning that can be incorporated at McDonald's to execute lifelong learning and minimize cost.

Propose a design and delivery method of learning that can be incorporated at McDonald's to execute lifelong learning and minimize cost.

Understanding Business
Understanding Business
12th Edition
ISBN:9781259929434
Author:William Nickels
Publisher:William Nickels
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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Propose a design and delivery method of learning that can be incorporated at McDonald's to execute lifelong learning and minimize cost.

Caspers Company McDonald's: Empowering their employees through education Ray Kroc, the founder of McDonald's understood the value of talent: "If we are going to go anywhere, we've got to have talent. And I'm going to put my money in talent," he said. Today, Kroc's philosophy is a guiding principle for McDonald's at the corporate and franchise levels. McDonald's leaders are always looking for better ways to keep employees engaged and the business moving forward. Embodying this philosophy, the Caspers Company McDonald's restaurants in Florida have long offered high school completion and scholarship programs. And in 2001, the franchise established a tuition reimbursement program for managers and crew. But as Executive Vice President and Risk Manager, Ed Shaw knows, tuition assistance is only valuable when employees pursue a degree program that engages them and provides a good return on the investment. "Since we started offering tuition assistance, I've seen more and more of our employees gravitate toward private institutions, which are very expensive," said Ed. "In some cases, one class at a private institution was the same price of an entire semester of community college, so frankly, I was getting disenchanted." His point of view is a common one among the 76 percent of employers that report offering a tuition reimbursement benefit. According to Ed, the great thing about the College for America program is how relevant the program is to his staff's day-to-day activities. "Our management teams have to get together a lot in person and over the phone, so they have to know how to work together. Many of the [program] competencies directly address collaboration. You don't get this with any other program that I'm aware of," Ed explained. He also pointed out that it's nice to see immediate returns on the educational investment. "You don't want to wait two years to see if an employee graduates. It's better when you can help someone do a better job right now and progress quicker." Source: Southern New Hampshire University (2019)
Transcribed Image Text:Caspers Company McDonald's: Empowering their employees through education Ray Kroc, the founder of McDonald's understood the value of talent: "If we are going to go anywhere, we've got to have talent. And I'm going to put my money in talent," he said. Today, Kroc's philosophy is a guiding principle for McDonald's at the corporate and franchise levels. McDonald's leaders are always looking for better ways to keep employees engaged and the business moving forward. Embodying this philosophy, the Caspers Company McDonald's restaurants in Florida have long offered high school completion and scholarship programs. And in 2001, the franchise established a tuition reimbursement program for managers and crew. But as Executive Vice President and Risk Manager, Ed Shaw knows, tuition assistance is only valuable when employees pursue a degree program that engages them and provides a good return on the investment. "Since we started offering tuition assistance, I've seen more and more of our employees gravitate toward private institutions, which are very expensive," said Ed. "In some cases, one class at a private institution was the same price of an entire semester of community college, so frankly, I was getting disenchanted." His point of view is a common one among the 76 percent of employers that report offering a tuition reimbursement benefit. According to Ed, the great thing about the College for America program is how relevant the program is to his staff's day-to-day activities. "Our management teams have to get together a lot in person and over the phone, so they have to know how to work together. Many of the [program] competencies directly address collaboration. You don't get this with any other program that I'm aware of," Ed explained. He also pointed out that it's nice to see immediate returns on the educational investment. "You don't want to wait two years to see if an employee graduates. It's better when you can help someone do a better job right now and progress quicker." Source: Southern New Hampshire University (2019)
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