1. What are the strengths and shortcomings of a decentralized approach to training managers and hourly employees? Discuss.

Some of the strengths of having a decentralized approach to training managers and hourly employees is having experienced employees who understand the operations of the company, understands the goals of managers and hourly employees, they will also understand their fellow workers and personal problems. Also, if employees have more hands-on experience within the company, they may be more inclined to buy into the company later. Some of the weaknesses of having a decentralized approach is the lack of standardization since the company will have multiple different people training individuals rather than having a “school” or training program to teach everyone. “In a decentralized organization, project managers may have two or more supervisors. Because of this the project manager may decide on unpopular, strategic, and tactical direction that moves the project contrary to the functional supervisor’s decision” (Curlee, W., 2002). There is also reduced risk since not all trainers may have the companies’ best interest in mind while training.

Develop a plan for determining the training needs of the hourly paid staff of a Domino’s pizza franchise.

Domino’s pizza has five (5) positions they need filled to include order taker, pizza maker, oven tender, router, and driver (Ivancevish, J. & Konopaske, R., 2013). The company should first analyze each position to see what type of training the company would have to provide so they learn their position. Next, they would need to create a training program after analyzing. Before the training begins, they should assess each individual and learn what their learning style is, so it makes it easier to understand. Understanding the learning style will help the trainer know what delivery style they need to use to train their new employees. Once the training is over, the company should assess the effectiveness of their training to see if modifications are needed. “Decisions to support training or development are contingent on the employees’ level in relation to their job. If employees are lacking skills, they received training to equip them to perform in their current job” (McDowall. A, & Mark N.K, 2010).

In your opinion, why was the turnover rate among management trainees in Dunkin’ Donuts’ centralized program so high

Dunkin Donuts’ 12-week course may have been the issue, not every learns the same and if they were sitting in a classroom for 12-weeks away from their normal environment and a lot of stress, this may have caused the high turnover rate. Also, having the training done at the store they are most likely going to be the new manager for, which means in the same location as where they currently live may have lowered the stress since they were able to go home after training each day. The idea of being trained by another store manager as well rather than a teacher from headquarters at headquarters also may have been one of the factors of change to the turnover rate.

References:

Curlee, W. (2002). Modern virtual project management: The effects of a centralized and decentralized project management office (Order No. 3082001). Available from ABI/INFORM Collection; ProQuest Dissertations & Theses Global. (305482080). Retrieved from https://saintleo.idm.oclc.org/login?url=https://search-proquest-com.saintleo.idm.oclc.org/docview/305482080?accountid=4870

McDowall, A., & Mark N.K. Saunders. (2010). UK managers’ conceptions of employee training and development. Journal of European Industrial Training, 34(7), 609-630. doi:http://dx.doi.org.saintleo.idm.oclc.org/10.1108/03…

Ivancevich, J. M., & Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.

2. Do you think there should be a difference in the way the various employee groups/types are trained? For example, would hourly employees receive different training from salaried employees? Why or why not?

3. What are the strengths and shortcomings of a decentralized approach to training managers and hourly employees? Discuss. With the help of decentralized approach, the trainees can manage their training schedules as per their timings and they can review and revisit the training materials whenever they want or have time to do so and a prompt implementation can also be ensured by this method. The advantages of decentralized training are: it cultivates company growth, increases accountability and transparency, breeds innovation and flexibility and it develops more leaders (Ayers, 2016). This method does not require any transportation, meal, or lodging costs. The main limitations of this method are thee excessive requirements of producing and transporting the various combinations and sets of training materials i.e. one set per store at least, this method is also not able to ensure the appropriate use of training materials. It is not feasible to make sure that each training material is present on every training store and there is hardly any availability of trainers when there is a confusion or need some assistance. Develop a plan for determining the training needs of the hourly paid staff of a Domino’s pizza franchise.An analysis of Domino’s mission, the resources, and goals will be reviewed to determine if training can be used to improve the company’s success, growth, and strategy (Ivancevick, 2013). As mentioned in the text the purposes includes the following: Order taker, pizza maker, oven tender, router and driver. A fresher would be required to layout certain hours at each department it will be obligatory to spend a good quality of time in viewing before passing on to the level of carrying about the job. At the next level, they are supposed to carry out the task .They will be provided with the required help when asked. After they finish their task lone and creditably ,they must be ready to describe the entire process and think reasonably about enlarging profit .After this is done the employee would be allotted to the job and would be guided for a certain time period before being given with lone work. In your opinion, why was the turnover rate among management trainees in Dunkin’ Donuts’ centralized program so high? Due to the fact they usually hire very young and inexperienced workforce to meet rigorous performance standards and make as much profit as possible by paying minumu wage. They must train in an industry where turnover averages 300 to 400 percent yearly and where company locations are widely dispersed. Dunkin’ Donuts has 1,400 shops spanning the United States and 12 foreign countries. The training challenge each empoyee with a highly decentralized training function. Each employee is usually trained to fill each individual job in the business, which helps during rush hours when a crew member doesn’t appear for work. Performance standards are demanding; the order taker must answer a call within three rings and take the order within 45 seconds. Dunkin Donuts encourages dedication to speed by keeping tabs on the fastest service and delivery times reported by its stores and publishing them. An analysis of Domino’s mission, the resources, and goals will be reviewed to determine if training can be used to improve the company’s success, growth, and strategy (Ivancevick, 2013).

References

Ivancevich, J. M. & Konopaske, R. (2013). Human resource management (12^th Ed.). New York, NY. McGraw-Hill/Irwin

Ayers, C. (2016, September 23). 8 Pros and Cons of Decentralization. Retrieved from Green Garbage Blog: https://greengarageblog.org/8-pros-and-cons-of-decentralization