Joven D.

Sayod
BSBA HRM 1-1
Strategic Training Assignment

1. Go to www.mcdonalds.com. Under “About Us,” review “Our History” and “Values in Action.” Under
“Careers,” review the information provided about education opportunities.

2. Watch the YouTube videos about Hamburger University at https://www.youtube.com/watch?

v=sICEmBpAPq0

Does Hamburger University support the company’s business? Explain why or why not. Is there a
relationship between McDonald’s training and development efforts, employee attraction, employee
retention, and customer service?

 Yes, Hamburger University strengthens the company's operations by focusing on teaching

leadership growth, job creation, and operations procedures to their students, with a particular
emphasis on efficiency, consistency, and cleanliness.
 Yes, Professors in Hamburger University make the training a little bit complicated so that the
student gain experience and make the customer service be better. In employee attraction, they
train potential candidates for the organization and maybe because of the quality education in
HU, they have the ability to retain future employees.

Identify the learning resources available at Hamburger University and how they contribute to the
business strategy?

 In Hamburger University, “Fake" clients put the students' service skills to the test by calling for
increasingly longer and more complex orders during one training exercise. Students cooks the
food that they ordered in an actual cooking equipment used in McDonald’s fast food restaurant.
Professors trains high potential managers and they graduate with a bachelor degree of
hamburgerology. It develops McDonalds business strategy because of the well-trained future
managers of their restaurant.

Case Analysis

Hitachi Data Systems Corporation provides information technology (IT) infrastructure, analytics, content,
and cloud solutions and services to its customers. Its products include storage systems, networking
solutions, and software products. The mission statement of the global learning team includes developing
the skills, knowledge, and attitudes of its employees but also its partners, suppliers, and customers. The
learning team at Hitachi Data Systems includes business interlock (BI) professionals who work with
product marketing managers, engineers, and sales professionals to understand the strategic direction of
each of these areas. The BI professionals also will work with clients, suppliers, and customers to
understand the knowledge and skills that Hitachi Data Systems employees need to explain and provide
them with appropriate and effective products and solutions. The learning team is in charge of several
different programs. One program it leads is the Global Sales Boot Camp for new hires in sales and
solutions consulting. This helps new hires understand Hitachi’s products and solutions. Another program
provides product training to sales engineers that gives them the knowledge to deliver product
demonstrations and suggestions about IT architecture to customers. A third program for field engineers
provides them with the knowledge and skills they need to visit customers to install software, run
cabling, set up servers, and get Hitachi’s products up and running. Keeping Hitachi’s employees current
on product knowledge and solutions is difficult because they work in over 100 different companies. To
meet this challenge, the learning team has developed online access to virtual training programs and
product learning spaces.

Is it strategic to involve partners, customers, and suppliers in training? Explain why or why not?

 Yes, indeed, since partners are often the only way to get a product to market, having partners
who appreciate the product is vital to Hitachi's growth strategy. Similarly, Hitachi maintains that
maximum benefit cannot be understood until consumers are well-equipped to use the hardware
and applications that are part of the solution.

What model is Hitachi Data Systems using to organize its training function? Provide examples to support
your answer.

 I think Hitachi Data Systems use the Transitional model of training employees. According to a
website (yourarticlelibrary.com) Transitional model focuses on the organization as a whole. It
transforms learning and learners, through increasing and incremental depths of involvement
and responsibility. Learners develop confidence and skills in problem-solving, collaborative
learning and teamwork, decision-making, organization and self-responsibility.