training and development practices of kentucky fried chicken in the first district of Rizal
Baon, Jenny H.
training and development practices of kentucky fried chicken in the first district of Rizal Jenny H. Baon, Mark Lloyd C. Batungbakal, Irish D. Camua - 2016 - xiv, 60 leaves; illustrations (some color) 28 cm.
Thesis
includes bibliographical references
The study aimed to determine the training and development practices of Kentucky Fried Chicken in the First District of Rizal. This was conducted during Calendar Year 2015-2016. A questionnaire-checklist was used to gather the needed data from a total of 76 respondents. The study used the descriptive method. The frequency, percentage rank distribution was employed to determine the profile of the respondents, weighted arithmetic mean was utilized for determining their perception with regards to the training and development practices and one-way ANOVA for the significant difference on their perception. In terms of respondents' profile, it was revealed that the majority of the respondents were below 20 Years of age, females, and single and most of them were in college levels. In addition it was revealed that most of the respondents are in the Business Administration Course. In terms of employment status majority were on contractual status with length of service of less than one Year. Most of respondents have their position as crew members in customer service while others are in managerial position, maintenance and janitorial position. The computed mean of the perception of the respondents on the Training and Development Practices of Kentucky Fried Chicken in the First District showed the following result. In terms of knowledge enhancement, the employer always orient their crew on the nature of various jobs. In terms of skills development, the respondents' always improve the quality of their output and in terms of work behavior development, they always help the crew on how to adjust easily to the work situation. There is no significant difference between age, sex, civil status, educational attainment, course, length of service, in terms of respondents' perception on the Training and Development Practices of Kentucky Fried Chicken in the First District of Rizal. However, there is a significant difference between status of employment, position and the respondent's perception on the Training and Development Practices. Based on the findings and results gathered from the study, the following conclusions were obtained that the management orients the crews on the nature of their jobs, and help them to adjust easily to the work situation thereby, improving their quality of output. It is recommended that management must include training on how to increase efficiency in carrying out workers responsibilities in order for them to work effectively and contribute to the attainment of company's goal, find ways to hone or sharpen the workers' skill needed to perform and serve better to give more satisfaction to customers. They must include the training on how the crew can efficiently utilize resources to avoid waste and losses to minimize risks and to control fast turnover of workers managers must give more benefits and allow them to give positive suggestions. Management needs to deal with workers in ways that will enhance workers' self-esteem through appreciation, recognition, promotion based on performance appraisal.
training and development practices of kentucky fried chicken in the first district of Rizal Jenny H. Baon, Mark Lloyd C. Batungbakal, Irish D. Camua - 2016 - xiv, 60 leaves; illustrations (some color) 28 cm.
Thesis
includes bibliographical references
The study aimed to determine the training and development practices of Kentucky Fried Chicken in the First District of Rizal. This was conducted during Calendar Year 2015-2016. A questionnaire-checklist was used to gather the needed data from a total of 76 respondents. The study used the descriptive method. The frequency, percentage rank distribution was employed to determine the profile of the respondents, weighted arithmetic mean was utilized for determining their perception with regards to the training and development practices and one-way ANOVA for the significant difference on their perception. In terms of respondents' profile, it was revealed that the majority of the respondents were below 20 Years of age, females, and single and most of them were in college levels. In addition it was revealed that most of the respondents are in the Business Administration Course. In terms of employment status majority were on contractual status with length of service of less than one Year. Most of respondents have their position as crew members in customer service while others are in managerial position, maintenance and janitorial position. The computed mean of the perception of the respondents on the Training and Development Practices of Kentucky Fried Chicken in the First District showed the following result. In terms of knowledge enhancement, the employer always orient their crew on the nature of various jobs. In terms of skills development, the respondents' always improve the quality of their output and in terms of work behavior development, they always help the crew on how to adjust easily to the work situation. There is no significant difference between age, sex, civil status, educational attainment, course, length of service, in terms of respondents' perception on the Training and Development Practices of Kentucky Fried Chicken in the First District of Rizal. However, there is a significant difference between status of employment, position and the respondent's perception on the Training and Development Practices. Based on the findings and results gathered from the study, the following conclusions were obtained that the management orients the crews on the nature of their jobs, and help them to adjust easily to the work situation thereby, improving their quality of output. It is recommended that management must include training on how to increase efficiency in carrying out workers responsibilities in order for them to work effectively and contribute to the attainment of company's goal, find ways to hone or sharpen the workers' skill needed to perform and serve better to give more satisfaction to customers. They must include the training on how the crew can efficiently utilize resources to avoid waste and losses to minimize risks and to control fast turnover of workers managers must give more benefits and allow them to give positive suggestions. Management needs to deal with workers in ways that will enhance workers' self-esteem through appreciation, recognition, promotion based on performance appraisal.