Implementation and Measurement of Outcomes with Beefsteak Case Study

For this assignment, you will assess methods of training and development such as presentation, hands-on, group building, or technology-based training program for the managers of Beefsteak. You will need to determine how Beefsteak, with its quick growth, will train managers as the company continues to expand. Include the essential elements for measuring training outcomes from Chapter 16 of the course textbook. Identify the key principles of instructional design to encourage learner participation. Distinguish between the outcomes of statistically significant effects from practically efficient effects and provide your rationale supported by the course materials and additional research.In your paper,Evaluate various methods of training and development outcomes.
Assess the methods of training and development.
Discuss the essential elements for measuring training outcomes.
Identify the key principles of instructional design to encourage learner participation.
Assess the outcomes of training, distinguishing between the outcomes of statistically significant effects from practically efficient effects.

Implementation and Measurement of Outcomes with Beefsteak Case Study

Competitive advantage and sustainability are among the pillars of successful firms today. Companies continue to invest heavily in talent management. Beefsteak is popular for its quality services due to its ability to hire and retain top talents in the service industry. To achieve this, the firm has to create training programs that develop a multicultural and generational workforce.

Training and Development Methods at Beefsteak

Presentation Method: It entails a one-way communication with the learners through slides, videos, or lectures and is appropriate when showing people processes and problem-solving methods. The benefits include low costs, in that the learner gets the message in the most convenient manner (Nassazi, 2013). Beefsteak should use it to introduce new managers and train interviewing skills, illustrative processes, and consumer-service skills.

Hands-On Method: This method creates a real-world experience not seen in presentations. It involves on-the-job training, simulations, self-directed training, and apprenticeships. Beefsteak could apply this method to set up the managers for real-life situations by providing immediate feedback. With on-the-job training, an inevitable training method in companies (Sisson, 2001), Beefsteak could have greater opportunities for hands-on methods.

Technology-Based Training: These include webcasts, podcasts, and mobile learning. They increase collaboration and allow self-pacing exercises, conversations with experts, and the ability to select the time and point of the training. Beefsteak has restaurants in different geographical locations. Therefore, the managers could continue with education and generic training remotely.

Group Building Method: Examples include action learning, team training, and adventure learning. These could improve teamwork skills, such as risk-taking, conflict management, self-awareness, and problem-solving.

Another alternative is a blended approach. Beefsteak could start with a presentation method on new managers, transition to technology-based methods as they get used to the firm to offer additional training in a self-paced environment, and move to a hands-on approach to develop experience and skills further.

Essential Elements of Measuring Training Outcomes

  • Internal criteria: Focus on attitude and objective accomplishment tests that assess the training objectives.
  • External criteria: Evaluate actual changes in job behavior, peer reviews, and other performance reviews.

Beefsteak could conduct a test at the end of each training to evaluate its effectiveness. Kirkpatrick system could be vital in this case. The company would have to start by assessing participants’ opinions on the training programs, determine the training impact on their knowledge, and conduct and assess the training outcomes. Using the measurement criteria, Beefsteak could apply qualitative methods (interviews, observations) and quantitative methods (outcomes of job behavior and performance).

Principles of Instructional Design to Encourage Learner Participation

Beefsteak must balance the needs of managers’ control in their training through guidance to ensure they make credible decisions. The trainees should be encouraged to mind their cognitive processes and control the learning process. The learners must have practice and constructive feedback opportunities. The firm should provide real-world problems to the learners, incorporate existing knowledge with a new one, demonstrate its applicability and integrate it into the world.

Assessing Training Outcomes and Distinguishing Between the Outcomes of Statistically Significant Effects from Practically Efficient Effects

Beefsteak needs to develop criteria to assess training outcomes. The trainees’ reactions, managers’ feedback and behavior changes should offer insight into their usefulness. As the company grows, it is paramount to evaluate statistical and practical significance of training programs because this could improve the training programs through progressive modifications. It is necessary to justify the choice of training methods used by evaluating their impact on productivity and ability to supplement organizational objectives.


Beefsteak should employ presentations, hands-on training methods, group building methods, technology-based training, or adopt a blended approach combining the most effective alternatives. Training results should guide the assessment. Other criteria for assessing training outcomes include identified attitude changes, performance changes, and other essential elements. The firm must ensure progressive improvement in the training programs for sustainability and competitiveness.

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Nassazi, A. (2013). Effects of Training on Employee Performance: Evidence from Uganda.

Sisson, G. R. (2001). Hands-On Training: A Simple and Effective Method for On the Job Training.

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