Managing People and Organisations

The provided text discusses various aspects of managing people and organisations, including induction programmes, online recruitment, and the personal deal for increasing business performance. It references books and journals that cover topics such as risk attitude management, systems leadership, and environmental change. The summary highlights key points about managing people in different contexts.

MANAGING PEOPLE IN
ORGANISATIONS
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. People resourcing and its importance, current trends and challenges in people resourcing
and their implications.............................................................................................................1
2. Recruitment and selection process in organizations with identification of advantages and
disadvantages..........................................................................................................................3
3. Importance, benefits and challenges of induction and training programs..........................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
To manage people effectually at workplace is not an easy task. In the organisation,
human resource team avails to manage the people. They can do this through effective
communication, listening and trying to solve their problems at workplace. Training and
development plays a major role in managing the people in organisation (Wellin, 2016). The
report is based upon McDonald's. It is an American fast food company which was found in the
year 1944. This file will consider major points such as current trends and challenges in people
resourcing and their implications, recruitment and selection process in organisations with
identification of advantages and disadvantages, importance of induction programmes, etc.
MAIN BODY
1. People resourcing and its importance, current trends and challenges in people resourcing and
their implications
People resourcing is a strategic technique which is used in the organisation. It is a process
of identifying the best people for organisation. The technique can be used either externally or
internally through a staffing company. People resourcing is an area of globalization. Through
people resourcing, organisation will work in a well manner and increase productivity and
profitability with the help of efficient employees. With the progress of organisation,
globalization increases. Organisations focus on recruiting the person with multiple skills and
recruit them from outside the job market.
For example: McDonald's attract people through giving more rewards than other
organisations. This provides more opportunities to the youngsters and help organisation in
people resourcing as well.
The main aim of people resourcing is to ensure that a firm achieves competitive
advantage by attracting and retaining more capable people. McDonald's focuses on recruiting
employees who are near to the age of 20 years (Watson, 2016). Organisation provides benefits to
employees which are important them and may be in financial or non-financial terms.
McDonald's focuses on young workforce in order to maximise the energy and talent at
workplace. There are following points through which McDonald’s is resourcing their employees:
 An annual national hiring day is organised by firm where it welcomes the people to its
restaurants to learn about opportunities and hires many new candidates.
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 McDonald’s uses the strategy of giving employee of the month award.
 It gives an outstanding restaurant manager award.
 A Ray Kroc award is given to an elite number of top performer and a chance to discuss
local and regional concerns with senior management.
Current trends in people resourcing
Participating in decision making process- It is in trend that the employees are free to
give advice to upper level management. McDonald’s used this strategy for employee retention.
Employees can participate in decision making process. Through the same, employees feel that
their existence creates value for the organisation and employees get motivated through it.
Career planning, training and development- Training and development is an important
part of the organisation and employees get motivated through same. If the organisation provides
them time to time training and takes care of them then the employees work in a well manner.
These initiatives create opportunities for the promotion. McDonald’s gives up to date training to
the employees with conducting seminars and conferences.
Personalized compensation plan- McDonald’s used to develop compensation plans
because through compensation, an organisation can motivate the employees. Employee
compensation means giving benefits to the employees excluding salary and pay. It includes
incentives, project bonus, fringe benefits, etc. (Reason and Hobbs, 2017).
Challenges in people resourcing
Monitory dissatisfaction- Every organisation has a specific budget for every employee
which can be raised to some extent. It is upon organisation that how they can fulfil the demand
of employees. The salary among same level employees create major disputes. In McDonald’s,
the salary is based upon work efficiency of employees and some employees are getting in
comparison to others according to the work which create conflicts among them.
Individuals speak all kind of lies during interview- People who come for the interview
speak many lies to get the job and impress recruiter. Problems arise when a right person is into a
wrong profile. Thus, organisation should be careful while recruiting a person. It is the major
problem which is faced by McDonald’s.
Tendency of individuals- Some individuals have tendency to get bored in short time.
Management finds difficulties to convince the employees in some case. Every employee
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internally knows that it is not easy to adjust in the work environment, it takes time. After
knowing all these, employees cannot adjust themselves and it creates problem for the recruiter
(Watson, 2016).
Unrealistic expectation of employees- There is no solution to unrealistic expectations.
Employees know that they cannot get all comforts at the workplace like at their home.
Individuals come from different backgrounds and their expectations create problem for the
recruiter because all cannot be fulfilled.
Implications
McDonald's future managers come from two main sources. More than half of all salaried
management positions are taken up by hourly-paid employees who earn promotion. The
remainder are predominately graduates. It is the biggest challenge for the organisation in people
resourcing because it creates dissatisfaction among workers.
2. Recruitment and selection process in organisations with identification of advantages and
disadvantages
Recruitment is the process of selecting, shortlisting and attracting the most suitable
candidates towards job. Selection is based upon recruiting process. This process is done by the
human resource team in organisation. It includes both internal and external methods through
which they can find the best person for the job. External recruitment sources include newspaper,
e-mail, phone call, etc. Other one is internal recruitment which is based on the work efficiency of
existing employees. Employees who are suitable for that particular job and have knowledge
regarding the position, they can apply for the job.
Recruitment policy of McDonald’s
In recruitment policy of McDonald’s, each and every individual restaurant is responsible
for filling hourly paid positions. For recruiting the hour paid employees, McDonald’s uses
several strategies. Positions are normally advertised in the restaurants. This is the best method of
hiring qualified employees. The organisation uses local job centres, career fairs and other
strategies. The managers of McDonald’s conduct the interview after receiving applications. It
used to recruit employees under the age of 20 years. Over 60% restaurant crew members are
aged 20 years or below. The senior managers of McDonald’s also started their career from front
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line staff. It is true that organisation gives the best opportunities to employees to develop
themselves in the competitive environment (Sawalha, 2015).
Recruitment and selection process of McDonald’s
There are few stages in the recruitment and selection process of McDonald’s and they are
following-
Online application form- At first the interested candidate for the job have to apply online
on the website of McDonald’s. The website for fill the application form is
www.mcdonalds.co.uk. The candidates apply online with some details like name, photo, home
town, phone number, skills, education etc. People who cannot access the web can call the
Recruitment Hotline or pick up a pre-paid Business Reply Card from a McDonald's restaurant
(Recruitment Process, 2019).
Online psychometric test - After filling the online application form the next stage comes
to online psychometric test. The applicant who think that they are eligible for the job, give the
online test with some basic question. The test include maths, reasoning, mental ability and little
knowledge of supply chain of the company. The candidate have to clear the minimum score
which created by the managers.
Interview round- The candidates who clear the online psychometric test, comes to the
next stage of interview. In the interview round the human resource team ask some questions
according to them. The candidate who clear the interview, attends on job experience where the
person have to work in the organisation for 2 days and it is all about job experience. After the
completion of 2 days assessment the candidate comes to the final stage of interview where the
manager decides whether to hire the applicants.
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Advantages
 A well-run interview will identify an applicant's potential to be a successful McDonald's
employee.
 To find people who will be committed to excel in delivering outstanding service,
McDonald's scripts an interview guide that helps the company predict how an applicant's
past behaviour is likely to influence future performance.
 Interviewers look for behavioural evidence in the applicant's life history that fits with the
requirements of the job
 The interviewer rates the candidates on different basis and offer the job to the candidate
who earn more rating (Siebert and Martin, 2016).
Other advantages like internal candidates available easily. Candidates demonstrate that
opportunities exist in the organisation, reach to a wide audience, advertising controlled by
organisation, with online recruitment they can reach an even wider range of possible applicants
than advertisement. Online recruitment is quicker and cheaper than other methods, online
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Illustration 1: Process of online recruitment
(Source: Points to consider before online recruitment, 2017)

recruitment save the time of people because through it the skills can be identified by the
recruiter. Easily accessible to the job centres (Wellin, 2016).
Disadvantages
 More employees selected on the basis of their age and the age demanded is below 20
years. It impacts people who want to apply for the job.
 Another thing is that interviewers look for behavioural evidence in the applicant's life
history and some people do not like this because they don't want to share their history
with the recruiter.
 More than half of the promotions are taken by hourly paid employees. The periodically
employees also get promoted but maximum promotion ratio is in favour of hourly paid
employees.
3. Importance, benefits and challenges of induction and training programs
An induction programme refers to the process which organised to welcome the new
employees to the company and prepare them for their role in the organisation. Induction training
include development of theoretical and practical skills (Perri and et.al., 2016). Induction is the
process to meet with new people in the organisation and it also considers some activities through
which the employee can define themselves among all the employees. It is the interaction part.
The induction programme is designed to achieve some objectives like:
 To feel the employee comfortable with the organisation.
 To familiar the new employee with the other staff, work environment and their work.
 To reduce exploitation.
 To reduce the cultural shock faced in the new organisations.
 To aware the employees about rules and responsibilities.
Benefits of induction programme
Induction programme is an important process of the organisation. Through induction
program the new employees can easily approach to the other employees of the organisation. It
helps to make them comfortable with the all employees and this thing motivate them for do the
work in well manner. Where the organisation take cares of their employees, there the employees
give their best to the organisation (Moxen and Strachan, 2017).
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Employee satisfaction- It is the main thing which happen in the organisation. If the
employee feel satisfy in the organisation then obviously they do work in well manner and
through good work and efficient work the organisation catch the opportunities in existing
environment. It is not easy to catch the opportunities and develop the organisation but with the
help of efficient staff it can be possible. The induction programme covers the rights and
responsibilities of the employees (Kitada, and Ölçer, 2015).
Rules and responsibilities- There the employee know that what the work which will have
to do by them. In induction programme the managers or human resource team tell the new
employees about terms and condition so that the employee understand the way in which they will
work. Induction programme also covers the legal and compliance requirement for working at the
company and pay attention to the health and safety of the new employees.
Increased productivity- Good induction programme can increase the productivity and
reduce short term staff and these will give benefit to the organisation. Some employees come in
the organisation for only time pass and through induction programme this type of staff can
reduce.
Greater performance- It helps in greater performance of employees in the organisation.
New employees want good relation with all employees in the organisation and if they feel good
at the workplace then they also become loyal towards firm. The organisation only wants
effective work from the employees and the new employees who went through the induction
period, work well in the organisation (Wellin, 2016).
They know that it is the first step to show themselves, what they are and they provide the
organisation everything which considers in the capacity. Training and development plays major
role in the induction programme because through training the employees can easily do their work
without facing more problems. It is possible that the employees work with high performance and
create competitive advantage for the organisation. High performance work is the main reason to
create profitability for the organisation with competitive advantage.
Common challenges faced by an organisation in induction programme
Lack of role clarity- It is the problem which faced by McDonald’s in some cases. The
employees generally think that the role which told them in induction programme is different with
the work which do by them. The employees realize that the expectations are different with the
reality (Induction programmes, 2018). It is upon employees to talk to the managers about this
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thing and solve the problem. If the employees faces any kind of problem during the work then it
can be remove or develop by the organisation through training programme (Mayo, 2016).
Challenges with expectations and results- Some employees try to take on too quickly
just to impress the managers. Trying to work too quickly can hamper the quality of work. So,
employees have to think about that and do work in a proper manner (Chakraborty and Upadhyay,
2018).
Issue of time management- It is not necessary that the employee who was efficient in
time management in past job is also comfortable in same with new job. For example: In resume
of some employees, time management under their skills is mentioned but they used to face the
difficulties in same. Thus, it creates difficulties for organisation to manage the employees as well
as time.
Issues with the manager- New employees faced the problem to forming relationship with
their manager. It happens in the organisation that manager travel a lot and employees do not get
in touch with the manager. Sometimes they faced problems which only solved by manager then
in this case the employees faced the difficulties. Manager of McDonald’s has to think about that
and get in touch with the employees so they feel comfortable at the workplace. Manager have to
share the number with the employees so that the employees can get in touch with the manager
every time.
Navigating the culture- Sometimes the new employees showing sign of not fitting into
the company culture and the manager did not know about this thing so how to the manager solve
the problem of them. If an employee does not fit in the organisation then it makes impact on
productivity and profitability of the organisation and create negative environment in the
organisation. Employees also have to create friendly environment in the organisation and tell the
manager about all the problems so they can help the employees (Macdonald, Burke and Stewart,
2017).
Managing the change- Sometimes in McDonald’s, many things changed and the new
employees or existing employees could not understand the changing environment and this thing
created difficulties for the organisation. Change regarding process, place and persons. The
existing employees aware about the all process and everything but for the new employees
everything is new in the organisation. This thing create difficulties for the organisation and
manager because in the induction programme they work for meet the new employees with all the
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existing employees and after this some employees can not feel better with the change. If they do
not feel comfortable at the workplace then it makes impact on the productivity as well as
profitability (Holland, 2018).
The employees faced main problem regarding the promotion. The organisation promotes
the hourly paid employees not the periodically paid based employees. If it came to promotion,
the manager always promote the hourly paid employees. It created inequality among the
employees. The organisation also promotes the periodically employees but only a few members
got promotion. In every organisation employees want equality.
Importance of training programs
Addressing the weakness- Through conducting the training and development programme
managers or superior can know about the weakness point of the employees. A training
programme allows the organisation to change the weakness of employees into their strength so
the employees can work easily for the organisation with using their skills.
Improved employee performance- The employees who take the training regarding their
work, perform well in the organisation. Employees become more aware about their work, rules
and regulations in the organisation. Training program build the confidence of the employees
because they learn how to work in efficient manner in the organisation (Hillson and Murray-
Webster, 2017).
Increase organisational stability and flexibility- Training provides opportunities to the
employees to make existence in the work environment. Through training program the employees
felt comfortable McDonald’s in McDonald’s. Training also results in low rate of labour turnover
which means high consistency in retaining people for long time period.
Challenges in training programs
Keep employee engaged- It is the most common difficulty which faced by every
organisation. In McDonald’s, while conducting training program, it creates difficulties for the
trainer because some employees think that training is boring. If firm becomes unable to create
interest among them to attend training program, it becomes difficult to engage the employees.
Successfully applying training- It is not enough to tell the employees about their work
and role in the organisation. Also, it is the responsibility of trainer to provide all things to
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employees according to their needs because their comfort is crucial for McDonald’s (Corken and
McGreevy, 2016).
Inconsistent training materials- Being consistence about what is taught and how it is
being taught is a big challenge for McDonald’s which is a large organisation and every year, it
relies on a number of trainers to train many of their employees. It is difficult to ensure that every
trainer follows the same agenda.
CONCLUSION
From the above study, it has been summarised that McDonald’s uses many strategies for
employee retention which is an important part for gaining success. McDonald’s conducts
induction program for the new employees through which they effectually understand their work
in the organisation. McDonald's believes that the success of restaurants and company can be
achieved through the people it employs. Firm aims to recruit the best people and make initiatives
to retain them by offering ongoing training relevant to their position and to promote them when
they are ready.
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REFERENCES
Books and Journals
Chakraborty, T. and Upadhyay, P., 2018. Managing self towards managing people: role of
perceived emotional competencies in healthcare organisations. International Journal of
Work Organisation and Emotion. 9(1).pp.4-20.
Corken, R. and McGreevy, P.D., 2016. Organisations, people and policies: barriers to good
negotiation in the NSW planning system. Australian Planner. 53(4). pp.302-309.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge.
Holland, P., 2018. HRM in mission-driven organisations: managing people in the not-for-profit
sector (Book review). Asia Pacific Business Review. 24(3). p.408.
Kitada, M. and Ölçer, A., 2015. Managing people and technology: The challenges in CSR and
energy efficient shipping. Research in Transportation Business & Management.17.pp.36-
40.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Perri and et.al., 2016. Managing networks of twenty-first century organisations. Springer.
Reason, J. and Hobbs, A., 2017. Managing maintenance error: a practical guide. CRC Press.
Sawalha, I.H.S., 2015. Managing adversity: understanding some dimensions of organizational
resilience. Management research review. 38(4).pp.346-366.
Siebert, S. and Martin, G., 2016. Managing people and organizations in changing contexts.
Routledge.
Watson, P., 2016. The challenge of change. Australian Educational Leader. 38(3). p.52.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Online
Induction programmes. 2018. [Online]. Available through:
<https://www.ksl-training.co.uk/services/induction-programmes/>.
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Points to consider before online recruitment. 2017. [Online]. Available through:
<http://www.hritech.com/2018/01/02/2-points-consider-using-online-recruitment-
process/>.
Recruitment Process. 2019. [Online]. Available through:
<https://apply.McDonald’ss.com.au/public/index.cfm?
action=showPublicContent&assetCategoryId=4310>.
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