Managing People in Sport Organizations

This assignment delves into the field of Human Resource Management within sporting contexts. It requires a comprehensive analysis of key HR concepts and their application to successful people management strategies in sport organizations. Students are expected to demonstrate an understanding of strategic HRM principles and how they can be effectively implemented to create a positive and productive work environment within sports teams and organizations.

Managing People in
Organisations

Table of Contents
TASK...............................................................................................................................................3
People resourcing and its importance..............................................................................................3
Importance of People resourcing:...............................................................................................3
Emerging current and recent trends and challenges in people resourcing and their implications
.....................................................................................................................................................4
Recruitment and selection process...................................................................................................5
Induction and training program.......................................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Managing people in organisation is important and core work to achieve objectives and
goals by direct and control activities. Without efficient staff members an organisation can not
reach its goals. While leading and managing people organisation faces many problems and
challenges. To eradicate problems in leading people it is very necessary to motivate their
employees. In that report chosen organisation is McDonald's which is an multinational fast food
company founded in 1940. it headquarter is in California, united states. This report based on
different aspect while recruitment and selection of employees, with importance of orientation,
training and development. Moreover different process of recruitment and selection while retain
human resource in McDonald's and any other organisation.
TASK
People resourcing and its importance
People resourcing is about acquisition, retention and effective utilization of manpower in
organisation according to organisation needs and wants. Resourcing strategy link with business
strategy that is core of human resource or manpower planning activities in organisation. The
main aim of resource strategy is to make sure that firm achieve competitive advantage with
attracting and retain potential employees (Brown, 2013). In organisation there should be require
people which have wider and deeper range of skills and talent that give higher level of
contribution in organisation. To recruit and retain potential employees there is require a no. of
strategies in organisation such as HR Planning, Recruitment and selection, talent management
and planning of retention in organisation and absence management that are important attributes
in people resourcing in McDonald's and other organisation.
Importance of People resourcing:
In every organisation throughout the world there is sole department which enables to
manage important and valuable resources in organisation while operations. Without HR
department an organisation fail to achieve efficiency and effectiveness in organisation (Burns
and et.al. 2013). There are many importance of People resourcing in McDonald's that are as
follows:
 Recruitment: Recruitment is very important process in business which contributes in
longevity of McDonald's. Human resources has understanding about the vacant seats in

organisation and they take necessary steps to fill that vacant positions. Recruitment takes
long time and cost also. As per case study McDonald's use long cycle of recruit its
employees so that they can get potential candidates according to their requirements. In
that consist of advertise new jobs, sourcing of potential candidates and screening and than
taking many steps interviews of candidates and then coordinate with higher manager then
take final decision (Bush and Middlewood, 2013). Such as happen in McDonald's that it
takes long and many stage interview to find out potential candidate according to their
requirements.
 Establishing relationship with employees: HR department is totally responsible to build
strong relationship with manpower in a work environment. It work on building strong
relationship among employees. Hence, HR manager plays crucial role in resolve conflicts
and disputes that arise in organisation.
 Offering benefits and compensation to employees: Compensation and benefits that are
important attribute in employee motivation that is maintained by HR specialist in
McDonald's. In that scenario it observe competitive practices in organisation.
 Training and development: In an organisation it is necessary to provide relevant
training and development to employees so that they become updated to knowledge and
skills. In world wide it is obligatory to provide professional development and training to
potential skills with proper orientation that make easy to adopt culture and other activities
that are important for organisation.
Emerging current and recent trends and challenges in people resourcing and their implications
In today scenario recruitment and social networking sites which enables to bring recent
changes and potential candidates in organisation (Campbell and et.al. 2013). There are many
changes that encountered in recruitment in some days.
The use of social networking: In today scenario to reach at large candidates and get efficient
work force it is very necessary for organisations to avail social media. McDonald's uses social
media and other networking sites to attract and retain large no. of candidates. Current research
and surveys shows that most of companies use different sources to recruit employees includes
LinkedIn, Facebook and other programs and not rely on traditional media sources. McDonald's
uses online portal that is mcdonald's.co.uk on which people can access and contact with lot of
candidates.

Candidates are open to idea of social networking as a recruitment tool: Organisations avail
online mode to communicate and retain candidates on other hand candidates also feel
comfortable while using social media. In that scenario both active job seekers and passive
candidates both are share their information and get desired results both parties.
Challenges:
In today competitive world organisation want skilled and talented workforce to gain
competitive advantage (Carnall,2018). But challenge is that there is scarcity of skilled and
talented candidates according to organisation measurement. Mostly companies facing
recruitment difficulties. McDonald's also faces problems regarding retain competitive staff that
give best services to customers and satisfy them.
Recruitment and selection process
Recruitment is process of searching and attracting viable and potential candidates according to
organisation needs that helps in achieving organisational objectives. In recruitment process
candidates should be source according to their abilities and their work attitude which play
important role to gain potential candidates. In recruitment process consist of several processes
Illustration 1: recruitment process
(source Recruitment process 2018)

such as identifying job vacancy, evaluation of job requirements, review applications and
screening , shout listing and after that select right candidate according to requirement of
organisation and their work behaviour.
Recruitment process:
In recruitment process consist of five process which play a crucial role in selecting right
candidate according to organisation. In which consist of five steps which are as follows:
Recruitment Planning:
In recruitment planning consist of analyse about vacant position of organisation and it
foremost step of recruitment process. In that step includes job specification in that includes
nature, qualification of candidate, skills set etc. A best recruitment plan helps to select best
candidate from lot of candidates (Goffee and Scase, 2015). Candidates have to able to satisfy
requirements of organisation and able to achieve goals and objectives. In that process consist of
identify vacancy from different departments and then give information to HR department and
relevant information should be given such as no. of post to be occupied, no. of positions, tasks
and duties, qualification and skills that are require. Some more steps and tasks that also consist in
that step are job analysis in which evaluate and analyse duties, responsibilities and skills and
talents require for specific job. In job description information that given consist of job roles,
responsibilities and positioning in job that are essential to complete targets and roles in
organisation. In job description provides information that are as follows such as job title,
location, duties and supervision etc. In job specification provides list of all jobs and their
locations as well in organisation (Kramar, 2012). It gives some more information in that consist
physical specification, mental specification and behavioural specification.
Recruitment strategy:
It is second step of recruitment process in which strategy is maintained to hiring
candidates. In that all preparation should be done according to job description, specification and
then at last decide which strategy is suitable to recruit best employee. In recruitment strategy
consist of make employees, forms of recruitment and geographical area and sources of
recruitment.
Searching right candidate:

In searching process consist of sourcing that depends on necessities of job. After
finalisation of recruitment strategy next step is candidate initialisation. In that process search can
be initiated from two sources that is internal and external source of recruitment. In external
source includes direct recruitment, exchange of employees and advertisement etc. In internal
source of recruitment consist of Promotions, transfers, former employees etc..
Screening:
Screening consist of start process after completion of sourcing of potential candidates.
Screening consist of identifying the candidates from previous process for next step of testing. In
that process unqualified or irrelevant staff should be eliminated. In that process three steps
consist that are analysis of resume, conducting telephonic interview and then identify best
candidate.
Evaluation and control:
This is last stage of recruitment process in which efficiency and validation of methods are
evaluated (Mayo,2016). In that all process are evaluated and according to that results should be
observed.
Advantages and disadvantages of recruitment:
In internal recruitment can be done by promotions and transfers in that company have to
decide whether to retain existing employees or take some other employees from outside the
office. Recruitment method is cost effective and it helps to increase their morale. On other hand
the external recruitment helps to take fresh and skilled work force from outside the work
environment which gives competitive advantage to their employees but it take more cost in
comparison to other sources.
Selection:
Selection is chain of activities in which picking right and potential candidate according to
requirement of organisation needs and work behaviour (Misener and Darcy, 2014). There are
major steps that consist in selection process that are as follows:
Selection process is very necessary to eradicate losses and increase profits of organisation. And
McDonald's uses different selection process which depend on requirements of organisation.
Interview:

In applicant interview consist of one to one session to know better about potential skills,
talents and knowledge of candidate. It helps to judge confidence level of candidate that is very
important part of any job.
Reference checking:
In references check consist of identifying potential skills and qualification according to
sources provide by candidate (Moxen and Strachan,2017). Means according to qualification of
candidate judge that it has potential knowledge possess or not. It also helps in understand the
conduct, behaviour and attitude of candidate in different way in both individual and professional
way.
Medical examination:
In that test physical and mental ability of candidate should be judge that person is capable
to performing particular job in better manner or not. That test help to judge physical and mental
fitness of candidate.
Final selection:
In that process candidate pass all selection criteria and fit according to organisation
requirements. In that case organisation provide offer letter to applicant.
Psychometric test:
This is also a type of test that avail by McDonald's to judge physical and mental ability of
their candidates to get proficient employees in their organisation.
Advantages and disadvantages of selection process:
Selection process has different advantages and disadvantages that depends on
organisation. In selection process allows HR manager to qualify the skills and knowledge set that
beneficial for organisation (Pryjmachuk and et.al. 2012). On other hand interviews and other
methods are more trustworthy and objective and it help to give insights and eradicate biasses.
There are some disadvantages also exist of selection process that it gives whole picture
sometimes about candidate. Secondly candidates not fully honest and reliable to the tests. Some
give fair results and other have biased . For identifying best results to select best methods that are
pre employment tests with face to face interaction and group discussions, collaborative hiring
etc.
Induction and training program
Induction program:

Induction training is that directly affects towards employee attention. It is most well
known fact that about 25% employees choose to remain in job or to quit in first week of their
joining. Employee training and induction helps to organisation and employees to provide
effectively induction program to new employees so that they feel unionised in organisation (Rees
and French, 2016). The role of induction program is to join with new employees to company
and help to understand systems and procedures of work and their behaviour.
Advantages of induction program:
Saves a lot of time and cost:
Induction is that program in which employees participate and share their view after
joining organisation. Induction program gives all relevant information to candidates before
starting work that helps to reduce cost and save time of both employees and organisation also. If
employee understand about working process, methods and tools it save time and helps to
increase their efficiency and gives better output and satisfaction level also.
Reduce employee turnover:
With help of induction program employee can give proper time and easily learn to adopt
new techniques and methods to accomplish works (Siebert and Martin, 2016). While employees
join in organisation they have lot of queries and questions in that induction program helps to
resolve all queries in McDonald's while operating in new organisation. and they help to
understand expectation level of organisation. So it helps to reduce overrunner of employees and
it helps to reduce overall cost of organisation and increase their efficiency in achieving goals and
objectives.
Ensures operational efficiency:
With help of induction and training program that helps in understand all aspects of
organisation. It enables to understand vision, mission and goals of organisation that helps to gain
attention of employees (Safari, Abdollahi and Ghasemi, 2012). Through induction it helps to
give knowledge about goals and missions of organisation. That enhance their understanding
power and also their efficiency that helps to adopt culture frequently in McDonald's.
Challenges of orientation:
There are many challenges that face during orientation process which are as follows:
No planning:

The first and foremost problem with orientation program is that companies do not
consider as important and not invest money to provide induction program to new employees. For
orientation deep research and study is require to plan induction program. For orgainsed a well
structured orientation program there is need to carefully examine relevant information that is
deliver to employees.
Management involvement:
In orientation program involvement of managers from top to lower management is
required to accomplish targets and objectives in proper way. But problem is that top level
managers exclude themselves from orientation process. That hinders objective of orientation and
for that communication is not done properly in advance. In that circumstances they fail to
properly communicate objectives with new employees. They have to be role model before new
employees and make company standards.
Ineffective handouts:
It is very necessary to plan the whole orientation before it implemented in proper way in
organisation to gain effective results. So for proper results an handout should be provide in that
all topics that are cover in so that proper results should be accomplish.
Training program:
Training is that held after orientation program that helps to enhance skills set, capabilities
and talents and key areas where reforms are required in organisation (Stark, 2015). Training
program helps to moulds thinking and working process of employees for doing a particular job.
Training is continuous and never ending process to enhance productivity and brings efficiency in
organisation.
Importance of training:
Training plays a crucial role in organisation to develop key skills in employees. Training
program is beneficial for both employees and employer to gain effective results and
accomplishments. Training given to new candidates who recently join organisation and to
existing employees to refresh their existing knowledge set (Taylor, Doherty and McGraw, 2015).
In case of new technology adopted to provide new goods and services so to give knowledge to
employees and at time of promotions and career growth require for both employee and employer
advancement in organisation.
Importance of training:

There are many important aspects related to training that are as follows:
Improve Morale of employees:
Training helps to employees increase their morale and satisfaction by giving job security.
If employee become satisfy from their work and their contribution then it enhance satisfaction
and it enhance productivity and efficiency level of organisation.
Less supervision:
A well trained employee need less supervision because s/he well acquainted with job and
know every aspect of job. That helps to reduce loss and damage.
Fewer accidents:
Mistakes and errors occurs in large when there is lack of knowledge and skills set that
create loop falls in organisation (Tsohou and et.al. 2015). If proper training and development
should be provide to employees then it helps to eliminate accidents.
Chances of promotions:
If organisation provide proper training and development according to requirement of
organisation. It enhance chances of promotion in organisation and give competitive advantage to
employer and employees also.
Increase productivity:
Training enables to enhance productivity of employees and morale. An motivated and
skilled employee gives its best to the organisation that helps to increase its productivity and
efficiency of organisation.
An increase in miscellaneous expenses:
Ineffective staff enhance a lot of cost of organisation that hinders organisation self
interest. It also increase cost of check activities and work again and again it cosumes time and
cost of organisation.
Disadvantages of training:
There are both pros and cons of training and development in organisation. There are
many disadvantages of training process that are as follows:
Cost can be prohibitive:
One of biggest disadvantages of training process that it takes too much cost in process. If
an organisation handle internal training then it increase cost because organisation have to pay for
training instead of its work (Valverde,Scullion and Ryan, 2013). If organisation avail outside

training then for it have to pay for time that is devoted by it(employee). On other hand
organisation have to send their employee to training in conference halls that increase their cost.
Helping competitor:
The most disadvantages of training is that an organisation spend a lot of money and time
on giving training to their employees in McDonald's. In that condition when an employee
become efficient in it work then competitor want that particular employee give their services to
their organisation in for that competitor gives to candidates offers for more pay that divert
attention towards competitor organisation and then employee move to that organisation and it
creates great loss for organisation and impacts negative on its productivity in Mcdonald's.
Control of training:
An organisation when provide training and development to candidate it is very necessary
to give proper instructions and knowledge and targets so that they focus on achieving results and
accomplishments. Sometimes while provide training it increase cost and not give any fruitful
results to organisation. It occurs lot of damage and effects on its goodwill also.
CONCLUSION
From the above report it has been concluded that managing people in effective manner
give benefits to both employee and employer. Effectively maintained workforce give fruitful
results and also enhance morale of employees and they give productive results. There are certain
recruitment and selection process that should be selected according to type of organisation and
its objectives. With training and orientation gives proper knowledge of work to employees so
that they understand their roles and responsibilities in organisation while operation in
organisation and gives clear objectives and goals to both employees and employer.

REFERENCES
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