People Resourcing Management and HR Practices

This study guide provides an in-depth look at the concepts and practices related to people resourcing management. It covers various topics such as managing challenges, social capital, talent management, diversity management, and product lifecycle management, among others. The guide also touches on current trends and emerging issues in people resourcing, including the role of technology and innovation in shaping HR strategies.

Managing People In
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................3
TASK 3............................................................................................................................................5
CONCLUSION ...............................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management and leadership share a common goal in order to develop
better understanding of how to manage people in organisation. In any company, HRM deals with
different issues related to performance management, compensation, organisation development,
wellness, safety, benefits, employee training, motivation and others. Human resource
management plays a strategic and vital role in effectively managing people and the environment
and culture of workplace (Brown, 2013). Main purpose of this report is to identify the
importance of selection and recruitment process for individual and organisation. In this report,
given case study is of McDonald’s which is an American fast food organization, founded by
Richard and Maurice McDonald IN 1940. This report cover people resourcing and its
importance, explanation of recruitment and selection process and its advantages and
disadvantages. Lastly, significance of induction programs is also determined in this report.
TASK 1
As per the given case study of McDonald's which believes that the success and growth of
the restaurant and the organisation is accomplished via the people it employs. Main aim of the
business is to recruit knowledgeable people in order to retain them by providing ongoing training
class to their position and to encourage them when they are ready.
People resourcing is concerned with the different approaches and methods used by
managers in resourcing their businesses in such a way as to empower them to meet their common
goals or objectives. Therefore, it considers staffing, performance, administration and change
management i.e. selection, recruitment, performance appraisal, policy development etc. All these
are essential for motivating worker to a high level of performance (Bush and Middlewood,
2013). Thus, it is significant for managing people in the organisation in better and effective
way.Importance of people resourcing
It is an effective part of human resource management that is related with the hiring and
release of the person as well as employee’s performance management. There are different
significance of people resourcing to the McDonald's which are determined as under:
 This aspect gives an effective framework for the different activities of resourcing such as
human resource planning, talent management, flexibility planning, absence management,
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retention planning, recruitment and selection. All these are highly essential for the growth
and development of company. It will also help in achieving their goal and target.
 With the help of people resourcing, business can receive a global certificate or licences
from one of the international leading organisations.
 It helps them in getting a solid materials.
 It is also important in encouraging and promoting managers to combine their business
and human resource plan in an effective manner. It will assist McDonald's to hire knowledgeable and talented workforce which turn to
provide better results to the organisation within predetermined time duration.
Several current trends and challenges in people resourcing: There is convergence of social
networking and recruitment which sites such as mypeoplebiz.com are supporting to drive and
having newly looked at and analyze some of the issue, emerging and trends thinking in the
organization (Campbell and et. al., 2013).
Trends: Use of social networks to drive recruitment: As per the market survey, approx.
78% companies are using social media networking in order to analyze and attract large number
of candidates. For example: surveys of human resource executives and recruiters found that
about 50% of firms were spending maximum on business networking sites like Facebook,
Linkedin and less on print, employee-referral programs and traditional job boards (Current &
emerging trends in People Resourcing, 2017).
Challenges: Recently, economy has presented more challenges or issues for most
employers, for example: Jobseekers market is booming and the war for endowment continues to
challenge recruitment initiatives (Carnall, 2018). Managers are still troubled to attract different
number of candidates with the required industry expertise and experience. Beside this, each and
every thing is worsened with approx 86% of organizations across different number of sectors.
This acknowledging to experiencing recruitment troubles.
McDonald's directs applicants towards applying on line at www.mcdonalds.co.uk. 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. Thus, it is essential for the company to understand
about candidates needs and requirement towards job.
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TASK 2
Recruitment: It is an effective process of analyzing and attracting potentials resources for
completing vacant position in an enterprise. It sources the people with the attitude and
capabilities, which are highly needed for accomplishing the objectives and goals of McDonald's.
In addition, it is a process of identifying jobs vacancy, finding the job requirements, screening,
reviewing applications, shortlisting and choosing the right candidate.
Selection: It is another important function of human resource management and effective
process of choosing or picking the correct prospects, who is more suitable and applicable for a
vacant position. In addition, it can also be described as an effective and essential activity of
interviewing the people and analyzing their qualities (Harris, 2016). It is highly needed for a
particular job position and then selecting the right candidates for the given position in
McDonald's.
Recruitment and selection process: It is an effective and main process which is used by
each and every organization to recruit and select best candidates. In recruitment process,
McDonald's provide all information about vacant job position on their website such as
www.mcdonalds.co.uk. They also provide facility to those people who cannot access the web
such as to call the recruitment Hotline or pick-up a pre-paid business reply card.
Hotline: It refers to point-to-point communication linkage in which phone call is
orientated to the prechoosen locations without any kind of additional action by the service user.
It is one of the most essential and useful way for attracting large number of candidates for vacant
job position.
Pick-up a pre-paid business reply card: It is another essential tool and way which is used
by Mcdonald's in order to encourage candidates to return data, like credit card applications.
Thus, it is beneficial for recruiting candidates by providing entire information about the vacant
job position (Kramar, 2012).
In order to select best and knowledgeable candidates for the vacant position, McDonald's
use three states of recruitment which are determined as under:
Initial online psychometric test: These are used to determine a personality, knowledge
and skills of candidates. Psychometric test is essentially famous in recruitment and are now
applied across different sectors. It is also applied by McDonald's, in workplace. Such type of test
typically includes of verbal reasoning, numerical reasoning, situational judgment tests and
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diagrammatic reasoning all these are developed in the organization. In order to select candidates,
this test help an organization to measure knowledge, personality, attitudes and cognitive abilities
of candidates.
Advantages Disadvantages
Psychometric test is essential for McDonald's
in order to attract large number of right people
for vacant position.
The psychometric test may develop and create
interpretations which is mainly based on lack
of knowledge regarding the test.
Psychometric assessment has been an essential
factor in enhancing performance, especially
with respect to employee cooperation and
collaboration of McDonald's.
Psychometric test must be applied in
conjunction with many other methods which
impact on business while selecting right
candidates.
Psychometric test is also important and
beneficial for the restaurant in reduction of
attrition and improvement of engagement.
This type of test is costlier and time consuming
for McDonald's. Thus it is not essential for the
business to achieve better results.
On Job Experience (OJE): It is a non-financial-aid eligible, evaluation and worksite
based training activity. On job experience in McDonald's is concern the trainee management
candidates that spending their time such as 11.00 am to 6.00 pm in a restaurant. In order to get
this phase, candidates have already attracted and impressed with an organization (Mayo, 2016).
This is a better chance for company to gain a realistic and accurate knowingness of what state a
trainee manager. Likely, to see how prospects handle engaging with clients and functioning with
their restaurant teams.
Advantages Disadvantages
It is good and essential for the organisation to
strike up conversations with different people
who are the part of selection and recruitment.
Uncomfortable working conditions of
McDonald's develop changes in competency of
management.
It is especially essential in retail environments
where company is dealing with candidates all
day.
Management of the McDonald's can be rude at
time of dealing with candidates.
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Interview with manager: It is a last process of selection which is apply by McDonald's.
In this process manager conduct interview round and ask different questions about salary
expectation and many other (Misener and Darcy, 2014).
Advantages Disadvantages
In interview round, any type of mistake and
misunderstanding can be rectified in an easy
manner.
This process is a time time-consuming which is
not good for the company to select best
candidates.
Relation between the manager and employee
can be created through an interview. Thus, it
maximise co-operation or mutual
understanding between the parties.
Interview is a systematic activity of
information accumulation. The progress of an
interview relay on the effectiveness of the
manager. This unskilfulness of an
administration can lead to deceptive outputs.
TASK 3
Induction programme:
This programme is an activity which is used in many company to welcome new workers
or employees and ready them for their brand-new function or role. McDonald use this pre-
program for their new employees because they want that new members are set effectively and
quickly as possible in their roles and duties. This programme is about skill management which is
essential in creating brand economic value of employer (Poksinska, Swartling and Drotz, 2013).
This management system is very beneficial for McDonald growth because administration
develop the practical and theoretical abilities of new workers in induction programme. They also
create interaction among new and existing employees. Content of this program include:-
contractual terms, occupational safety & health, organisation overview, working environment,
amenities, overview of key policy and meet & greet.
McDonald's follow three steps of induction programme like- general orientation- to the
staff. Specific orientation- to the managers, immediate boss. Follow-up orientation- for the
satisfaction of new employees, related to counselling and guidance.
Importance of induction programme:
This programme is an essential process or activity for bringing fresh staff into an
organisation. Induction program is beneficial for McDonald because it provide set-up to the new
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workers within the company and an introduction to the operative area or environment (Rook,
2013).
Save time and money: Induction programme is first and foremost program in the
organisation where new employees participate after joining the company. This program provides
all the roles and information to the new employees for performing duties. An employee can
easily adopt new roles and duties and start quickly delivering results. If in induction program,
this new worker is trained in well manner than in this manner McDonald's saves a lot of time and
money because knowledgeable people are capable to complete all tasks and activities in given
time and cost.
Reduce employee or worker turnover: When people join an organisation, employees
have a lot of problems, questions and queries about the company and also have a lot of
hopefulness at the same period of time. McDonald solve all these questions and queries in this
program. Ineffective induction program leaves new workers confused for job and then they feel
helpless and frustrated. But McDonald's adopt proper and effective induction program for
reducing worker’s turnover and increasing staff members retention rate.
Ensure operational or functional efficiency: A good program covers all features of a
organisation. This program help new workers become well-known and familiar with the
McDonald's mission, vision, goals and work culture (Stark, 2015). And for achieving objectives
of the business, they can easily understand and realise their own duties and roles. This program
quickly increases the efficiency of new workers. So, they get active in their occupation or job
and can adjust in the work culture of this company. Increase the productivity of new workers
from operational efficiency.
Create positive environment: It’s main importance is that it create positive environment
in the company and also established positive perception about values, cultures and goals.
Challenges of induction programme:
Sometimes, company fail to provide effective induction programmes because off some
issues and challenges which are as follows:-
No planning: Some times, company do not spend sufficient money and time in their
induction program. Much planning and research is needed before providing such type of
program. Repeated instruction increase the wastage of resources (Taylor, Doherty and McGraw,
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2015). If they do not do proper planning for welcoming to new employees then they can lose the
new staff and its negative impact can lead to the employees turnover.
No follow-up: After initial induction program, company do not follow-up group
discussion and it is difficult to find out whether new workers are comfortable or not with
business policies.
Giving so much information to the new beginners at once: Induction program is not a
single day activity for new employees. Sometimes company provide all information in one day
and it is not possible to understand all the activities and policies of the company in one go.
An impersonal program experience: Difficulties arises in induction experience with
uninspiring content, if new starters are not fully realised and understand the duties and
responsibilities. This process going slow down significantly if company have content-dumping
information. In this company let down to address the actual concerns of their employees
(Townsend and et. al., 2012).
In the details they getting lost: Sometimes company only focused on formalities, rather
than experience and content for new employees.
Managers attitude: The superior who give induction to the new employees is too bossy
and not proper trained. Sometime this behaviour arises conflicts which is reduce the new
employee's expectations.
Training programme:
Training programs are provided time to time to both new and existing employees.
Training programmes are very much needed to improve and increase the productivity and skills
of employees. Employees are an important assets and resources for any company. In MacDonald,
most employees use only some percentage of their abilities and talents, for this they conduct
training programmes to realise the full potential. For increase and improve the employee's
managerial, behavioural and technical competencies, McDonald's provide training programmes
to their employees. It is accomplishing by improving employee's knowledge and develop their
capabilities to achieve success in changing condition through flexibility in approach and
thinking. This company also provided different different courses for groups and individuals for
improve their ability of achieving targeted goals.
Importance of training programmes:
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Training presents a quality opportunity to enlarge the knowledge base of all workers.
Training is an important component of an organisation which is improve the quality, productivity
and skills of employees to achieving the targeted goals (Valverde, Scullion and Ryan, 2013).
Training sessions is beneficial for MacDonald's employees because this company provide many
types of training sessions and programmes like: - twelve to eighteen months of training in
restaurant, provide conference, seminars and one-on-one programmes sessions, provide part-time
and self-directed training and professionals of local training gives training classes. There are
some importance of training which are as follows:-
Improved and developed employee performance: Training improved skills, abilities,
knowledge, attitudes and beliefs of the both new and existing employees. If proper training is
provided, then employees becomes more alert for proper procedures of task and safety practices.
Employees can strongly understand the roles and duties of their job because training build their
confidence and motivational level (Brown, 2013). This confidence push them to perform finer
and think of new contents or thoughts that help them to stand out or excel.
Addressing weakness: Some employees or workers have weakness and imperfection in
their workplace. A training session strengthen those abilities and skills that every worker need to
modify. A training sessions brings all workers to a higher level so each worker has smiler
knowledge and skills. Training helps to decrease weak links within the business who trust rarely
on others to accomplish normal work tasks.
Employee satisfaction: Training also satisfy the employee's need for learning that is
beneficial for company. Workers who feel challenged and appreciated via training opportunities
then they feel much satisfaction towards job. This creates supportive workplace.
Challenges of training:
Training also face challenges in their company. Issues are arises when managers do not
follow proper guideline of training .MacDonald's have some challenges in its company which are
as follows: conflict management, challenge of delivering consistent session of training and
challenge of developing leaders.
Conflict management: Some times conflicts are arises between managers and employees
and handling those issues can be complex and difficult. It is a critical skill and deeply affect the
company's growth when it is falling (Campbell and et. al., 2013). Conflicts can decrease morale
of employee, increase turnover and impact negatively on business.
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Challenge of delivering consistent session of training: McDonald's is a international and
geographical level company in which increase the trouble of providing consistent session of
training. Its most common issues include language barriers, increased costs, translation issues,
virtual development needs and geographic limitation.
Challenge of developing leaders: Sometimes work environments are become more
demanding, complex and diverse (Bush and Middlewood, 2013). This is a critical situation for
the company to develop the leaders and managers in every level.
CONCLUSION
From the above mentioned information, it can be concluded that recruitment and
selection are important aspect for the restaurant development. With the help of this process they
can easily recruit right candidates for accurate job position. After this process, company can have
organised training, induction and development program for the candidates. Thus, it helps in
maximisation of skill, knowledge and ability of candidates which result is accomplishment of
business goals and objectives. In recruitment and selection process, company follow some tools
and steps such as Hotline, Pick-up a pre-paid business reply card, psychometric test, On Job
Experience and Interview. All these are essential for the organization to improve their success
and growth within predetermined time period.
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REFERENCES
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Misener, L. and Darcy, S., 2014. Managing disability sport: From athletes with disabilities to
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Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations. Taylor
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Townsend and et. al., 2012. Accidental, unprepared, and unsupported: clinical nurses becoming
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Online
Current & emerging trends in People Resourcing. 2017. [Online]. Available through:
<https://www.hrgrapevine.com/content/article/2010-06-25-current-and-emerging-
trends-in-people-resourcing>.