Managing People in Organizations

The provided assignment is about managing people in organizations. It requires the student to analyze various articles and books related to human resource management (HRM) and provide a summary or critique of the concepts discussed. The student needs to demonstrate an understanding of HRM practices, including performance management, business ethics, and managing diversity. The assignment also requires the student to identify relevant sources and cite them properly.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
People resourcing and its importance and discussing identification of current trends and
challenges that implication in given study..................................................................................1
Explanation of the recruitment and selection process in organisations with identification of
advantages and disadvantages which based on given study.......................................................2
Importance of induction programmes with explanation of how this can beneficial for greater
performance and output to encounter possible challenges in the organisations.........................5
Importance of training programmes whilst provide an explanation to possible challenges.......7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
In every enterprise, people play important role to make successful results and outcomes.
In this way, minimise cost and increase output with effective planning, organising, directing,
staffing, controlling, etc. activities has been followed with fewer resources to accomplish more
benefits and output. Consequently, it influences productivity to develop staff motivation and
morale (Leroy, Van Dierendonck and Den Hartog, 2018).
Present study based on McDonald for whom people are its most important resources.
They consider participation in business to increase customer satisfaction with positive attitude
and abilities of employees. Effective workers are the best route to get success in life.
For gaining insight information of the present study, it includes resourcing and its
importance which helps to assess current trends and challenges that implication in given study.
Furthermore, recruitment and selection process in the enterprise discusses with advantages and
disadvantages. At last, importance of induction programme has been explained that is beneficial
for greater performance and output.
MAIN BODY
People resourcing and its importance and discussing identification of current trends and
challenges that implication in given study
People resourcing is important because it assists to encourage employers to integrate their
business and HR plans. It allows for better control over staffing with minimum cost and numbers
of people employed in McDonald. Employees are also enjoying their tenure at an organisation
when it provides comfortable sharing and their experience to encourage peers to join.
Furthermore, they are also offers crew incentives with spread word for many new hires in the
organisation (Reiche, Stahl and Oddou, 2016). McDonald's commitment to building fair
recruitment practices with highly diverse workforce. Actively building heterogeneous workforce
also keeps in mind of candidates to develop future leads in interview process.
Furthermore, the chosen business also offers full-time and part-time opportunities for
their candidates to meet with desired results. In stiff market competition, challenges must be
solved to think creatively when structuring its recruitment strategies to maintain inflow of talent.
Nowadays, McDonald's looking to deepen their relationship with community and offer several
opportunities to locals. Hence, they focus to building strong brand and culture to understand link
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between talent attraction. The chosen business consider caring environment for staff to look and
train to increase attraction of customers. They involved people with latent development process
in recruitment and selection strategies.
Current trends Automation in fast food: In McDonald's, several popular food chain introduced with
automation in different outlets to make simpler and quicker order processing. Automation
in the fast food will also reduce risk of orders errors and waiting time for consumers.
Therefore, the chosen enterprise consider this process to look upon healthy food habits.
 Speedier payment method: Idea of reducing wait time in service is one of the primary
divers which lead to operate in fast food industry. Hence, it helps to make faster and
easier transaction in McDonald's. With the help of this method, customers can now
directly pay with phones and it enables to create quicker transactions (Leroy, Van
Dierendonck and Den Hartog, 2018).
Challenges Customer choices: McDonald's face challenge due to changes in customer choice. It
creates impact on results and outcomes of the enterprise. Furthermore, the selected
business need to concentrate on customer choice to gain desire results at workplace. For
example, it helps to increase customer satisfaction (Krishnan, Lombardo and Krishnan,
2015). For example, many young age of people, McDonald's offer career opportunities so
that they can easily satisfy customer demand and requirement as per their choice.
 Better quality of the competition: It is one of the important consideration in which
McDonald's face challenge to provide better products and services to customers. In the
market, there is high competition which face by the company in large aspect. Therefore,
it is important to look better work to satisfy customer demand and requirements. For
instance, deal in competition with better quality complete successful outcomes to hire
applicant (Charlwood and Hoque, 2017).
Explanation of the recruitment and selection process in organisations with identification of
advantages and disadvantages which based on given study
In McDonald's, staff turnover occur due to various reasons such as career change, leaving
area, returning to education, new opportunity in other area. Recruitment and training staff is very
expensive so that business need to look to keep staff turnover at minimum. McDonald's needs to
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deliver outstanding services to ensure that the chosen business recruit right people with identified
essential skills and behaviours that demonstrate position with job description with outline typical
duties and responsibilities. With a person specification, defining personal skills and
competences, recruitment and selection process determine in the business. In recruitment
process, the chosen organisation consider recruitment policy so that each individual restaurant is
responsible for filling hourly paid positions (Reiche, Stahl and Oddou, 2016). Management
recruitment co-ordinates for recruitment of managers so that several avenues paid among
different employees. Positions are generally advertised in restaurant so that it is the best method
of hiring quality of staff. It is vital to use effective hiring material with clear message with clear
message to target right audience.
Recruitment exercise also generates more applications than there are different positions
available. Manager will select applicants to be interviewed and conduct interviews as well. After
conducting final interview, manager rate the applicant's responses. Hence, successful applicant
demonstrated behaviours and skills which can be identified as being key to the particular
position. They produced that documents shows eligibility towards work in UK to notify all
candidates to successful satisfactory references. McDonald's also inducts new employees into
business which gives overview of the company. As a result, it includes job role, food, hygiene
and safety training. In addition to this, it contains policies and procedures, administration,
benefits, training and development, etc. (De Cremer and Vandekerckhove, 2017) New
employees can also meet with their trainer so that they are operated in 3 weeks probationary
period after which staff members rated on performance to retained their employment terminated.
Recruitment and selection process of McDonald's Stage 1: In first stage of recruitment and selection process, online applications involves.
Online applications of McDonald's includes personal details, six competencies questions
that are delivered in four headings such as teamwork, leadership, customers service and
career choice. Stage 2: In submission of application form, candidates are asked to complete personality
test, designed to evaluate personal values and suitability for particular role. Focus is on
leadership qualities and ability to work well in particular team. Stage 3: In third stage, assessment includes which conducted because of purpose of find
more about applicants. Honestly opportunities increases to develop interests and elements
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that motivates staff members. Wide range of staff provide good advice to know about
different opportunities exists in it. Stage 4: On job evaluation, assessment lasting in which candidates try out various tasks
to join restaurant crew. Learning about customer services, equipment maintenance, health
and safety, complaint handling and shift management. It is one of the important
opportunity which is really experienced to work in a shift (Krishnan, Lombardo and
Krishnan, 2015).
 Stage 5: At last stage, interview conducted with operations manager. It includes
educational and work history. Motivation is also successfully develop with basic
competencies. It is also important opportunities for candidates for job and future
prospects.
Advantages of recruitment and selection
 From the given case study, it can be stated that McDonald's success is built on highest
standard of quality, services and cleanliness which delivered to customers.
 Well-trained crew and managers accomplish these standards that assists to provide career
opportunities to develop its full potential. It includes comprehensive training programme
which enable to first job employees that progress through senior management position on
merit based promotion.
 Standard and expectations also followed by a structured development programme which
provide training in all areas of the chosen business.
 When McDonald's consider internal recruitment and selection process, they know
strength and weakness of all staff members so that they are already committed to
business.
 Less training required to staff members to fill vacant position and get progress in
effective manner.
 Motivating for staff progress also helpful consideration that assists to develop progress in
the enterprise (Krishnan, Lombardo and Krishnan, 2015).
 In selection procedure of McDonald's new ideas can be brought in the business that helps
to promote more effective results at workplace.
 Larger pool of applicants available from which one need to be select.
 It helps to avoid resentment among colleagues within the organisation.
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Disadvantages of recruitment and selection
 However, there are several disadvantages exists in which one of the cause of resentment
with colleagues.
 Very expensive in term of recruit and select candidates from external environment.
 External recruitment and selection is expensive and time consuming process.
 Training often needed because worker may not fit into the enterprise.
Importance of induction programmes with explanation of how this can beneficial for greater
performance and output to encounter possible challenges in the organisations
Induction programme is an important process for bringing staff into the organisation.
These types of programs in McDonald's play very important role under the socialisation in
business in terms of performance, attitude and organisational commitment. Effective induction
ensures that new staff can quickly learn policies, processes and practices. It is generally used to
describe whole procedure with their jobs and working environment. Getting induction process in
right manner assists to get new employees with up to speed and productive in quick manner.
Staff is one of the important assets so that induction gives chance to welcome new employees
and build positive attitude (Charlwood and Hoque, 2017).
Main purpose of induction training is to integrate new employees in the business and
make them understand with system and procedures followed in the business. Induction training
also assists to helps new staff members to settle down quickly in new work environment and
provide sense of belonging. In McDonald's, induction training is to integrate new employees into
the organisation and make then understand about particular systems and procedures followed by
the enterprise. This is because, it helps to settle new staff members among existing people (De
Cremer and Vandekerckhove, 2017). In the chosen business, following are certain ways that
consider for greater performance and output to encounter possible challenges in the business: Define expectations: In order to be successful, new hires need to increase to make success
and create expected from each and every step. In McDonald's future career successfully
develop to take right support from managers, mentors and team leaders. Hence, it is
success of induction programme to develop new team members effectively. Transfer knowledge: As a new salesperson, there is so much which need to learn. It
seems to be an endless list of products, people, processes, culture, performance, etc.
(Cappelli and Tavis, 2016). New salesperson in the chosen business overwhelming for
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new people. Make process easier in McDonald's also putting pieces of knowledge so that
information is much more valuable for several products and services. Immerse them in particular role: This makes accessible to new hire at any time of the
day. Therefore, dramatically it reduces dependency on people around them. Take some
time to immerse people to hire in their role also develop in term of learning within the
team (Maskell, Baggaley and Grasso, 2016). Speak to customers and improve in
particular role also support with practical tools. Targeted coaching sessions and
benchmark also taken in McDonald's to conduct induction program. Give practical sales training: With the help of practical sales training, it can be stated that
skills must be develop to become a successful person in the business (Xing, Liu and
Cooper, 2016). Each person is different from one another so that new skills test in a
particular risk free environment and return to work to perform functioning in
McDonald's.
 Reinforce learning: It is more crucial to perform role in repeatedly manner. With this
regard, practical challenges can be solved with taking job support and consider coaching
and reviewing. Therefore, goals can be set to focus on supporting reinforce learning
(Sund, Bogers and Foss, 2016).
Apart from this, there are several challenges also occurs in induction programme of
McDonald's that are as follows: Standardisation of training: In order to ensure that employees are fully engaged with
learning platform and consent, it is another major problem in induction program. This is
mainly because trainee either cannot understand objectives to see the relevance of proper
training with delivery feels state and uninteresting (Winterhalter, Zeschky and Gassmann,
2016). For instance, all modules could have identical time constraints that are highly
defined and stated learning outcomes that can be delivered in a visual manner. Global workforce and cultural differences: In McDonald's global workforce and cultural
differences also consider one of the big challenges that faced by training managers
(Kumar and Yakhlef, 2016). Training can be globally consider globally to make
successful results at workplace. Resources are also develops with multi culture work in
individual approach.
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 Different generation in the same workplace: In McDonald's, there are different
generation in same workplace so that it create the biggest issue at workplace of induction.
Learning techniques deploy several things that need to consider among older people
(Kamoche, Siebers and Newenham-Kahindi, 2015). Different cultures have different
learning styles so that it create major impact on the results.
 Engage with the training: Furthermore, in McDonald's it is essential to ensure that
employees are fully engaged with learning platform so that training and development
program can be successfully performed in the process. This is because, trainee either
cannot understand objectives to see relevance of system for staff members. There are two
ways to tackle issue and present with effective training programme (Krishnan, Lombardo
and Krishnan, 2015). Create dynamic training portfolio uses with variety of methods to
deliver its learning objectives. Hence, effective approach make potential advantages in
own learning.
Importance of training programmes whilst provide an explanation to possible challenges
In order to consider effective training program, it can be stated that McDonald's must
create and deliver high and effective aspects to solve training and development challenges in
corporate learning. Following are certain importance of training programmes to possible
challenges: Improving learning effectiveness: Quality can be defined by participants to increase
learning and performing several functions. Selecting and developing training is closely
aligned with improvement of job performances that is crucial to get maximum return on
training investment (Moreno-Salamanca and Melé, 2015). In McDonald's, there are
several methods consider for providing training such as classroom, web-conference, etc. Expanding content and training programs: Expanding content and training programs can
be successfully develop with changing skill requirements and new delivery methods. It
can be make to keep up with demand for corporate learning assets. Existing and develop
new content and training program also keep effective global workforce for maximum
performance (Bell, Bryman and Harley, 2018). Instructional designer is important for
development of good time training with cost effective training and development
experience.
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 Delivering consistent service across global enterprise: Due to different cultural people,
McDonald's manager also consist their work with analysis of the target audience. Nature
of the training content also focused for global workforce. This ensure content is correctly
translated with concept that appropriately captured with language and cultural differences
(Reiche, Stahl and Oddou, 2016). Localised web-based or web conference training is the
one of the best medium to reach geographically dispersed target audience. Reducing development cycle times: Getting new programs up with running quickly is not
hard. Select professional translation company with capabilities for quick and easy file
exchange consider fast delivery and establish process for change orders. Development of
internal practices create workflow which improve velocity (Charlwood and Hoque,
2017). Managers are identifying potential outcomes from industry specific social network
and communities within conferences and trade shows. Industry association and create
workflow improve appropriately functioning to establish process for change orders. Increase product knowledge amongst employees: When employees are not understood
how to use training products and technology, manager of McDonald's need to focus on
providing training towards new tools and technology. As a result, it helps to increase
product knowledge amongst several employees (Leroy, Van Dierendonck and Den
Hartog, 2018). Furthermore, if employees are not familiar with tools, it is essential to
develop knowledge and understanding towards effective results at workplace. With the
help of effective strategy and tools, it can be stated that new products and technology can
be used in process of signing in, using and signing out.
 Getting feedback and course completion: In order to consider exit process, manager of
McDonald's also need to deliver course completion process. In this aspect, process of
course delivery is the last of the training challenges for talent development program. As a
result, it is essential to consider training course which play important role with learning
objectives (Taylor, Doherty and McGraw, 2015). It is easy to monitor individual
completion and achievement rates. Most of the e-learning platforms monitor and
reporting that helps to accomplish tasks in the form of feedback.
Overcoming training challenges with highlighted several aspects to provide training in
the business. In this way, consistency, logic and flexibility can be successfully develop which
includes in learning and development process holistically (Crane and Matten, 2016).
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Improvement among employee, partner and customer training with enterprise develop learning
management system. Hence, diverse portfolio of customers consistently provide effective results.
CONCLUSION
From the above report, it can be stated that managing people in business determine
important role in success of enterprise. In this regard, present study explained about McDonald's
to increase their efficiency and perform several functioning at workplace. With this regard,
importance of people resourcing and identify its advantages and disadvantages can be implement
successfully at workplace of the chosen business. Furthermore, it concluded about challenges
that faced by the enterprise to deal in different areas of the market and promote creativity and
effectiveness. Moreover, importance of induction program has been articulated that assists to
increase possible solution for greater performance and output in the business. With possible
challenges, encounter also needed to achieve course completion in learning and development
process.
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REFERENCES
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business models. MIT Sloan Management Review. 57(4). p.8.
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Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
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