Managing People in Organisations

This essay examines the importance of managing people in organizations, focusing on the recruitment and selection process, induction programs, and training programs. It uses McDonald's as a case study to illustrate these concepts and explores the advantages and disadvantages of different approaches to people management. The essay also discusses the challenges associated with each stage and provides insights into how organizations can overcome them.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Define the people resourcing and its importance .............................................................1
P2 Discuss the recruitment and selection process in organisation with the advantages and
disadvantages..........................................................................................................................3
P3 Illustrate the importance of induction programme and training program on the individual
performance and output..........................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing people is important part of the organization for gaining better place in
market as well as in profit maximization also. There are many research which show that the line
managers have the great impact on the staff performance and engagement in the business activity
(Bush and Middlewood, 2013). Effective manager are those who does not only control their
employees but also provide a pleasant environment to employee to perform best of their
capacity. This report is based on the McDonald's and their recruitment and selection process in
the organization. McDonald's is the world largest fast food chain which was founded in 1940. It
is an restaurant which was founded by Richard and Maurice McDonald's in California, United
states. The respective company deals in hamburgers, chicken, soft drinks, wraps, desserts,
breakfast items and coffee. The purpose of this report is to understand the importance and
challenges of induction and training program in the respective organization. Along with this, it
defines the concept of the recruitment and selection and its importance in the enhancing business
performance and productivity.
P1 Define the people resourcing and its importance
Managing people is the work of human resources department mainly which require
appropriate skills and capabilities so they can manage staff members or another person in the
organisation. By the use of different types of methods, manager is able to get the right candidate
for performing the task in the organisation.
Recruitment : It is a positive process of searching the potential candidate and stimulate
them to apply for the job in the business (Renz, 2016). Hiring of the candidates can be done
internally within organisation or from external source. McDonald's is also using effective
recruitment process in their business so that they can get appropriate candidate for the post.
According to the given case study, McDonald's at the initial stage understands the past life of the
applicants to know whether they fits for the job or not. In the recruitment process if candidate not
able to pass the first level then as per the interviewer he/she is not suitable for the vacant job
position in the company.
Importance of recruitment are as follows :
 It increase the rate of success in the selection of the right candidate and decrease the
number of person under qualified and overqualified candidate. By knowing the person,
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education or any other past job experience respective organisation able to understand
whether that person is qualified or overqualified for their job.
 It reduce the probability of the employees who leave the job after the completion of the
selection process in shorter period of time. Because by the help of the recruitment process
McDonald's able to know that whether that person can help in the future improvement of
business performance.
 Recruitment is the process which can easily pool interested candidate and there is no
requirement of much fund when advertisement related to vacant job position published in
news paper.
 It evaluate different recruitment techniques and source for all types of job applicants.
Trends prevailing in the recruitment process are described below :
Social media : Social networking sites such as LinkedIn and Facebook gained more
importance among the internet user (Thomson and Thomson, 2012). These sites provide the
relevant information about the candidate due to which many firms start using social networking
sites for finding and recruiting the new talents. From the case study, it is known that McDonald's
is using the www.McDonald's.com in order to attract large number of candidate directly. The
company is using this to identify and locate the right talent for the company.
Mobile recruitment : There are many surveys which show the importance of mobile in
the human life. There are large number of prospective candidates who use internet for the
purpose of searching job. The organisation start building the mobile site so that they can satisfy
the needs of mobile uses. In the given case scenario, McDonald's is providing the Recruitment
Hotline or pick up a pre-paid Business Reply Card in order to get in touch with the candidates
through the help of mobile. By the help of the recruitment, hot-line respective business will be
able to get quick response from the candidate for the post.
Challenges present in the recruitment process are as follows :
The speedy and immediate requirement of the employee is not get get solved because of
the lengthy process of recruitment. The process should be flexible, adaptive and responsive for
immediate requirement. McDonald's also face this situation because they perform various steps
before recruiting the individual for the post. In some situation candidates are judged on the basis
of their marks instead of talent this is the major challenge faced by the company as well as
candidate in the recruitment process.
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McDonald's and many more organisation facing the retention problem because of present
of lot of opportunities in the market. Businesses are not getting benefit of the research and
investment done on analysing the need, experience, skill required for the particular job.
P2 Recruitment and selection process in organisation with the advantages and disadvantages.
Recruitment process include analysing the requirement of the post, attract
potential candidate to that job, screening and selecting applicants, hire and attach the new
employee with the organisation. It's the process of finding and hiring the best candidate for a job
opening in a timely and cost effective manner (Basu, 2014). There are various steps which are
involved in the recruitment process such as :
Recruitment planning : This process start from planning where in the vacant job
positions is analysed and the job draft is prepared which include the job specification, nature,
skills and experience needed for the post etc. Due to this, right candidate can be chosen on the
basis of roles and responsibilities with the qualification and experience expected. McDonald's
prepare a proper interview strategy in order to identify the potential of candidates in respect of
future performance.
Strategy development : After the preparation of job draft, McDonald's make a strategy
for recruiting the potential candidate for the organisation. In this, the firm is comfortable in using
the online method and offline method such as their personal website and the hotline. Employees
can be recruited from direct or indirect source such as promotion, transfer, direct recruitment,
campus placement and many more mode.
Searching : After making strategy, the candidate searching get started. It is done on the
basis of two steps which are source activation and selling. In source activation, line manager
verify and inform about the vacancy so that search can be started. In selling, business select the
media through which they provide information to the prospective candidate.
Screening : The screening means employee is shortlist for further selection process.
Screening is consider is the first step of selection and also the part of recruitment process.
Purpose of recruitment is to remove the applicants at the early stage which according to the
respective organisation is unqualified for the job. The company has their own strategies of
interviewing which is being asked by McDonald's interviewer for identifying suitable applicants.
They are asked practical situation based question beside theoretical questions to understand the
field knowledge.
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Evaluation and control : It is the last stage in the recruitment process where the validity and
efficiency of the process is assessed so that if there is any variation from the desired result than
proper measures should be adopted (Stark, 2015). It is a crucial stage because in this
McDonald's choose the output in terms of the cost included. The recruitment is a costly process
because it include the salaries of recruiters, cost of selection, time spent by the management, cost
of advertisement, a price paid for the overtime for fulfilling the vacancy etc.
The process starts from sourcing the right resources to arranging and conducting a
interviews and finally end on the selection of the right candidate.
(Source : Recruitment Process, 2018)
Advantages :
 By external recruitment, organisation will be able to bring new ideas and talent to their
firm because through this, large number of individuals come to the organisation. Through internal recruitment, training cost get reduced because candidate are selected
within the organisation and they don't require training to do further activities.
Disadvantages :
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Illustration 1: Recruitment Process

 Hiring outside the organisation may cause misplacement and the increase business
recruitment cost. If candidates are selected from the internal recruitment process then opportunity to the
new people will not be given, this result in restriction on latest thought as well as ideas.
Along with this, it can create a dispute among the existing employees who think that they
require the job.
Selection process : Selection is the negative process because in this out of several
candidates few are chosen as per their skills and knowledge as well as suitability for vacant job
position (Grimshaw, Rubery and Marchington, 2010). It is the process of interviewing and
evaluating the candidate from the job and then selected an individual for the suitable work
profile. In order to select the right candidate, McDonald's use various things in their working
such as initial online psychometric test which produce the score. After that applicant, interview is
taken and the selected employee is put on the on job experience for 2 days. Lastly, the end
interview is taken which help concerned business top take decision regarding hiring or firing
any applicant.
Selection process
Preliminary Interview: Individuals who are interested in giving interviews apply for
vacant posts online at www.McDonald'ss.co.uk. or anyone of them who cannot access online can
call recruitment Hotline. This step is conducted by McDonald's to filter suitable candidates from
who does not match eligible criteria of company. They conduct a psychometric test for
individuals on the basis of which person will give preliminary interview who have scored the
highest. Application Blanks: This is second stage performed through which individual can clear
first stage of interview. McDonald's then give them an application containing information
about their age, past experience, qualifications, etc. Screening: McDonald's then screen applications on the basis of highest qualifications
and experiences. By this, they get to know how an applicant's past behaviour will
influence future performance. Written Tests: Selection procedure includes various tests such as aptitude test,
personality test etc. in which questions are there related to actual events (Low, Ang and
Zain, 2012). McDonald's on the basis of this, identifies presence of mind of individuals.
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 Employment Interviews: This step is carried out to establish interactions between
candidates and interviewer. On basis of this step, McDonald's get to know that whether
these candidates are beneficial for their company or not. Medical Examination: McDonald's then conducts a medical test of the potential
candidates to determine physical fitness of them. By conducting this test, McDonald's can
reduce employee absenteeism because of illness.
 Appointment Letter: After all formalities checked by McDonald's, they welcome
individuals with appointment letter which means that they are now employees of
McDonald's.
Different approaches of recruitment and selection
Traditional approach- In traditional recruitment approach, firms give the
advertisements in newspapers with the better circulation and out the vacancies at gate of
factories.
Advantages:
 It is time and cost saving method.
Disadvantages:
 Company can not reach globally to hire the employees.
Modern approach- Modern selection and recruitment approach is that in which new or
advance
techniques are utilised by the company for selecting and placing candidate at right place.
Advantages - Company can pool candidate of different skills and knowledge from inside
and outside the organisation
Disadvantages - time consuming as well as expensive process.
P3 Importance of induction programme and training program on the individual performance and
output.
Induction programme is the process through which business welcome their new
employees and prepare them about the new job designation (Tansley, 2011). By the help of
programmes, McDonald's is able to develop their employee's theoretical and practical knowledge
regarding the working in their establishment. It includes orientation and training to the worker in
the premises, to show that their interconnected with everyone else in the firm. By the help of
good induction program, McDonald's able to aware the new employees about environment of
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company and reduce short term turnover of the staff as it provide the correct way of performing
the task in the organisation. As per the case study, it is known that employees are provided
training and induction on the basis of the their behaviour and attitude.
Importance of induction programme for the McDonald's is described below :
 Induction provides an introduction about working environment of company and set up
them in that environment. New employees need to align and assimilated in their
workplace culture.
 By the induction programme, organisation is able to tell its employees about the legal and
compliance employee need to follow and the measures which company adopt regarding
their health and safety. Along with this, employee will know about the legislations as
well as regulations which company use at workplace for employees.
 Induction help employee to adjust in their new role and make smooth working in the
organisation and to understand the culture. This helps ultimately to retain employee in the
organisation and save recruitment cost (Hotho and Champion, 2011).
 By the help of induction program, employees will be able to learn the right way of doing
job from beginning instead of using shortcuts or the other way of performing the task.
 It saves the business time and money in the long run as the proper induction programme
can be be the replicate for the new employee. It also provide the new information to the
employee when it is needed.
It will be beneficial for output as well as performance of staff members at workplace.
With the help of induction program. They will be aware about the working environment, culture,
roles and responsibilities in a detailed manner. With the help of this, their performance level will
be enhanced and they will focus towards archive the set goals.
Challenges of the induction programme are as follows :
 In induction programs, handouts do not receive the more attention. Usually, these
resemble the itinerary containing presentation content for day. It is necessary that
handouts should include brief synopsis of topics which are covered at the time of
orientation. (Townsend and Wilkinson, 2010).
 Authorities directly jump to the task related deep discussion due to which employees lose
their interest and excitement in the further training process. Due to this 20% of turnover
happens within the first 45 days of employment as the imprest impression of the company
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is good. McDonald's should take care that they does not provide all the information to the
employee in one day which make them bore and stressful. Business should make days fix
for the initial training to the employees.
 The new employees are not aware about the working conditions and environment of
organisation because to uninspiring and generic presence. It is the biggest challenges as
the organisation will be unable to know what would be the correct way to provide the
details about their work. McDonald's should use the right way of giving the information
to the employee so that they able to know the content which is relevant to them.
 Generally, it has been seen that the companies do not take any follow up after the initial
orientation to know whether the new employees are comfortable with the policies or not.
By the help of these follow up sessions, McDonald's able to understand how their
employees perceived their workplace.
Training programme : Training of the employees is done after the orientation of them.
Training is the process of enhancing the skills, capabilities and knowledge of the employee for
performing the particular job (Manville, Greatbanks and Krishnasamy, 2012). Due to provide
training to staff members, their competencies and knowledge will be enhanced and they will
focus towards attaining specific goals with in given period of time. McDonald's use on the job
training to their employees so that they learn the way of performing the task by undertaking them
in the organisation.
Importance of the training for the concerned organisation as follows :
 Increase productivity : Training improves productivity of employees as it develop new
skill and capability in the employee. When the employees are trained well than there is
less wastage of time, money and resources. Increase efficiency of the worker ensure
success in different project and also enhance the turnover and market share.
 Reduce employee turnover : By the help of training, individual will be able to learn
new skills and knowledge which support them in the personal or professional level. Due
to this employee feel more valued and less likely to change their employers. Recruitment
cost goes down because of the presence of training in the system.
 Reduce learning time : An untrained employee take lot of time in understanding and
learning the methods of doing the work. Skilled and properly trained workers get the
effective performance within very less time. By the help of training, skills of employees
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will be enhanced and they will perform in a better manner. the task which was not known
by using trial and error method in the organisation.
Challenges present for McDonald's in the training program are as follows :
 Many training programs are two generic and are not personalized according to individual
roles and responsibilities (Pryjmachuk, Graham and Haddad, 2012). The generic training
strain the learner time and patience as it force them to engage with the content which is
irrelevant to them. McDonald's provide relevant training to employees when they really
need it.
 Every person have different learning habits and way of looking things. It is better for
organisation to provide learning and training on the basis of learner's habits and
preferences to avoid the training issues. Training is less effective when the employees are
equal to tech savvy or have same type of knowledge and learning habits.
 A steady rise in the remote work and a decentralised workforce led to new challenges in
the training and development. Geographical dispersed workforce make training quite
very hard and cultural difference can make inconsistency in training.
CONCLUSION
From the above report it is concluded that managing a people is very complex task which
require knowledge, skills and capability. Skilled manager are able to motivate, inspire, coach,
empower and develop the employees of the organisation. Through the analysis, it is known that
the proper recruitment and selection process help business to get the appropriate candidate for
post which help them to achieve the desired result. Moreover, importance of people resourcing
and determination of many current trends or challenges in the people resourcing has been
discussed under this report. Through the above analysis, it is coherent that if the employee is
appointed properly than management of organisation can perform their operation with more
efficiency.
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REFERENCES
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Wiley & Sons.
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Basu, R., 2014. Managing quality in projects: An empirical study. International journal of
project management. 32(1), pp.178-187.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume 1)
(pp. 1-29). Springer, Cham.
Grimshaw, D., Rubery, J. and Marchington, M., 2010. Managing people across hospital
networks in the UK: Multiple employers and the shaping of HRM. Human
Resource Management Journal. 20(4). pp.407-423.
Fisher, E., 2011. What practitioners consider to be the skills and behaviours of an effective
people project manager. International journal of project management. 29(8),
pp.994-1002.
Low, K.C. And et. al., 2012. The key principles of managing people: The Brunei perspective.
Tansley, C., 2011. What do we mean by the term “talent” in talent management?Industrial and
commercial training.43(5). pp.266-274.
Hotho, S. and Champion, K., 2011. Small businesses in the new creative industries: innovation
as a people management challenge. Management Decision. 49(1), pp.29-54.
Townsend, K. and Wilkinson, A., 2010. Managing under pressure: HRM in hospitals. Human
Resource Management Journal. 20(4), pp.332-338.
Manville, G. and et. al., 2012. Critical success factors for Lean Six Sigma programmes: a view
from middle management. International Journal of Quality & Reliability
Management. 29(1).pp.7-20.
Pryjmachuk, S. and et. al., 2012. School nurses’ perspectives on managing mental health
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Online
Training and Development Challenges and Solutions in the Workplace. 2018. [Online].
Available through: <https://www.talentlms.com/blog/training-challenges-solutions-
workplace/>
Recruitment Process. 2018. [Online]. Available through:
<https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm>
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