McDonald's Training and Induction Programs

The report explores the complexities of McDonald's selection and recruitment process, highlighting the need for accurate methods to obtain suitable candidates. It also discusses the importance of training and induction programs in increasing employee efficiency and productivity, as well as addressing challenges related to these programs.

MANAGING PEOPLE
IN ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Implications, challenges and importance of People resourcing..................................................1
TASK 2............................................................................................................................................2
Advantages, Disadvantages and explanation of Recruitment and selection process..................2
TASK 3............................................................................................................................................6
Importance and challenges of training and induction programmes............................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Workforce is an integral part of an organisation without whom firms can't execute their
various process and activities. Managing these employees efficiently is a very difficult task for
the organisations. With proper management, Efficiency and performance of these employees can
be enhanced for achieving the organisational goals easily and effectively. The taken organisation
for this report is McDonald which is a fast food restaurant chain from United Kingdom. In this
report people resourcing and its importance will be discussed along with the identification and
implications of various current trends and challenges in people resourcing through examples.
Further, the advantages and disadvantages of recruitment and selection process with the use of
examples will be discussed. In the end, importance of induction and training along with the
challenges and explanation of its benefits for increasing the performance and output in an
organisation.
TASK 1
Implications, challenges and importance of People resourcing
People resourcing refers to the obtaining potential candidates and keeping them for needy
situations in an organisation. The aim for such strategy is to retain the valuable employees for
utilising them effectively in order to get an upper edge from their rivals. It is necessary to recruit
potential candidate for the company in order to improve the productivity and performance of the
organisation in the market. McDonald's hires the employees wisely for performing their work
well and give their maximum efforts for the betterment of the organisation. People resourcing
has various benefits which can support the McDonald's in accomplishing their desired goals.
 People resourcing is helpful for enhancing the quality of services and performance as it
assist the managers to develop the required skills in the employees for contributing their
efforts towards the desired goals in an effective manner using their skills and abilities.
For example, by hiring people with excellent communicational skills, McDonald's can
enhance their relationship with customers. Through this, customers feels loyal and
satisfied.
 It is also helpful for increasing the performance of the employees and by recruiting more
employees, the workload of existing employees can be reduced. Through this, employees
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of McDonald will focus on their targets and performance which will improve the
efficiency of business operations of the firm.
 People resourcing is also helpful for generating new ideas and suggestions in the firm
which are helpful for customer satisfaction also. For example: McDonald has 60%
employees with age 20 or under, so it will assist the company for providing new and
improved ideas or suggestions based on young mindsets of the workers of McDonald as
majority of the customers of McDonald are youngsters.
These benefits will help the McDonald to achieve their desired goals easily and in a less
period of time. But there are several challenges are also which may be faced by the company in
people resourcing as given below:
Candidates with many job offers: The demand of talented individuals are rising and
giving chances to the candidates to choose the desired job from a pool of jobs. This problem is
also faced by the McDonald while resourcing the people. Company deals with various offers
which are given by their rivals to such skilled candidates. This will impact the recruitment
process of the firm due to these offers provided by the rivals and the rivals take those talented
individuals for themselves.
Low employee retention: It is one of biggest problem faced by the McDonald. The
expenses and cost of employees get increased when provided with healthy working environment
and rewards in the organisation. Low employee retention can effect the working efficiency of the
firm which will also impact on the brand image of the firm in the industry.
TASK 2
Advantages, Disadvantages and explanation of Recruitment and selection process
Recruitment refers to the process of finding and interviewing the potential candidates for
a specific job vacancy based on their skills and knowledge. Selection refers to the selecting
suitable candidates from the pool of candidates who applied for the job vacancy. The recruitment
and selection process consist of various rounds of interviews and tests for analysing the potential
and efficiency of the candidates required for the given vacancy (Carnall, 2018). At McDonald's,
employees are very valuable assets for providing their services to the clients. For customer
satisfaction, McDonald needs to hire skilled individuals who can perform their job with
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efficiency. Recruiting and training staff is very expensive for the company. So for reducing these
costs, McDonald need to hire wisely the suitable candidates.
Recruitment process is of two types i.e. internal and external recruitment process which
has been discussed below:
Internal recruitment: This type of recruitment is the process of selecting suitable and
eligible candidate for a specific vacancy from within the existing employees by promotions or
switching departments (Wellin, 2016). Such type of recruitments is held in McDonald for the
position of managers in which the low level employees are promoted to managers after
evaluating their performance and qualifications.
External recruitment: This type of recruitment is the process of selecting suitable
candidates from outside of the organisation such as from online portals, college placements,
consulting services etc. McDonald is hiring candidates from various places such as from job
portals, consulting companies, placements etc. for selecting preferred candidates with good skills
and knowledge.
Four stages of recruitment and selection process are given below:
 Defining requirements: In this, McDonald analyse the skills and knowledge required for
performing the job properly and prepares role profiles and person specifications upon the
analysis. The firm then decides the terms and conditions of employment.
 Planning recruitment campaigns: In this, McDonald analyses the various recruitment
campaigns and then prepare their own campaigns for attracting the potential candidates.
With proper and effective recruitment campaigns, candidates tend to attract more toward
the vacancy.
 Attracting candidates: In this, McDonald uses the various online platforms such as
advertising, e-recruiting, agencies and consultants and telephonic sources for conveying
the job details to the candidates. McDonald can attract valuable and talented candidates
for their company by providing additional benefits and rewards upon the performance.
 Selecting candidates: In this last step, McDonald select the best candidates through
interviewing, testing, assessing candidate’s skills, offering employment etc. The selected
candidates then go through an initial online psychometric test, interview guide scripts and
fact-based decision-making process. After this, company prepares the employment
contracts.
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Selection methods which are used by the McDonald are:
 Interviews: In this, managers of McDonald asks the candidates several questions based
on their qualifications and job specifications. The interviews can be in form of online
interviews, face to face interviews, telephonic interviews (Stone and Stone, 2013). Upon
the interview clearance, candidates go for psychometric tests.
 Psychometric test: In this test, the mental knowledge will be tested by the McDonald to
determine the capabilities and skills of potential recruits through tough questions. This
will ensure whether the candidates have the required skills and knowledge for performing
their job effectively or not.
 Scripted interview guide: In this, the past behaviour of candidates is determined by the
McDonald which can influence the future performance of the candidates. From this,
McDonald can find-out the candidates who can provide excellent quality services to the
customers.
 Fact based decision making: McDonald uses this for analysing the problem solving skills
and decision making skills of the candidates by providing them complex problems and
situations which they can face in the organisation while working. The managers than
determine the responses given by the candidates for further selection process.
 On Job Experience: It is a 2-day workshop in the restaurant after the interviews and tests
are finished. McDonald sent their potential candidates to their restaurants for 2 days in
which they will analyse their working skills and efficiency in serving the customers.
After these all selection process, the candidates are chosen upon their scores which are
obtained in different tests and interviews (Bourne, 2016). Upon these scores, candidate with high
scores will be recruited by the firm and then adequate training will be given to them if they lack
in serving the customers with bet services.
Advantages and disadvantages of selection process of McDonald
Advantages
 Online job boards and platforms for publishing the job vacancy of McDonald are cost
effective and can attract more candidates due to brand image of the company.
 Technology use is helpful for McDonald for managing the job vacancy easily and for
coordination with various processes.
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 The tests and interviews conducted by the McDonald is helpful for measuring the
aptitude, skills, and personality types of the applied candidates.
Disadvantages
 The scripted interview guide method can result in selecting clever candidates who just
wants to work for money ignoring their values for the betterment of the organisation. The psychometric test can also result in selecting unqualified candidates due to their
behaviour traits and dynamic mental abilities to solve the problems.
Advantages and disadvantages of recruitment process of McDonald
Advantages
 Direct applying on McDonald's website can be an advantage for the company as it saves
times and money for getting the potential candidates. For example: Through this, the
candidates can save their time instead of contacting external agencies or consulting
agencies which may also charge for their services. The recruitment hotline and picking pre-paid Business Reply Card are also effective
policies for recruiting the candidates who doesn't know the online way. For example: the
chef and other kitchen workers may not know using internet but they are quite skilled in
cooking and their processes (Roche and et. al., 2011).
Disadvantages
 Through the method of direct applying on company's website, Huge numbers of
candidates can apply which will be difficult for the company to manage such a huge
number of applicants.
 2-day assessment of On Job Experience in a restaurant takes time for recruiting the right
candidates.
Most of the McDonald's staff are of age group 20 or below. McDonald is using various
selection methods such as Interviews, scripted interview guide, fact-based decision-making
process, On Job Experience etc. for selecting their employees (Tsohou and et. al., 2015). These
methods can sometimes bring efficient and skilled candidates for the betterment of the
organisation whereas sometimes these methods can brings unqualified and low skilled workers to
whom training and other programs needs to be given which is very time consuming and costly
for the organisation. McDonald required individuals who can perform their roles better and
deliver outstanding and quality services to the customers. Therefore, company needs to ensure
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that their selection methods recruits the right people with the necessary skills and working
behaviour. Company needs to specify the typical duties and responsibilities along with the
person specification for every position.
TASK 3
Importance and challenges of training and induction programmes
Induction programmes: It is the process of welcoming new employees in the
organisations by providing the vision, aim and objectives of the company along with the job
details for contributing their efforts toward achieving the organisational goals. It is helpful for
the effective integration of the workers in the firm (Culkin and Mallick, 2011). Induction
programmes are essential for the new joiners in order to understand the working environment
and employees of an organisation. It is a part of knowledge management process of the
organisations for enabling the new employees to become a useful and integrated member of the
organisation. Induction programmes can enhance the productivity of the workers and also helpful
for reducing the short-time costs of the staff. An induction programme provides knowledge of
job role, food, hygiene and safety training, policies and procedures, administration, benefits,
training and development of the organisation. The importance of the Induction programmes for
McDonald are given below:
 Helpful for boarding the new employees to the company and for orienting them with the
organisation.
 Helpful for building positive attitude and enthusiasm regarding the new job.
 Helpful for understanding the colleagues and other members of the firm.
 Helpful for telling the policies and working ethics of the organisation. Helpful for retention of employees in long term.
Challenges of the Induction programmes which can be faced by the McDonald are:
 Providing much information in Induction process can lead to counter-productive and bad
experience of workers.
 Providing irrelevant information on first day can results into less understanding of the job
roles among the new workers (Hillson and Murray-Webster, 2017).
 Ineffective communication regarding company's goals and objectives can confuse the
employees and their efficiency can be reduced for a short span of time.
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 No follow up sessions after induction programme will effect the employees as the
management will find it difficult to determine whether the new employees are
comfortable regarding the policies and strategies of the company.
 Absence of managers in induction programme will effect the effective coordination
among the managers and new employees.
The induction programme can be beneficial for the McDonald as providing accurate and
clearly understandable information to the new employees regarding their job roles and
company's goals will leads to effectively accomplishment of the goals of employees as well as of
organisation (Arp, Hutchings and A. Smith, 2013). When proper and relevant information will be
provided to the workers then they can perform their task effectively which will ultimately results
in improved productivity and performance of the McDonald. People tend to work better when
the working environment and behaviour of employees are clearly understood by them which can
be provided to them during the induction programme. The induction programme must be clear
and suitable information will be provided in it to the new recruits. If workers will work with their
full capacity then the revenue of the McDonald will be increased and the motivation level of
employees will also increase with this. Motivated and encouraged employees cooperate with
other employees easily and support each other for achieving the desired goals efficiently.
Training: It is the process of developing the skills and knowledge of the employees for
improving their working efficiency by the organisation. With training, various skills such as
communication, technical etc. can be improved and workers can work with their full proficiency
for execute their activities and process effectively (Fajana and et. al., 2011). The importance of
training is given below:
 The weakness of the workers can be eliminated using the right training provided by the
organisation.
 The performance and efficiency of workers for performing their job roles can be
enhanced through training.
 A systematic training helps the employees for having the consistency and enough
knowledge required for the job role.
 Training is helpful for creating a supportive environment through which the employees
will feel valued and satisfied.
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 Training will increase the efficiency of workers which will also leads to efficiency in
operations and financial gains.
Challenges in training which can be faced by the McDonald:
 Training can add the stress to hectic schedule of workers due to which their concentration
on training may be hindered.
 Training requirement varies with skills of employees and providing same training to all
employees can lead to wrong type of training provided for improving specific skills. For
example: If a employee lacks communication skill and other lacks technical skills, then
providing same training to both employees will lead to unwanted costs and time.
 Training expert or supervisor must be selected wisely otherwise it may leads to providing
insufficient training to the workers.
 One more challenge is that staff engagement in training. Management must ensure that
staff is regularly take their training and must learn whatever taught in training.
 Taking feedback from employees is must after training but McDonald lacks it and won't
take feedback from employees regarding the training provided.
McDonald is providing suitable and required training to their employees for improving
their skills and efficiency of doing their process and activities for the betterment of the firm.
McDonald is providing trainings related to communication skills, technical skills, leadership
skills etc. to their employees (Heraty, Michailova and Morley, 2016). Through these trainings,
The employees can work with their full capabilities for achieving the desired goals and
objectives for ensuring the growth in productivity and profitability of the firm. However,
McDonald wisely choose their employees in the selection process so that they wont need to
provide with extra training efforts instead they choose the candidates whom need minimal
training for doing their task effectively.
Management Development: The Management Development process of McDonald
involves on-the-job training and open learning development modules which is supported by
various courses and seminars at the training centres of firm (Clegg, Kornberger and Pitsis, 2015).
The Management Development aims at the persons having age 21 or over, including graduates
and experienced individuals. It provides a direct path to restaurant management by the systematic
training. The Management Development is divided into four types which are discussed below:
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 Shift Management: It aims to develop the skills and knowledge of the trainee managers
which is required for maintaining the different aspects of shifts.
 Systems Management: It targets the newly promoted assistant managers and second
assistants. It covers the various systems, business knowledge of the managers etc. of the
McDonald.
 Restaurant Leadership: This is used to introduce the managers with the skills required for
becoming an effective restaurant leaders such as team-building skills, communication
skills, decision-making skills etc.
 Business Leadership: This aspect focus on the needs of the restaurant managers for
developing the business strategies keeping in mind about the various internal and external
factors.
CONCLUSION
From the above report it has been concluded that the selection and recruitment process of
the McDonald is very complex and it may provide suitable candidates to the firm but also these
methods needs to be accurate for obtaining the right candidates required by the firm. Training
and induction programmes can increase the expected results and productivity of the McDonald.
Various types of training related to communication skills, technical skills, leadership skills etc.
has been provided to the employees of McDonald for increasing their efficiency and
performance for carrying out the various operations and responsibilities assigned to them. The
challenges and importance has been also discussed of training and induction programmes in this
report.
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REFERENCES
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to theory and practice. Sage.
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entrepreneurial university. International Journal of Market Research. 53(3). pp.347-
368.
Fajana, S., and et. al., 2011. Human resource management practices in Nigeria. Journal of
Management and Strategy. 2(2). p.57.
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Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
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people at work in Ireland. Final Report presented to the Labour Relation Commission.
Stone, R.J. and Stone, R.J., 2013. Managing human resources. John Wiley and Sons.
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Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
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(Bush and Middlewood, 2013)
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