Managing People in Organisation - Assignment

MANAGING PEOPLE IN
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
People resourcing and its importance..........................................................................................1
Recruitment and selection process of McDonald’s.....................................................................3
Importance of induction programmers and possible challenges encountered.............................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Managing people in organization is considered as essential element of business. It aids in
retaining skilled employees in firm for longer duration that supports in raising profitability of
entity to great extent (Bratton and Gold, 2017). Present study is based on McDonald’s, company
offers high quality services to consumers. It strives to hire the best people in firm those who can
serve best to end users. Current assignment will discuss current trends and challenges in people
resourcing and its implications. Furthermore, study will explain recruitment process of entity and
advantage of this selection process. In addition, importance of induction program will be
explained in this assignment.
TASK
People resourcing and its importance
People resourcing is one of most important function of organization that ensure retention
of talented people and effective utilization of such people those who can perform well in
enterprise. Each firm sets its own resourcing strategy that is highly associated with strategy of
business. Resourcing of people works as basis for activities related to workforce planning. Key
resourcing activities are such as recruitment, retention planning, performance management,
talent management etc (Brewster and Hegewisch, 2017).
People resourcing strategy can be defined as long term planning of business to acquire,
retain and develop its employees. Its main objective is to obtain and retain such human capital
those who are productive and can assist in accomplishing organizational goal. McDonald’s is the
leading brand in fast food industry, it has many branches across the world. Entity always hire
talented people those who can perform better. McDonald’s treats its workers well as important
assets. It believes that satisfaction of consumers is highly depended upon attitude and abilities of
employees. That is the reason enterprise hires best candidates in entity those who can perform
their duties well. Around 60% restaurant crew is aged 20 and fresher’s. Company provides
career opportunities to such fresh candidates (Chelladurai and Kerwin, 2017).
Interview session is conducted by McDonald’s in order to predict behavior of applicant.
It ensures weather candidate would be worthwhile for company or not in its interview session. It
highly believes that future performance of McDonald’s is depended upon person who is working
in organization.
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People resourcing is very important for McDonald’s, it helps in recruiting right person.
This aids in enhancing productivity of business unit and offering satisfactory services to
consumers in the future (Reiche and et.al., 2016). If person is unable to meet needs of buyers
then sales may get affected. Thus, resourcing of people helps business in making people loyal
towards brand and gaining competitive advantage. Employee resourcing helps in identifying the
number of candidates that are required to get the job done so that best results can be obtained. If
company hires people in excess or hire less candidates both can cause issue to McDonalds.
Through people resourcing business recruit right people for the right job, furthermore it ensures
managing skills of employees so that individual can perform well in the firm. For that
McDonald’s continuously organizes training activities in order to raise skills of people and
enhancing their knowledge about their roles and responsibilities. It creates healthy culture so that
talented people can retain in enterprise for longer duration. Talented people put their hard efforts
and utilize their skills well in order to satisfy consumers well and make them loyal towards brand
(Brewster, 2017).
Current trends in people resourcing
Use of internet and social sites to drive recruitment
Past researches show that most of the companies take support of social networking sites
to find best candidates for organisation. Most of the firms are using Facebook, Linkedin more
than the print or traditional job boards. This aids in finding most deserving candidates for
business and selecting the best one. McDonald’s gives detail of vacant post on its website,
deserving applicants can upload their resume on its website and entity arranges interview session
for most deserving candidates (Yusoff and et.al., 2015). Furthermore, people those who can not
access the web can also use pre-paid business reply card of McDonald’s . Furthermore, firm
conducts psychometric test online and on the bases of test results it select the candidates.
Power to employees
This is another trend of people resourcing, companies are required to give power to its
employees so that they feel happy. This enhances their satisfaction level and they put hard efforts
to perform well in business. McDonald’s empowered its workers and give them authority to take
their own decision. That is the reason that people are able to resolve quarries of consumers soon
and waiting period is also less (Tziner and Birati, 2015).
Continuous improvement programs
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This is another trend of people resourcing, it focuses on enhancement of skills of
employees for long term well being of business unit. McDonald’s aims to offer quality services
to consumers thus, arranges induction programs so that service quality and productivity of
employees can be raised (Jensen, 2017).
Recruitment and selection process of McDonald’s
Recruitment and selection is most essential element of business function. Each firm aims
to hire highly skilled candidates those who can perform well in organization. There are many
methods of recruitment and selection such as internal and external. Internal recruitment is the
process of selecting candidates from the existing workforce to fill the vacant post. Most of the
firms promote employees or change their position (job rotation) to fill the vacant post. This is
beneficial for organisation because entity is not required to give training to the employees, as
individual is well aware with company’s policies and process (Schutte, Barkhuizen and Van der
Sluis, 2015). This is the cost effective way to hire people and retain them in business for longer
duration. On other hand external recruitment is another type of process that helps in gathering
talented people and selecting most deserving person for the business unit.
McDonald’s takes support of online recruitment process for recruitment, it gives article
of vacant post on its website. In the recent time , this method of selection is considered as
effective. McDonald’s also provides facility to applicants to pick up pre-paid business reply card
for applying in organization. Selection process includes conducting online psychometric test. On
the bases of this test, HR mange of company gives initial score to each applicant and call the
deserving candidates to attend interview session (Jensen, 2017). In interview session they are
offered “on job experience” to work in company for 2 days. After looking at working efficiency
of person, managers decide whether to hire the applicant or not.
Advantage of recruitment and selection process
 Cost effective: As McDonald’s do not invest much amount in traditional or print media to
give information to people regarding vacant post in the organization. It just uploads detail
of vacant post on its website, people those who are interested in this job can upload their
resumes on its website. This is beneficial in order to reduce cost of advertisement.
McDonald’s has to invest a little bit money on candidate screening, that is beneficial in
order to save money in hiring process (Bratton and Gold, 2017).
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 Fast and immediacy: This is another benefit of online recruitment and selection process.
For example, McDonald’s is giving information on its website about vacant post that
helps business in attracting more candidates towards the firm. By this method enterprise
get resumes of applicants across the world. It is also beneficial in order to reduce hours
spent in screening of candidates (Reiche and et.al., 2016).
 Time saving: It is considered as most essential benefit of online recruitment and selection
process. As McDonald’s conducts psychometric test online and people those who score
well in this online test call for the next interview round. Furthermore, company can
easily access to mass job seekers. HR department of company selects the best candidates
and call them for next round. If it is done through print media, then company would not
be able to reach to such mass audience. Furthermore, it would be time consuming process
(Yusoff and et.al., 2015). Higher authorities of McDonald’s give opportunity to
candidates to work 2 days with firm. On the bases of working efficiency human resource
manager selects the best candidate for the vacant post. This is very effective process that
always support business to recruit eligible and talented candidates in organization.
 Branding opportunity and proactivity: McDonald’s takes support of online recruitment
method in order to select best candidates in business unit. It is beneficial in order to raise
brand name of the firm to great extent. Employer can easily use advertisement of job in
order to promote brand name (Tziner and Birati, 2015). This is beneficial in order to
raise image and vale of business unit significantly. Entity gives all necessary information
about vacant post and detail of eligible applicants. Employer has high control over entire
hiring process. As in this recruitment process, HR manager of McDonald’s can directly
contact to the applicant and individual is not required to pay additional fees to any
middlemen. Online recruitment supports company to take better decision and ensure
hiring such candidates those who is able to work in business for longer duration (Bratton
and Gold, 2017).
 No geographical barriers: This is another benefit of online recruitment and selection
process. Through its website company is able to reach to mass audience. As enterprise
concentrates on hiring people from different regions, that creates health workforce
environment in the firm. If enterprise gives article in newspaper then it would not be able
to reach mass audience (Jensen, 2017). It might get restricted to limited area only. Thus,
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using online recruitment method helps the organisation in accessing global market and
attracting most deserving candidates across the world. As McDonald’s has many
branches globally through this method entity can get candidates for each location and can
make its selection decision accordingly (Schutte, Barkhuizen and Van der Sluis, 2015).
 Filtering possibilities: This is most essential benefit of online recruitment, there is
possibility that large number of candidates look at the information. As entity concentrates
on hiring people aged 20, young people use internet and social sites frequently. They look
at such advertisements and give immediate response to it. Thus, McDonald’s has
opportunity to get quick response over information (Jensen, 2017). If there are many
people applying for the vacant post then entity has opportunity to filter the applicants on
the bases of their experience, region. McDonald’s takes support of advanced software to
determine whether candidate needs to be hired or not.
Disadvantage
There are many drawbacks of online recruitment and selection process. These are
explained as below:
 Hard to target: This is considered as major issue of online selection process; it is very
difficult for McDonald’s to target specific people those who are suitable for vacant post.
As company gives information on its website about the vacant post thus, large number of
applicants can response to it. In such condition it might be difficult for the business to
target right audience. As there are no geographical boundaries thus, large number of
audience may apply to the post (Brewster, 2017).
 Expense: This is another drawback of online recruitment process, as company is required
to pay subscription fee for its post. This might increase recruitment cost of business.
Furthermore, McDonald’s conducts online psychometric test that is costly process
because entity has to invest huge amount on such software. Thus, this type of selection
process increases operating cost of business (Jensen, 2017). As people those who pass
the online test call for interview and manage give them on job experience. That means
person would have work two days in organization and then company will take final
decision of selection. That is really time consuming method because this would enhance
final selection period.
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 Measuring effectiveness is difficult: This is the major weakness of online recruitment and
selection process. As McDonald’s has to select people for next round without actually
looking at them. Thus, many times employer fails to measure effectiveness of person
effectively. If there is face to face meeting, then HR team would be able to analyses
skills and abilities of candidates (Bratton and Gold, 2017). But in online platform it is
very difficult to measure working efficiency of person. Sometimes job posts get lost due
to poor performance or ineffective search engine optimization. That creates issue for
business to attract right candidates towards the firm.
 Fraudulent applications: there is high chance of uploading fake application by user.
McDonald’s has to ensure whether application is real or fake, it might be possible that
people gives wrong detail (Reiche and et.al., 2016). In such condition time and cost both
get wasted. As employer is unable to ensure worthiness of resume thus, unqualified
candidates might can involve in interview session. When these applicants take two days’
job experience then definitely it increases burden on business unit to great extent.
It is very important for McDonald’s to take right decision of selection otherwise it
may affect operational efficiency of business to great extent (Tziner and Birati, 2015). If
undeserving candidate is being selected, then individual would not be able to serve best to
consumers. That would affect image of brand and will decrease satisfaction level of consumers
to great extent.
Importance of induction programmers and possible challenges encountered
Employee training is most essential part of people resourcing, as each firm aims to retain
its skilled workers in business for longer duration. Enterprise conducts induction programmers in
business for raising skills of employees so that they understand their role and responsibilities and
perform well in organization. The main objective of McDonald’s is to provide high quality
services to consumers across the world (The Importance of Training & Development in the
Workplace, 2018). It continuously arranges several training sessions for its existing staff so that
they can improve their skills and can perform well in business units. Importance of training
programmes is explained as below:
Improve employee performance
This is one of the major benefits of induction program, person who has received
necessary training become able to perform their role in organisation more effectively. By
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attending training session, individual get to know best way to perform their role. By this way
person becomes able to improve their existing performance and serve better to consumers.
McDonald’s organizes training session time to time so that performance of all workers can be
improved. This gives best output in term of customer satisfaction and increasing sales (Jensen,
2017). If employees are trained, then they immediately gives response to consumer’s quarried
that aids the firm in making its clients loyal towards brands. By this way company becomes able
to gain competitive advantage.
Enhance employee satisfaction
This is another most important benefit of training programmers. McDonald’s invest huge
amount in organising training session for its all employees. This creates healthy and supportive
workplace environment (Reiche and et.al., 2016). By this way they understand their job role and
feel satisfied. This training session makes the persons familiar with each other and develops
bonding as well. By this way individual feels satisfied at workplace and perform their duties
well. In training session, manager of the organization appreciate the people those who are
performing well. Thus, people those who are not performing well get inspiration and
opportunities to improve their skills and put hard efforts to get such appreciation (Jensen, 2017).
Addressing weakness
This is essential benefit of conducting training programmers in business unit. As
McDonald’s hires people aged 20 and have no experience. Thus, it is very important of business
to organises such kind of induction programs so that these fresh candidates can address their
weakness and can improve their knowledge as well. An effective induction program is
beneficial in order to raise performance level of employees and raising their skills as well. Thus,
people can work individually without much supervision (The Importance of Training &
Development in the Workplace, 2018).
Raising productivity and quality standards
McDonald’s is operating its business in fast food industry; it has many competitors such
as KFC, etc. All they are performing well in industry and are giving competition to McDonald’s.
In such condition it is very important for the company to pay more attention on its quality
aspects so that it can retain its consumers in business for longer duration. In training session,
entity makes its people aware with needs of consumers, quality standards so that they can take
care of it while dealing with customers (Bratton and Gold, 2017). This training session helps in
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increasing efficiency of existing process. By this way clients get high and luxurious services at
McDonald’s that aids the organisation in raising its market share and profitability.
Reduce employee turnover
It is very essential for company to retain its skilled employees in business for longer
duration. For that entity continuously works to enhance satisfaction level of people by making
them feel valued. Training and development programs help the business in enhancing
confidence of existing staff members and realizing them that they are very important for
organisation (Brewster, 2017). By this way individual feels so happy and work in the company
for longer duration. If there is high staff retention then entity will not have to invest in hiring new
employees. Satisfied people work better and provide quality services to consumers. That
supports in raising brand image of business across the world.
Possible challenges
McDonald’s has many branches globally and it has to conduct training for all its workers
those who are working in different branches at different location. This is such a difficult task.
One of the major challenge encounter by HR department is scheduling the training session. As
number of staff in company is very high thus, involving all people in one session is quite difficult
(Schutte, Barkhuizen and Van der Sluis, 2015). Thus, human resource manager has to schedule
training sessions properly so that people can get knowledge as per their requirements. Another
challenge faced by company is dealing with decentralized workforce. As its works ae working
across the world thus, this decentralization creates issue in conducting induction programs
effectively. Each person has different learning habits that may sometimes create issue for
organisation in making the training session successful.
CONCLUSION
From the above report it can be concluded that people resourcing plays significant role in
success of business. By hiring talented people and managing their skills in effective manner
entity can improve operational efficiency and can raise its profit as well. Training and
development programs support the organisation in minim sing staff turnover issue and improving
quality aspects. This aids in offering quality services to consumers and raising brand image of
business.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jensen, R. S., 2017. Pilot judgment and crew resource management. Routledge.
Reiche, B.S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Schutte, N., Barkhuizen, N. and Van der Sluis, L., 2015. Exploring the current application of
professional competencies in human resource management in the South African context.
SA Journal of Human Resource Management. 13(1). pp.9.
Tziner, A. and Birati, A., 2015. Assessing the financial value of human resource management
programs and employee behaviors: a critical tool still coming of age. Amfiteatru
Economic. 17(9). pp.1259-1272.
Yusoff, Y.M. and et.al., 2015. Conceptualization of green human resource management: an
exploratory study from Malaysian-based multinational companies. International Journal
of Business Management & Economic Research. 6(3). pp.1-15.
Online
The Importance of Training & Development in the Workplace. 2018.[Online]. Available through
< https://smallbusiness.chron.com/importance-training-development-workplace-
10321.html>
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