Managing People in Organizations: People Resourcing Report

This report provides a comprehensive overview of people resourcing within organizations, focusing on the core activities of recruitment, selection, and training. It begins by outlining recent trends in people resourcing, emphasizing the shift towards candidate-friendly practices and the increasing use of technology. The report identifies key challenges such as globalization and work-life balance, and highlights the importance of people resourcing in fostering innovation and cost reduction. The recruitment and selection process, including planning, job descriptions, and screening, is examined, with a focus on both internal and external recruitment strategies. The report also includes an analysis of McDonald's recruitment and selection processes. Furthermore, the significance of induction programs is discussed, along with the importance of training programs and the challenges associated with them. The report concludes by summarizing the key findings and emphasizing the importance of effective people resourcing for organizational success.

MANAGING PEOPLE IN
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Recent trend in people resourcing .........................................................................................1
Challenges in people resourcing.............................................................................................2
Importance of people resourcing............................................................................................2
Recruitment and selection process ........................................................................................2
Recruitment Strategy..............................................................................................................3
Induction programme.............................................................................................................7
Importance of induction training ...........................................................................................8
Challenges of induction programme......................................................................................9
Importance of Training programme ....................................................................................10
Challenge of training program..............................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCE ................................................................................................................................13

INTRODUCTION
People are the most dynamic assets any organisation have. Managing people is not an
easy task, as people have different attitude, belief, background and preference, only empathetic
HRM practices help to achieve this goal. This report give introduction about people resourcing
activities, their benefit and challenges. Study also cover brief description of Recruitment and
selection followed by Mc Donald. Role of induction training and importance of other training
session also been given with challenges attached with them. McDonald is the most popular fast
food company. It has huge global image and expansion. It has Hamburgers, soft drinks, dessert,
milkshake, salad, chicken and breakfast meal in its basket to offer to consumer. It was established
in 1940 in San Bernardino (California). It has now more than 36000 food outlets across the globe,
which serve 69 million people in one day only.
TASK
People resourcing
It is a strategic human resource management technique. People resourcing focuses not
only to bring the best people in organisation but it also concerned with high performance,
employee retention, effective utilisation of human capital. All the HR policies and procedures are
made to these objectives. It seems like people resourcing activities is all about recruitment and
selection only, but in reality it contains various HR practices like, talent management, retention
planning, Flexibility planning and absence management (Kirwan, 2016)
Talent management means attract, recruit, retain and develop the talent of individual. Mc
Donald tries to entice these people by offering best packages in industry. Flexibility planning is
done to make flexible firm. Like job sharing, flexible hours, teleworking and shift working.
Absent management objective is to reduce absenteeism. Retention planning are the effort to
convince individual for not to leave Firm, other than very serious and genuine reason.
Recent trend in people resourcing
 Traditionally recruitment and selection was used as weapon, from employer side. HR
focused only on their need objectives only, but now human resources activities are
designed in such war that is more candidate friendly (Babu. and Reddy, 2018). Like now
candidate's expectation and preference also been asked during interview.
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 Use of technology is increases in managing employees with more accuracy and
effectiveness. Mc Donald uses HRIS, Hotline and Application Tracking System to
manage people.
 Training and development become more personalised than standard one. Organisation's
now sight its employee growth as its integral part and responsibility.
Flexibility is in the core of very HR practice. Like Mc Donald render carrier opportunity to
graduate by offering them part-time job.
Challenges in people resourcing
 Globalisation creates problem in compliance with law of different countries.
 Work life balance is not a luxury or privilege given by HR, it now becomes essential
function. HR has to make policies that take care of human right as well (Backlund, 2017)
 Organisation's can find difficulty in finding right people are right job.
Importance of people resourcing
People resourcing activity help in having best people in organisation, these people make
contribution in growth by giving innovative idea. Training enable personnel to lower the wastage,
which help in cost of product. Now sourcing activities become proactive than reactive. Proactive
actions save time and money associates to correcting the wrong thing right.
Recruitment and selection process
Recruitment is an effort to generate pool of qualified job applicant for organisation. There
is a thin line difference between Recruitment and selection (Dhar, 2015). Recruitment activities
are designed to search and stimuli people to apply for job, where in selection process, an
employer examine skills, knowledge, behaviour and experience through series of steps. Contract
is made between recruiter and applicant, only successfully completion of selection process. Mc
2Illustration 1: Recruitment and selection process
Sources:(Recruitment and selection process,2015)

Donald uses both internal and external sources for hiring. McDonald renders option of “call on
Recruitment Hotline of company”, apart from online application on official website. Company
facilitate this choice because it does not want to lose the best people in market, just because of
weak web access.
Recruitment process
Mc Donald knows the contribution of employee in customer satisfaction, so it is more
concerned about quality selection (Georgiadis. and Pitelis, 2016). Optimal selection is possible
only when company has application, which is best matched with job role. To receive relevant job
applications organisation, follow these steps:
Recruitment Planning
Human resources' manager is responsible to maintain optimum human capital inventory in
organisation. In this step manager broadly outline the qualification ,Skill, experience, role,
responsibility, for vacant position. Apart from permanent jobs, Mc Donald has to hire employee
on temporary basis, because of increased demand in special occasion as new year and Christmas.
HR uses his foresight in planning (Karade, Gankar. and Sam,2015.). Part-time job offered for
supportive services like cleaning, serving, phone assistance services etc. number of post and
position are assumed after retrieve vacant position's data from all the department.
Job description and job specification
Job description provide information about job title, location, duties, responsibilities,
nature of work, working condition and glimpse about machine, Equipment, on which one has to
work on. Job specification contain ability and experience required in candidate, to perform the
task like physical ability, mental specification, behavioural necessity, emotional statement etc. for
instance Front desk job description designed by Mc Donald is, candidate must have computer
literacy, Phone Skills, soft communication skill, fast calculation speed, good at English. Job
specification for same post is emotional intelligence, patience, Multitasking, empathy and ability
to work under pressure (Sarker, 2017).
Recruitment Strategy
HR take decision of internal and external recruitment on the basis of nature of work, cost
of hiring, availability, experience requirement, organisation objective, demand and supply,
Recruitment policy (internal and external), competitor's hiring policy, expansion plan and labour
market etc. for instance MC Donald prefer internal hiring option for senior post (as current
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employee know work culture and policy) (Sarker, 2017.) External hiring is done for managerial
staff and ground level staff (as Mc Donald want fresh talent for these posts).
advantage of internal hiring
 It boosts morale and motivation of existing employee as they see growth opportunity in
promotion, transfer and deputation.
 Current employee takes minimal downtime because they are well aware about company's
culture, environment, standard, procedures.
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Illustration 2: Advantage and disadvantage of external recruitment
Sources:(external recruitment,2016)

 It is a speedy hiring option. Manger already have performance record of each employee,
which help in put right person on right place.
 Cost effectiveness is associate with this option like less expense in advertisement, less
paper work, minimal chances of accident and failures.
Disadvantage of internal hiring
 It creates conflict and jealousy among employees, also there is enough scope of biased
appraisal and favouritism, which develop unhealthy interpersonal relation between
manager and employees (Siew-Chen. and Vinayan, 2016).
 There is gap emerge in existing jobs because when manager fill a vacant position with old
post, then old position will remain vacant until new hiring.
 It stops fresh talent flow in organisation.
Screening
Here HR chooses people (from large pool) who are the best meet with job credentials. Mc
Donald takes help of Application Tracking System. Manager can optimise the software as per
current requirement (Sparrow, Hird. and Cooper, 2015) It filters application (resume) as per detail
filled by HR manager. Automated email, Automated resume parsing, scorecards are some
facilities rendered by ATS.
Evaluation and control
HR also keeps eyes on efficiencies of requirement process. Cost of hiring process must
not exceed, then allotted budget. Apart from money, time is also taken into consideration, as
process has to compete within time framework, which is decided by higher authority. Cost
involves Advertisements cost, Recruitment overheads, cost occurred due to idol vacant position
(Taylor. and Woodhams, 2016). Time include brainstorm time consume in formulating job
description, job specifications and compete the selection process.
Advantage of Recruitment process
 Minimise the chances of wrong selection.
 Help in competitor advantage as company have efficient workforce.
 Scalable Recruiting Capacity Enables Firm to grab short term opportunity. Like Mc
Donald has capability to hire people for fill the occasional demand.
Disadvantage of Recruitment process
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 People are judged more upon their degree and qualification, but in real life individual
learn from life experience, which ignored by employer.
 A person cannot have all the qualities, so HR can miss good in search of best.
 It is a time consuming and costly process (Georgiadis. and Pitelis, 2016)
 Process demand much experienced professional recruiter.
Selection process
Selection in Mc Donald
McDonald HR chooses relevant application out of the pool, after that an online
psychometric test taken by company. This test contains basic question of mathematics, critical
reasoning, and Personality questionnaires. Test is general and basic evaluation of individual.
People who passed in test, has to face 2 days “On Job
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Illustration 3: Selection process
Sources :( selection process in human resources management, 2015-18)

Exercise” interview. This interview examines individual's ability to perform in McDonald's
working environment (Dhar, 2015). Final interview taken by senior HR manager, he takes the last
decision, after having conversion with candidate about his monetary and non-monetary
expectation form company. McDonald also takes medical because communicable disease and
infections can affect the food, as well as customer health. If candidate successfully won the battle,
Firm appoint him as its valued employee.
Advantage of selection process
 Selection test minimise the chances of biased appointment.
 HR manager get to know hidden potential and skill of individual in selection process.
These skills can be use in as per the situation(Bailey.and.et.al, 2018). Like individual who
is so talkative in interview, would be appoint as sales manager.
 It is universally acceptable procedure because of highly transparent process.
Disadvantage of selection process
 Lack of customised test and question, lead to less effective result. For instance, manager
and supervisor have to solve same question in initial test but they have different
educational background and mental ability.
 It is a time taken process (Kirwan, 2016).
Induction programme
It is also known as orientation programme. This is the first training programme attended
by employee after getting the appointment letter. Manager renders information about organisation
vision, mission, standards, culture, regulatory requirements, job role, responsibility, employment
terms and conditions, payroll details, key staff member's introduction, code of conduct to new
workers. Mc Donald's HR manger try to make new people comfortable by designing fun
activities and games like Team Building Bingo, Mystery box, two truth-one lie, photo booth etc.
these games not only create friendly environment, but also make strong bond between peoples,
which eventually can be part of team (Sparrow, Hird. and Cooper, 2015). Induction makes image
of Firm in front of newcomers, hence it is golden opportunity to manger to establish better image.
Session is conducted in three stages i.e. general orientation, Specific orientation and Follow-up
orientation.
Importance of induction training
Benefit to employee
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 It removes anxiety and confusion in new employee, by facilitating required information
to them.
 As employees receive all the needed information early, they entail themselves in working
environment speedily and smoothly.
 Morale and motivation infuses in new people, as they feel valued and taken care of.
 Employees get to know about skill and knowledge to perform job, so that they can align
their individual learning with job specification, which eventually help in promotion and
carrier growth (Babu. and Reddy, 2018)
 Induction training gives time and opportunity to newcomer to understand colleagues. This
understanding make basis for good interpersonal relation.
 Workplace safety is ensured for operational level personnel because employer gives
information about machine and equipment’s (Georgiadis. and Pitelis, 2016). Also,
precautionary instruction is given in handbook
Advantage to organization
 Employee know prerequisites to perform function, hence it minimizes the chances of
accidents and wastage in daily business activities.
 Good orientation program contributes in lower the employee turnover ratio by rendering
answers, all the questions asked by employee's
 Clear information about job responsibilities are given to personnel so, if manager finds
variation in desired result and actual result, accountability can be questioned. For
instance, fortify the food quality is responsibility of Food Service manager (Bailey
and.et.al., 2018). Mc Donald let him know about all the activities he must perform in
order to ensure food quality, in case of bad food quality supplied to customer, higher
authorities can take required action against the Food service manager.
 Employer can make an effective team in less time and effort, as new employee shares
their views and thoughts with them
Challenges of induction programme
Bombarding of information
In order to remove confusion about the job, sometimes management creates confusion by
rendering so much information in one time sitting. Company sights induction as one-time
process, which is a very wrong approach (Karade, Gankar. and Sam,2015.). Employee cannot
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understand and memories everything so quickly. Mc Donald’s made a concise plan; in which
novice get training even after welcome programme like in their first week and one-month
completion. Manager also asks for feedback, to increase their engagement.
Impersonalised training
Everybody has different expectation and knowledge requirements. One size program
cannot give answer of individual question about their job role. Generic content turn induction into
less relevant, uninspiring and as a formality (Backlund, 2017)
Uninterested management
Orientation programme need participation of high authorities too. Their participation
reflects sense of seriousness in induction. But 80% in welcome programme only H.R and team
department leaders can get engaged. (Taylor. and Woodhams, 2016). When starter join Mc
Donald, they are introduced with CEO, managing director, head of the departments. In monthly
session they render opportunities to meet with team leaders as well.
Inadequate use of technology
Technology enables individual to learn with own pace. High level of flexibility available
to novice as well as organisation, if they use technology. For instance, MC Donald gives
organisation ID and password to new employee. Employee can have access various information
by simply login. They will have this ID password whenever they need assistance. Employer
makes add and changes in information without so much effort and paper work. Starter also feel
confidence, being supported on 24*7 basis.
No specialized trainer
Generally, organisational gives responsibility to current HR manager or supervisor to
introduce company in front starters (Babu and Reddy, 2018) These people are not specialized in
making templates, design activities, handouts. Their engaged schedule also affects the quality of
training session.
Importance of Training programme
Training is procedure, focused on development or enrichment of particular skill. It tries to
eliminate deficiency in knowledge and skill, so that individual can perform their job effectively
and efficiently. On the job and off the job both options are available in MC Donald. Importance
of training is given below:
Improved productivity
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Individual learn to do things new and better ways, which eventually help increases the
productivity. Improvisation comes when weakness is addressed. Training enhance understanding
level for job role and responsibility.
Less requirement of supervision
Once employees get to know all the basic procedure of job, they are able to understand
and correct things by themselves. Supervisor and leader can focus more on other things in saved
time (Guerci and.et.al, 2015)
Boost morale
Employee morale and motivation boost when their confidence level, grows. MC Donald
organise professional training and international tour, which render exposure. Individual learns not
only form session, even they get experience by observation. These all things build trust relation
between staff and company (Kirwan, 2016). Training lower the compliant, job dissatisfaction and
frequent problems.
Cost effectiveness
Trained employees use its learnings in daily working life. They make better utilisation of
resources like machine, material and equipment (Siew-Chen. and Vinayan, 2016). They can be
also able to reduce wastage by done with shortcuts. These efforts minimise cost of maintains.
Standardization
It is one of the objectives of training session. Apart from quality service, standardisation
also play an important role speciality in food and beverage industry. For instance taste of all
burger made by Mc Donald have same taste because staff got training to prepare it as per the
secret recipe of company.
Competitor advantage
Effective cost helps in best pricing to customer, which eventually help in counter the
competitor's marketing strategies. Innovation is the indirect advantage received by training like
when employee know each and every thing in deep, they are able to explore new things.
Innovative product is one the popular competitor practice.
Challenge of training program
Employee do not want to take active participation in “on job” trainings session because
they see it as time wasting activity in their engaged and tight working schedule. Individual and
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team has targets in work with deadlines, in such case absenteeism can be seen ( Dhar, 2015). Mc
Donald conduct training after working hour so that it will not hamper the quality and speed of
work.
Apart from different learning requirement, individual also have different leaning habits.
Learning style differ form generation, attitude, background and age. For instance young people
prefer use of technology like in training, where middle adult age group choose traditional method
like class, coaching and case studies.
People now come with different cultural, language and social background. Their belief
and perception affect the training design. For instance, generally training are given in first
language of trainees, but it creates problem for people who do not know the same language
(Sparrow, Hird. and Cooper, 2015). Culture and social background impact the bonding between
Firm (manager) and its people. Mc Donald has developed the app, which is not only have user
friendly interface, even configured with all the languages.
Lack of impersonal training solution creates frustration and also lower the employee
engagement. For instance if an employee feel, he need to improved his communication skill but
training is given on operational management, then employee will not take any interest.
Lack of data which gives insight of “need of training and development. Like if manager
do not have updated data of employee performance, then he is unable to know “upon which
topic” training has to be given. MIS is used by Mc Donald which also give training solution for
each individual after tracking their performances (Backlund, 2017).
It is a general tendency can be seen in corporates, that higher authorities allot low budget
to training sessions, which affect the quality of these program as training has some cost associate
with it like printing, trainer changes, equipment cost etc. Mc uses SaaS Learning Management
Systems. This software facilitates flexible pricing, free technical support, minimal maintenance
changes.
Outdated content, old methods ,unprofessional trainer, small size learning team, poor
Alignment with organisational objective can convert training program as irrelevant and
ineffective activities (Karade, Gankar and Sam, 2015)
CONCLUSION
From the above study it has been summarised that competition, open economy and
technology put impact on HR function. Employee is no more just a worker now, they contribute
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in growth, increases market shares and competitor advantage. HR managers now try to hire best
people rather than hire normal people and put training burden on company's shoulders, it does not
mean T&D is no more use in industry. Training session are given to enrich the skill, not to build
basics. Apart from on job assistance, now HR also make policy which are taken care of personal
life too.
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REFERENCE
Books and journals
Babu, N.V. and Reddy, R.R., 2018. A STUDY ON RECRUITMENT & SELECTION PROCESS
IN SUGAR INDUSTRY CHITTOOR DISTRICT, ANDHRA PRADESH, INDIA.
PARIPEX-INDIAN JOURNAL OF RESEARCH. 7(4).
Backlund, M.O., 2017. Supervisee Role Induction Training to Address Resistance, Role
Ambiguity, Role Conflict, and the Quality of the Supervisory Relationship.
Bailey, C. and.et.al., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management.46. pp.419-430.
Georgiadis, A. and Pitelis, C.N., 2016. The Impact of Employees' and Managers' Training on the
Performance of Small‐and Medium‐Sized Enterprises: Evidence from a Randomized
Natural Experiment in the UK Service Sector. British Journal of Industrial Relations.
54(2). pp.409-421.
Guerci, M. and.et.al, 2015. The impact of human resource management practices and corporate
sustainability on organizational ethical climates: An employee perspective. Journal of
Business Ethics. 126(2). pp.325-342.
Karade, M., Gankar, S. and Sam, S., 2015. Impact of Induction Training on New Joiners: A
Perception Analysis with respect to Age and Gender. KHOJ: Journal of Indian
Management Research and Practices, pp.196-201.
Kirwan, C., 2016. Improving learning transfer: A guide to getting more out of what you put into
your training. Routledge.
Sarker, B., 2017. Evaluation of Recruitment and Selection Process of Mutual Trust Bank Limited
(Doctoral dissertation, Daffodil International University).
Siew-Chen, S. and Vinayan, G., 2016. Recruitment process outsourcing: a case study in
Malaysia. Personnel Review. 45(5). pp.1029-1046.
Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We Need HR?
(pp. 177-212). Palgrave Macmillan, London.
Taylor, S. and Woodhams, C. eds., 2016. Human resource management: People and
organisations. Kogan Page Publishers.
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