McDonald's Human Resource Management: Recruitment, Training Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at McDonald's. It begins by exploring the importance of people resourcing, outlining current trends such as social media and internet usage, localization, and diversity and inclusion, while also addressing associated challenges. The report then delves into the recruitment and selection processes, detailing the steps involved, from job vacancy identification to candidate appointment, along with the advantages and disadvantages of each stage. Furthermore, the report examines induction programs, highlighting their benefits in enhancing performance and output, as well as potential organizational challenges. The significance of training programs is also discussed, including challenges encountered. Overall, the report offers insights into McDonald's HRM strategies and their impact on the organization's success.

MANAGING PEOPLE IN
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
People resourcing...................................................................................................................3
Current trends and challenges in people resourcing...............................................................4
TASK 2............................................................................................................................................4
Recruitment and selection process.........................................................................................4
The Process of Recruitment:..................................................................................................5
Advantages.............................................................................................................................6
Disadvantages.........................................................................................................................6
The process of Selection:........................................................................................................6
Advantages.............................................................................................................................7
Disadvantages.........................................................................................................................7
TASK 3............................................................................................................................................8
Induction programmes and the possible challenges encountered by the organisation...........8
Its benefits in greater performance and outputs.....................................................................8
Possible challenges encountered............................................................................................9
Importance of Training programmes ...................................................................................10
Challenges faced in training programmes............................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Today, it is important for Human Resource management to identify and make use of
proper people resourcing. A good human resource management ensures that the organisation is
having right skilled and educated employees as per the organisation's needs and requirements.
The below report is based on the human resource management of McDonald's. It is an American
fast food company founded in 1940. Its headquarters are situated in Chicago, Illinois, United
Kingdom. The report identifies the importance of people resourcing and current trends impacting
it. Also, the selection and recruitment process in organisations with identification of their pros
and cons have been explained as well. Along with it, the significance of induction programmes
has been explained as well (Jeftovic, 2018).
TASK 1
People resourcing
People resourcing refers to a technique used by human resource management that is
focused on the identification of the best suitable people for employment within McDonald's. The
use of the technique is either done externally or internally through a staffing company.
People resourcing allows the organisation to find the right and proper employees in order
to fulfil the organisational goals and objectives. Along with it, it is one of the best techniques
that the organisation makes use of to advance itself into the new world economy (Carnall, 2018).
Today, it is required for each and every organisation to make use of people resourcing to stand as
one of the best organisations in 21st century and fulfil their consumers needs and expectations.
There are various strategies that McDonald's make use of in order to resource people
successfully. These strategies define the long-term plans of McDonald's needs for development,
retention, acquisition, and use of Human Resources. The aim of such strategies is to ensure that
the business is achieving required competitive advantage by retaining and attracting capable
people than its competitors and employing them effectively. Examples of some strategies used
my McDonald's include Being an employer of choice in which the organisation tries to become
a firm people desire to stay and work with. Other such strategies include creating an employee
value proposition or employer brand (Taylor, Doherty and McGraw, 2015).
This strategies help McDonald's to resourcing its people as per the needs and requirement
and continue being one of the best fast food chains in the world.

Current trends and challenges in people resourcing
1. Identification of best people from social media: McDonald's make use of social media
in order to identify the best suitable people for the organisation's job needs and
requirements. This is the newest trends that new world organisations are making use of in
order to fulfil the needs and demands of people resourcing.
2. Usage of Internet: Usage of internet is another trend used by the organisation in order to
resource new people. The organisation makes use of online interviews, programmes,
quizzes to select the skilled and educated employees which are fit for the organisations
operations (Moxen and Strachan, 2017).
3. Localisation: Localisation is another important trend used by the organisations human
resource management while recruiting new people. In this trend the organisation makes
use of hiring local employees within each of its establishments. It ensures employees with
suitable knowledge about the culture and entire locality.
4. Diversity and Inclusion: Diversity and inclusion is another trend that organisation
makes use of while resourcing its people. The organisation tend to recruit diversified
employees in its large establishments where it can provide best services to a variety of
consumers through its employees (Mayo, 2016).
The challenges that organisation faces in its people resourcing includes lack of skills in
people which it is hiring. Other challenges include competitors advantage on hiring better
employees by providing them with better offers and allowances etc. These challenges makes it
hard for the organisation to resource the people as per the needs and requirements and makes it
face strong rivalry (Goffee and Scase, 2015).
TASK 2
Recruitment and selection process
The recruitment and selection process ensures the usage of strategies and practical
techniques that ensures the organisation is making fully informed decisions regarding its hiring
in order to build a workforce matching organisations the needs and requirements (Hughes,
Kinder and Cooper, 2019). The process ensures proper finding and attracting of the potential
resources in order to fill up the positions which are vacant in the organisation. The candidate
with the abilities are sourced in order to achieve the desired organisational goals and objectives.

A good recruitment and selection process allows the organisation to ensure better service
provision to its customers and increase it overall profitability. The organisation recruits
employees which are skilled and educated and individuals which can stands as per the needs and
demands of the organisation (Carty, 2017). This makes sure that the organisation is having a
higher chances of remaining a successful fast food chain. The process of recruitment in
MacDonald's includes interviews which are taken in its establishments or online as well.
Interviews are an important part of recruitment process as an interview decides the capability of
an individual to stand as per the organisations set standards and requirements Other practices that
the organisation makes use of establishing employee programmes, promoting its workplace
environment to attract new people etc. These activities bring the organisation with the required
employees and creates and environment that brings the right success and achievement to the
organisation. Along with it, it also makes sure that the organisation is achieving its required
goals and objectives.
Below mentioned are the steps used in recruitment and selection process of McDonald's:
The Process of Recruitment:
 Job Vacancy: MacDonald's first identifies the job vacancies in its organisation and
understands what type of employees organisation is seeking. This understanding is done
on the requirements and needs of the employees in the organisation and its particular
departments. The vacancies arrive in the organisation because of the employee shortages
or employee turnovers (Olins, 2017).
 Job Analysis: In job analysis, the analysis of the vacancies are done. In this analysis, the
human resource department identifies what kind of skills and educations are asked and
required from an employee to determine his/her suitability for the job profile. This result
in creating a proper job description for the required employees. This job description is
later posted or presented in newspapers, company website etc. for candidates to see and
apply (Yoong, 2018).
 Attracting candidates: In order to attract the candidates the organisation makes use of
strategies such as posting advertisements on newspapers, social media websites, etc.
Along with it, the organisation also attracts its candidates by organisation various
campaigns and promotions. This makes the organisation attract new employees which
later applies for the job provided.

 Screening applications: In this stage, the employees applications are screened.
MacDonald's human resource department analyses the employee applications and
evaluates them as per the needs and requirements. This makes it easy for MacDonald's to
move towards the next stage of interviewing the selected candidates (Kennedy, 2017).
Advantages
 Efficient method to seek required employees: McDonald's recruitment process is one
of the most effective methods of seeking the required employees for the organisation.
This method clears out the long process of recruitment. Along with it, it provides a good
opportunity for employees to understand the organisation's environment.
 Cost-effective: The recruitment and process of the organisation is cost effective. It makes
the organisation use inexpensive ways such as the usage of internet and websites to
promote its interviews and related programmes. It helps the organisation to save a lot of
cost doing promotions and advertisement and makes its easy to select the required people
(Yoong, 2018).
Disadvantages Time consuming: The recruitment process of MacDonald's is time consuming as it
requires a lot of time to scan the candidates. The organisation's human resource
department have to understand each and every employee's suitability for the organisations
needs and requirements (Moxen and Strachan, 2017).
The process of Selection:
 Interviewing candidates: This is the stage where candidates are interviewed within the
organisation or establishment. The candidates get interviewed as per the set standards of
the MacDonald's. The interviews are based on the selection criteria of the MacDonald's in
which the company decides what questions they want to ask from the interviewee. These
candidates are prepared as per their set of skills and showcases them to the interviewer.
 Selecting and appointing candidates: In the stage of selection the employees are
selected as per their performance in the interview round. The human resource head
ensures that the right employees as per the needs and requirement of the organisation are
getting selected. The selected candidates are later shifted to the next step in which they
are ready for inspection and training.

 Inspection and Training: In the stage of inspection and training the selected employees
are inspected that they are fit for the job role or not. The establishments provide them
with proper training in which they understand the MacDonald's working environment.
They are trained with the organisations standards and made aware of the rules and
regulations followed by MacDonald's. This ensures that employee is now fit for the job
and are a part of the organisation (Moscardo and Hughes, 2016).
 Employees Evaluation: In this stage, the employees are evaluated as per their
performance after the given training. The evaluation takes a certain time period and the
management of MacDonald's makes the decisions that they should allow the employees
to continue work with them or not.
Advantages
 Can be administered manually or electronically: The recruitments done in
MacDonald's are easily administered both manually and electronically. In manual
process, the organisation takes the interview's face to face by calling the candidates in the
establishment. In electronic process the interviews are taken from internet, telephone,
Skype etc.
Disadvantages
 Requires numerous staff members: It takes a number of staff members in the
organisation to take the interviews and select the individuals. The human resource team
have to delegate its tasks and have to prioritize their work schedules completely while
taking interviews in order to recruit and select new employees.
 Provides minimal data: The employee practices followed by the organisation provides
minimal data. The data gathered by the organisation while its recruitment process does
not provide much information about the employees, their backgrounds etc. It makes it
hard for the organisation to evaluate them and their skills as well.
The above stages explore the employee's recruitment and selection in MacDonald's and their
advantage and disadvantages.

TASK 3
Induction programmes and the possible challenges encountered by the organisation
The process used by the organisation to welcome new employees is known as induction
programme. The process prepares employees for their chosen roles in the organisation.
McDonald's induction programmes are important because it brings new staff in the organisation.
The staff is selected as per the set rules and standards of the organisation and the recruitment and
selection process done by the employees. This makes the organisation recruit the suitable
employees and take the organisation further in achieving its required goals and objectives.
The induction programmes in the organisation are very beneficial for the entire
organisational growth and success. In McDonald's it provides an introduction to the working
environment and the employee set-up within the organisation. The induction programme covers
compliance and legal requirements of working at the company and pays deliberate attention to
safety and health of a new employee.
The typical induction programme of McDonald's covers an introduction to the terms and
conditions of the company. Along with it, it provides a basic introduction to the company and in
what ways the particular department fits into it. The employees are provided with the guided tour
of the buildings and establishments in which they will be serving into. Along with it, in an
induction programme the payroll details are set-up and introductions to key staff members are
provided to the new employees.
It is important for the organisation to keep up with the induction programmes to its
employees. It makes sure that the organisation's new employees are moving towards required
growth and success and have properly understood the importance of set organisational rules and
guidelines (Goffee and Scase, 2015).
Its benefits in greater performance and outputs
Below explored are the ways in which induction programmes are beneficial for greater
performances and outputs within McDonald's:
1. Ensures better understanding of the organisational standards: Induction programmes
help the organisations new employees to understand organisational standards.
Understanding the standards makes sure to the organisation that new employees will

work as per the showed standards to them. Better understanding of the standards also
provides an ease to the employee while they are working for the organisation.
2. Ensures better understanding the organisational culture: Induction programmes in
McDonald's provides better understanding of the organisational culture to the new
employees. The employees are made aware of the work culture and how employees are
treated within the establishments. This benefits the organisation to increase its word of
mouth by providing their employees with a good organisational culture.
3. Motivates the employees: Good induction programmes results in motivating the new
employees. Through induction programmes employees understand the workings of the
organisation. If provided with good environment and understandings the organisations
employees are motivated enough to give the best of their skills and knowledge and bring
the best results (Moxen and Strachan, 2017).
4. Ensure organisational success: Induction programmes make sure that new employees
are being aware of everything that they need to be aware of. These programmes in the
organisation make use of such awareness that the employees are motivated and ready to
bring good result during their work. This makes the organisation to achieve the required
success and growth.
5. Increases profitability: Good induction programmes motivates the employees and
brings the best out of them. This helps McDonald's in increased sales of their products
and services. Along with it, it increases their profitability and overall business grows. By
organising right induction programmes McDonald's can ensure right growth and success
within the organisation's environment.
Possible challenges encountered
Below mentioned are the possible challenges encountered by McDonald's during its
Induction programmes:
1. Giving new employees too much information at once: McDonald's sometimes provide
too much information to its employees at once. It makes it difficult for them to
understand a load of information and they feel lost during its comprehension. In order to
solve this issue it is important for the organisation to ensure that it is providing its new
employees with small information packages (Kennedy, 2017).

2. An impersonal induction experience: An impersonal trainer might make the new
employees feel isolated during their induction. It is important for the organisation to
understand the employee's nature and in what ways they can be made feel important
during the induction. This will motivate the employees of the organisation and would
develop its importance as well.
3. Trying to do everything on starting day: Sometimes McDonald's provides too much
information to its new employees during their induction programmes. This makes it
difficult for them to analyse and evaluate the things that needs to be done.
4. Getting lost in the details: During its induction programmes, the organisation most of
the time feels being lost in the details. It makes them feel difficulty in ensuring that the
induction programme goes well. It is important that the organisers instead of getting lost
in the details are providing attention to the presentation.
5. Not utilizing digital support: Sometime McDonald's do not make use of digital support
while its induction programmes. Usage of digital support would make it easy for the
organisation to take its induction programmes well (Carty, 2017).
Importance of Training programmes
Training programmes helps employees of McDonald's of learn specific skills or
knowledge to improve performance in current roles on which they are performing on. These
programmes are conducted in order to ensure employee growth and improve future
performances. A good training and development programme helps McDonald's to grow profits
and retain the right people. Today, development programmes are more important than they were
ever because of the more competition in talent, opportunities, growth options etc. Below
explained are the importance of Training and development programmes in McDonald's:
1. Addressing employee weaknesses: Training programmes allow McDonald's to
strengthen their employees weaknesses. These programmes bring employees to higher
level where they all have similar knowledge and skills. Along with it, it reduces any
occurring weak links within the organisation where some employees relies completely on
others to complete their basic work tasks (The importance of training and development in
workplace, 2019).
2. Improved employee performance: Training programmes provides improved employee
performances. These performances make the organisation's employee perform better and

McDonald's to achieve required market growth and success. It is one of the best strategies
that can develop and improve employees weaknesses.
3. Structured training and development: A structured development and training means
that the employees are having a good background knowledge and consistent experience.
This consistency is relevant for the basic procedures and policies of the company. This
makes sure that organisation's employees are having required exposure to the information
of McDonald's.
4. Employee job satisfaction: Good training provide employees satisfaction with their
jobs. Regular training programmes allow employees to learn and creates and environment
where they are growing continuously with new knowledge and developments. It is
important for the organisation to achieve their employees job satisfaction in order to earn
profitability and ensure growth (Jeftovic, 2018).
Challenges faced in training programmes
Below mentioned are the challenges faced by company in their training programmes:
1. Dealing with change: McDonald's during its training programmes faces troubles in
dealing with change. It is hard for the organisation to deal with the changes occurred in
the skills and knowledge they want to educate their employees with. This makes the
organisation suffer from a variety of problems and keeps it on the edge. The organisation
have to do proper research and understanding before taking any of the training
programmes.
2. Engaging learners: Another challenges faced by the organisation includes engaging its
learners during training programmes. It makes the organised training programmes less
effective. In order to engage its learners McDonald's should organisation engaging
activities and fun games. This will garner the interest of the organisational employees and
engage learners well (Top 10 challenges faced by learning and development
professionals, 2017).
3. Quantifying effectiveness: Sometimes it becomes hard for company to quantify the
effectiveness of its organised training programmes. This is a big challenge when an
organisation constantly organises the training and development programmes and there's
no way to determine its effectiveness.

CONCLUSION
The above report develops an understanding of human resource management with
McDonald's. The report briefly concludes the process of people resourcing used within the
organisational environment. In what ways people resourcing is done within McDonald's have
been explained. It has been observed that the organisation needs to work on its people sourcing
in order to ensure its better marketplace. It has been also found out that the recruitment and
selection process of the organisation is helpful to the organisation and is getting best results to it.
The organisation needs to work on its training programmes to ensure better employee training
and work understanding. Also, in the report various understandings on challenges faced by
training programmes have been explored.