Level 4 Business Management: People Resourcing at McDonald's

This report delves into the critical aspect of people resourcing within organizations, emphasizing its significance in strategic planning, decision-making, and maintaining organizational performance. Using McDonald's as a case study, the report examines the importance of effective recruitment and selection processes, exploring both internal and external recruitment methods. It highlights the impact of current trends and challenges in people resourcing, such as employee retention, work-life balance, and the adoption of digital technologies. Furthermore, the report analyzes the advantages and disadvantages of different recruitment and selection strategies, emphasizing the significance of induction programs in enhancing employee performance and output. The report also provides insights into McDonald's specific recruitment and selection processes, including its online psychometric assessments, interviews, and on-the-job experience evaluations. Overall, the report offers a comprehensive overview of people resourcing, recruitment, and selection, providing valuable insights into the strategies and practices employed by organizations to attract, select, and retain qualified employees.

LEVEL 4 BUSINESS
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Importance of People resourcing............................................................................................1
Identification of several current trends and challenges in people resourcing........................1
Implication of current trends and challenges on McDonald's................................................2
Recruitment and selection process in organisations...............................................................2
Advantages of recruitment and selection process..................................................................5
Disadvantages of recruitment and selection process..............................................................6
Importance of induction programmes and its benefits for greater performance and output. .7
Importance of Induction programs.........................................................................................8
Encounter of Challenges by McDonald's ............................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Managing people is one of the crucial aspects in an organization. This component gives
insights on the overall surroundings and work ethics of a workplace. It mainly involves a cyclic
loop of employers, employees and the human resource department. Moreover, this part emphasis
on understanding the key points in planning, executing, procuring and selecting the right kind of
people for right job profiles at right time. Here, McDonald's will be considered. It is one of the
fast food companies of USA and is the world's fifth largest employer. This assignment is based
on highlighting the significance of people resourcing and its overall impact on the recruitment
and selection procedure. Along with, it will include about the implications of the latest trends
and adoption of induction and training program.
MAIN BODY
Importance of People resourcing
People resourcing is one of the human resource management techniques that assist in
strategic planning for better decision making to maintain the performance of an organization.
Hereby, their ulterior purpose is to hire and retain more qualified people through effective
selection techniques to gain competitive advantages over the rival companies in the global
marketplaces (Dwan,2017). This provides a framework for planning activities in terms of talent
management,HR, retention management and many more.
Mainly, this consists of a resourcing strategy that shed light on fulfilling the business
objectives by outlining the key components that are necessary for maximising the resources. It
helps in identifying the challenges and other related issues to easily solve it and making the
processes of an organization durable and effective (Gouveia,2016). Moreover, they ensure that
the focus must be on integrating the cultural values of taskforce with respect to creating an
organized cultural environment. For e.g. McDonald's used this for bridging the gaps between
their employee's values, behaviour and attitude and company's agenda and objectives.
Identification of several current trends and challenges in people resourcing
There are several trends and challenges that have been drastically changed over the time
with onset of technological advancements and globalisation in the people resourcing area.
Recently, McDonald's management found difficulty in retaining the employees' as they have
become selective and desire for instant recognition and promotion. However, they face issues

while adapting to atmosphere and surrounding people along with learning new skills or language.
Thus, this situational crisis has brought turbulence in negative manner leading to a challenging
recruitment and selection procedure.
Along with this, the work life balance (WLB) program has brought attention to overcome
the inefficiency and de-motivation that hamper the business environment while working. It has
three factors such as satisfaction balance, time balance and involvement balance. Companies
these days are putting efforts for improving the performance management to engage the
employees through reviewing the feedback process proficiently (8 E m e r g i n g H R T r e n d s
t o w a t c h o u t f o r , 2 0 1 8 ).
There is also focus on inclusion of digital technologies such as updating the official
website plus the official pages on various social media platforms to maintain the relationship
between the pool of candidates and providing them details about companies. For e.g. when any
company's hiring takes place, they use this digital tools to contact with job-seekers effectually.
Implication of current trends and challenges on McDonald's
McDonald's is active in context to incorporating the latest trends to overcome the
challenges or problems. They started the hourly-paid based salaries and started their promotion
on basis of the same criteria. Moreover, they made their recruitment process more transparent.
The management implemented a separate hotline or pick up reply business card and people who
can access internet has the provision to upload their resumes directly on their website
(www.mcdonalds.co.uk).
Additionally, they prefer local people in their outstations so that language barrier or any
communication problem can be rectified plus their adaptability would be in better modes than the
foreign ones (French,2015). This also supported in paving a pathway of better employees'
engagement along with optimising their resources with cost-effectiveness.
Recruitment and selection process in organisations
This process mainly deals with choosing the right candidate for right profile at the right
time. It is a methodology that involves several phases to fill up the vacant positions in
organizations. This is significant for the overall productivity and profitability that is beneficial
for bringing effectiveness in all spheres to meet the requirements for future. Along with, it is one
of the processes that emphasizes on enhancing the success rate for retention of employees by

selecting them at minimal costs and with respect to the job requirements. This ensures in proper
evaluation of the employees on consistent levels without any biased attitude to improve the
effectiveness of organization on short term and long term as well.
As shown in the Illustration 1 above, the entire process is made up of smaller sub-
sections that ultimately leads to recruitment of skilled people. Here, the Human Resource
Management must make a strategic plan in context to the job description and person
specification. For this, they need to conduct research through mediums such as social media,
print media and more. The managers update about the vacancies and other details on these
platforms and later filter the received applications and address the enquires etc. Along this, they
make a panel for conducting the interview rounds either face to face or video conferencing
through Skype, etc. Lastly, on-board process occurs with an induction program for providing the
vital information regarding company's policies and legalities.This is mainly of two types: internal
Illustration 1: Overview of the Recruitment and Selection Process
(Source:Recruitment and Selection Procedures, 2013)

recruitment and external recruitment. Their further division is vast and has an effect on the
working practices of organizations (Mowles,2015).
Internal recruitment
The internal factors that influence the entire internal recruitment consist of the brand and
reputation of company in both local and global markets, legal framework including policies,
reward systems etc. All these has an impact while handling the operational activities of
companies when considering the internal recruitment. Thus, the internal procedure includes
promotions, transfers, referrals or job posting on the internal advertisement board/portal.
External recruitment
In regard to the above, the external recruitment is more preferable and is mostly adopted
by several corporations. However, this cannot be controlled and directed as per the company's
suitability. The factors affecting this consists of rate of unemployment, labour markets and
associated considerations like policies, laws, legal aspects, demographical components, threats
from prevailing competition and more (Deresky and Christopher,2015). For instance, the
external recruitment is done by direct methods like interviews, group discussions, use of
agencies as third party, advertising using digital (online platforms like LinkedIn) and traditional
channels (Newspapers) etc. Both serve the purpose of selecting suitable candidates from the
growing pool of unemployed population.
Selection process of McDonald's
They have a detailed recruitment process which is concentrating on the online
psychometric process as the first step to filter the candidates effectively, next is an interview
round, later a two day assessment in their restaurant which is named as On Job Experience (OJE)
and lastly, a final interview to select or reject the candidate. Overall, their emphasis is on seeker's
practical knowledge and the professional outlook that might be useful when interacting with
customers' queries or problems. They hired people mostly below the age of twenty, which is
more than half of their taskforce and thus need proper structuring while managing them as they
are fresh and lack experience. Moreover, while conducting interview, the panel gave real life
based situations to analyse the person's opinion and moral values which definitely help in
performance of McDonald's in further all over the world. Henceforth, their recruitment process is

concise, coherent and flexible that reaped benefits in hiring the right people who also showed
their abilities in consistent manner.
Advantages of recruitment and selection process
The following are the pros that must be followed by organizations to make their process
convenient and transparent to gain profits.
 This assists in improving the overall image of companies with utility of resources in
competent manner. For e.g. when McDonald's adopted the recruitment hotline provision,
it laid the foundation for people who has no access to internet for contacting their chains
of restaurant located in different locations for queries regarding vacancies etc.
 It is cost effective and is time efficient with minimising the efforts and resources of
companies. Thus, it assists in utilising the resources in better manner.
 It also reflects on the maintenance of relationships among the employees' with the legal
outline that helps in managing the decorum and discipline at work-place (Misener and
Darcy,2014).
 This deals mainly with the qualification and skills of candidates, thus it led to accurate
filtering procedure that emphasis on overall assessment of employees'.
Illustration 2: Selection Process: Multiple Hurdle Model
(Source: Steps to Follow in the Recruitment and Selection Process, 2014)

 This helps the administration to choose such candidates who either have same
philosophies or are adaptable to their workplaces.
Disadvantages of recruitment and selection process
The cons are as follows:
 It restricts the filtering process that depends on the research and put additional pressure
on the HR department. For instance, when McDonald's implemented the promotion
Illustration 3: Advantages of Recruitment process
(Source:Benefits of Recruitment Process Outsourcing, 2017)

facility on the basis of hourly basis, there were few discrepancies shown and led to
unsatisfied taskforce.
 This is more time consuming process and the interview round might not be effective as
per the expectations.
 It leads to friction between the internal and new employees. Along with, irrelevant or
under-qualified people send their applications.
 This is expensive method to adopt, especially when third agencies are involved and leads
to unnecessary disagreements among the employees. Here, McDonald's saved their
resources by using their website and hotline for addressing to any queries.
 Sometimes, the internal recruitment methods leads to biased approach that might affect
the potential hiring of people from outside.
Therefore, this recruitment and selection process is imperative to understand the
perception and the complete overview of the employers. This would aid in hiring the right people
and would lead to performance management in proper manner that accelerate the productivity at
the organizational context.
Importance of induction programmes and its benefits for greater performance and output
Definition and meaning- Induction program is defined as the procedure of introducing the
fresh joiners about all the aspects of organizations. It is the gateway for the hired candidates to
understand the organizational culture, values, legal framework, policies and more (Heilmann,
2017). Moreover, this provides a background about the roles and responsibilities to the new
employees and address their queries if any.
A typical induction programme consists of the following features that enlighten about the
company's complete background.1. Basic details about the historical information and its current strength, turnover etc.2. Introduction about company's structure with department heads.3. Terms and conditions regarding leaves, holidays, benefits, incentives etc.4. Any regulatory requirements with basis of the legal framework.5. Other orientation programs

6. About raise in salaries, incentives, appraisals etc.
Objectives- This mainly highlights the familiarity and bring comfort level in the new
employees. Along with, it aids in minimising any anxiety or nervous emption by giving a brief
outline how the company functions with an emphasis on the structured follow-up. Moreover, it
gives insights on facilitating the transitional phases to the new employees in appropriate order
(Nwafor,2017). There is need of balancing the support among the existing employees so that new
ones feel welcomed. Thus, there is a necessity to organise the induction program.
Importance of Induction programs
These programs have been formed to lay an understanding on the aim, expectations and
overall work culture of organizations to the new people. Such a formal introduction would make
them realise the professional code of conduct and the complete assessment that is adopted by the
management of companies to achieve the objectives, goals and revenue generation.
 It lays the foundation of efficiency and effectiveness in terms of commitment and
productivity to be shown by the new employees.
 This helps in building a positive ambience through proper interaction to establish about
the values, goals and culture.
 It ensures a satisfied, happy and motivated employees without any dilemmas or struggles
and laid the foundation of proper execution of tasks.
 This led the path of compliance in terms of policies, rules and regulations about the
company so that employees are aware about their rights, incentives and other benefits.
 It also brought attention to safety and health management along with educating them in
context to misbehaviour or any discrimination or sexual harassment.
 The new employees are able to adapt with their profiles, teams and surrounding people in
more effective manner when such programs give a smooth presentation about company's
culture.
 It further adds to their retention ability and helps in creating a world of trust, loyalty and
mutual respect. They felt like an asset and motivate them to give their best efforts.

 Additionally, the employees learn about all the departmental works and understand the
practices which later improve their working style without depending on taking shortcuts
or any illegal or amoral method.
 Such programs not only gives information to new employees but it also supports by
saving energy, resources and time in the longer run. It can be made easier, understandable
with suitable automated systems by adding things as per the trend or their objective
(Torry,2017).
 This also enhances the company's reputation at both national and international levels and
bring a uniformity in the eyes of their rival competitors.
 It provides a platform that forms the basis for professional impression of the business that
delivers the customer services in the best possible manner.
In regard to McDonald's company, there induction program is segregated on clear terms
with coherent approach. There is no miscommunication and have led to proper execution of their
two day assessment in all the restaurants. This initiation for two days led to correct
implementation of their earlier psychometric test. During this on job experience, the candidates
got practical learning on how to do their jobs. Along with, they got to know about their schedule,
various tasks that would be assigned to them while working. Such open interactive framework
made them realise the demanding hours during peak time or rush hours. After successful
completion of this, the selected individuals are called for final interview round where they are
tested on their cognitive abilities and overall temperament in dealing with customers and other
colleagues.
Next step is when they are officially hired and have been given a specific joining date,
then the induction program is based on the position they have been hired. A fixed amount is set
while serving the probation period. Furthermore, this also helps in enhancing the morale and self
esteem of new employees who would be encouraged to make right decisions during the initiation
phase of their jobs. McDonald's management follow a strict plan and adhere it strictly to form a
disciplined business environment so that new employees gain optimum knowledge. Such
induction programs assisted in forming an interactive, flexible and reasonable surroundings for
reaping benefits in systematic manner.

Encounter of Challenges by McDonald's
Challenges are common when doing any tasks, especially conducting induction
programmes for new individuals by the management of any organisation. However, such
induction programs assist in offering a positive outlook for new employees to make the entire
set-up of companies in productive order; yet it sometimes becomes difficult, expensive and
highly ineffective (Kiitam,McLay and Pilli, 2016). Furthermore, it contains numerous
techniques, tools and wide range of activities that help in providing information and authenticity
in relation to the working practices of corporations and enterprises but sometimes it can be
misleading.
In addition to this, the following are the key points that have described about this issue
further.
 There is probability that new joiners get excess details which posed threat to their
retention power in the future. This adds to the difficulties and worries on the first day.
Illustration 4: Components while outlining an Induction program
(Source:Developing an induction program, 2018)

 However, individuals are already nervous and such over-information would be counter
productive and may lead to average first day experience.
 Here, a structured layout must be given so that new employees are able to overcome any
queries, dilemmas, confusion and issues.
 Furthermore, the importance must be given on the tasks and assigned roles rather than
giving details in context to laws, policies etc. because with passing time, new employees
can get accustomed with the ongoing methodologies.
 There is also lack of usage of digital tools to make the entire procedure time efficient.
This also includes about giving instructions while handling the system or any machinery
properly to avoid any errors or accidents. Lastly, these days companies are focusing on giving all the materials, guidelines etc. on
one day which might lead to challenging situation and gives an unclear sense of direction.
Training and its related challenges with respect to chosen organization
In context to case study, training programmes helps in providing knowledge about
different task and how that has to be done by using various tools and techniques. Also, it helps in
enhancing operational efficiency and attaining goals and objectives in time. Moreover, it is
clearly demonstrated that their current recruitment and selection method is apt and flexible
leading to enhanced effectiveness’s. Earlier their induction program was static and did not
change according to their surroundings. However, later they understood that their employees
were overwhelmed with their entire managerial set-up. The employees were leaving without any
prior information and it put a question mark on their credibility. Moreover, it also inferred on the
lack of practical training to their new joiners who used to struggle and led to many mistakes on
their first week of joining. Consequently, they launched a two day training session before the
final interview. This made the entire processing much easier and helped the management to
verify their capabilities and temperament while handling the customers' and other subordinates.
It led to a revolutionary changes that minimised their costing and helped in reduction of time
while researching. The challenges for training programmes is it requires lot of time and cost to
develop training strategies and implement them. furthermore, another challenge McDonald face

is scheduling frequent training sessions impacts on employee performance as they have to
change their way of working.
CONCLUSION
It has been summarized that people resourcing has become one of the most important
aspects for any organization. This has paved the path of success by hiring the suitable candidates
through detailed recruitment process whether external or internal types. Moreover, this
assignment has successfully connected the ongoing trends with McDonald's administrative work.
This assignment has described about the meticulous hiring procedure of this company and has
shed light on its working practices efficiently. To sum up, it has emphasized on adopting the
training and induction programs to make the new employees comfortable and give them the
background about the operations of company in better and systematic manner.

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