People Resourcing Trends, Recruitment, and Selection at McDonald's

This report provides an in-depth analysis of people resourcing strategies at McDonald's, focusing on recruitment, selection processes, induction, and training programs. The report identifies current trends and challenges in people resourcing, such as the increasing use of social networks for recruitment and the difficulties in attracting skilled candidates. It examines the recruitment and selection processes used by McDonald's, including online psychometric tests, on-the-job experience, and interviews, along with their respective advantages and disadvantages. Furthermore, the report discusses the importance of induction and training programs for new employees, highlighting their roles in integrating staff and enhancing their skills. The report draws conclusions based on the analysis of these processes and provides relevant references to support the findings.

Managing People in Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ............................................................................................................................................1
Identification of several current trends and challenges in people resourcing and their
implication...................................................................................................................................1
Recruitment and selection process in organizations with identification of advantages and
disadvantages..............................................................................................................................2
Importance of induction programmes and Importance of training programmes whilst
providing an explanation of their possible challenges................................................................5
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resources are people which make up workforce of company. The main focus of
people at workplace is to enhance productivity of business and make it successful (Armstrong
and Taylor, 2014). Human resource deals with people and problems which are related with
people for an instance hiring staff, benefits, performance management, training etc. This present
report is based on McDonald and it is fast food restaurant in UK. The main focus of this
restaurant is customer satisfaction, provide effective work to employees, hire capable staff etc.
under this mention report will be discuss about people resourcing and determination of many
current challenges or trends. There will be discussion about process of recruitment as well as
selection.
TASK
Identification of several current trends and challenges in people resourcing and their implication
McDonald's is large size fast food restaurant and it provides different foods items to
people such as French fries, burgers, soft drinks, etc. The growth and success of this firm is
based on people which are working in this firm. It hire most capable persons which can perform
business operations in a better manner (Raidén and Sempik, 2012).
People resourcing refers to retention, development, acquisition and proper utilisation of
people that company requires. In this, it depends on resourcing strategy that is connected with
business strategy. The people resourcing is strategic human resource management techniques and
its main focus on determining better people for employment at workplace. In addition to this, it is
related with recruitment and also release people along with their performance. In McDonald,
Staff members are foundation as well as backbone of business because they make the business
operations possible. It is necessary for company to managing staff members at workplace in an
efficient manner.
Importance of people resourcing
People resourcing is necessary part of human resource management. It is necessary that
firm should hire well qualified and capable people which can manage business activities in an
effective manner. Importance of people resourcing to McDonald's mention below:
 It helps McDonald company to recruit capable as well as knowledgeable staff
members which can work for getting positive outcomes in a given period of time.
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 It provides better framework for various resourcing activities like for an instance
talent management, absence management, hiring, selection and many others. These
all are helpful in enhancing development as well as growth of McDonald's company.
 People resourcing is necessary in promoting along with encouraging the managers to
conducting business operations and motivate employees so that they can work
together (Fiuzat, Stockbridge and Califf, 2016).
Several current trends and challenges in people resourcing and their implication
Use of social networks to drive recruitment is on rise- For hiring the staff, most of the
firms are using social media and social networking. On the basis of survey, there are various
business networking sites on which 50% firms spend their time like Facebook, employee-referral
programs, LinkedIn, traditional job boards and many others. This current trends time saving as
well as cost saving for firm.
For an example- If firm will use the social media to invite candidates then company will
not face any issue in searching them.
Challenges- Recently, an economy has presented more issues for some managers because
the market of jobseekers is booming and it is challenging for firms to take recruitment initiatives.
In addition to this, still managers are in trouble to attract the various candidates with knowledge
and expertise. According to survey, there are around 86% of firms which facing recruitment
related difficulties.
In context to McDonald's, it has its own website i.e. www.mcdonalds.co.uk and people
send their applications on its websites. People which can not access web, they can call Pick up a
pre- paid Business Reply Card and Recruitment Hotline. It provides the job to candidates on the
basis of requirement as well as their capabilities (Bolzan and Gale, 2012).
Recruitment and selection process in organizations with identification of advantages and
disadvantages
Recruitment refers to process of shortlisting, choosing and also appointing better
candidates for vacant job positions at workplace. This process also consists selecting people for
the unpaid roles. It is positive process of finding for the prospective staff members as well as
stimulating to apply for job at in company. McDonald's company use online method to recruit
the candidates for vacant job positions.
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Selection refers to process of evaluating as well as interviewing candidates for particular
job and choosing person for the employment on the basis of a criteria. It is process of selecting
suitable person for vacant job position in company (Zaharie and Osoian, 2013). The selection
process is a negative techniques because company selects only suitable employees. It consists
filtering technique that assure about selection of capable candidate and qualified for vacant job
position.
Recruitment and selection process of McDonald's
Recruitment and selection both are the important concept of human resource and used
through organizations for hire or select capable candidates. In context to McDonald, it direct
applicants towards apply online at its own website www.mcdonalds.co.uk. On the other hand,
those people which can not able to access web, they can call Recruitment Hotline or pick up a
pre- paid Business Reply Card from a McDonald's restaurant.
Hotline- It is point-to-point linkage of communication under which direct telephone line
is set up for particular purpose. With the help of this, company can connect with candidates and
also attract them towards vacant job positions.
Pick-up a pre-paid business reply card- It is also one of most important tool used
through McDonald's for encourage person to return the data such as credit card applicants.
Through this, company can provide whole information regarding the vacant position.
In the selection process or selecting candidates, McDonald's use different methods which
are mention below as above:
Initial online psychometric test: It is a kind of online test and used to identify skills,
personality and knowledge of candidates. It is an effective way for managers of McDonald's to
assess personality of persons. With the help of this, human resource manager can search suitable
match for firm. It is in structure form to evaluate capacity to work with the other people, cope up
with stress and process information (Vickers, McDonald and Grimes, 2014). This kind of test
consists numerical reasoning, diagrammatic reasoning, situational judgment tests and many
others. In context to choose capable candidates, this test is helpful in measure attitudes, cognitive
abilities, knowledge etc. in an effective manner.
There are some advantages and disadvantages of online psychometric test mention
below:
Advantages Disadvantages
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This test is appropriate as well as accurate
because it provides the relevant information
about skills and knowledge of candidates
which are applying for job.
In this test, candidates can feel nervous and
through this they are not able to perform in a
better manner and not give better outcomes.
It helps in save money as well as time of
McDonald's because it is a kind of test which
candidate can give similar to another.
An initial start over for the psychometric test
can be costly for providing training of
administrations, re- usable materials and many
others.
This online test helps McDonald's firm to
analysing abilities, knowledge and skills of
candidate.
This test is complex to handle so there is a
need of training to administration to handle
same.
It encourage the consistency in the recruitment
when company is looking for hire the new
employee.
This psychometric test may be develop
interpretations which depends on lack of
knowledge related to test.
On Job Experience (OJE): This method consists trainee management candidates which
are spending a day in local restaurant, discovering new things and talking with representatives. In
context to this, people already impressed as well as attracted towards organization. It gives
chance to look at the McDonald's as potential employer (Bissola and Imperatori, 2014). In
addition to this, it is a better chance for McDonald's to gain accurate and realistic knowledge
about what trainee manager state. Under this manager observes that how the candidates handling
engaging with consumers and also working with busy teams of restaurant.
Advantages Disadvantages
It is essential for better for McDonald company
to start the conversations with various people
which are the main part of recruitment and
selection.
The working conditions of McDonald firm is
uncomfortable so it develops changes in the
competencies as well as capabilities of
management.
Mainly, it is necessary in environment in
which firm is dealing with the candidates most
In this, management of McDonald's firm can
be rude during communicating with the
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of the time. candidates.
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Interview with manager: It is a last stage in process of selection that McDonald's
company apply. Under this, there is a final interview conducted through manager in which some
questions are asked from candidates and check their capabilities, understanding and knowledge.
The interview can be panel, telephonic, face- to- face etc. Manager prepare different questions
for candidates and through this they decide to select candidate or not (Brummond and et. al.,
2013).
Advantages Disadvantages
In interview round, candidates can show their
opinions and view points and present their
knowledge about the questions which can
asked through manager or interviewer in a
proper manner.
For good interview, more attention is needed.
Sometimes, interviewee and interviewer both
are not more attentive.
Interview questions are structured in a
systematic manner so that candidates can give
answers in a easy way.
It is time consuming because it takes more
time in preparation questions for interview,
taking interview and also interpret response
which take more time.
Under this, employees feel more confident in
order to answering the questions by such
processes.
The interview is based on efficiency of
interviewer and an inefficiency of interview
can lead to be misleading the outcomes.
It is time saving to choose suitable candidate
for specific job position.
The suitable or capable employees ca not
chosen through interview so for this written
test is more important.
Importance of induction programmes and Importance of training programmes whilst providing
an explanation of their possible challenges
Induction programmes- It is a process that is uses with in several businesses to
welcome the new staff at workplace. It is helpful in better integration of candidate in to business
firm. In induction programme, introducing new employee to culture of company as well as
process with objective of bringing up to the speed quickly and make them feel comfortable. With
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the help of induction, new employees will be aware about culture, way of working, roles,
responsibilities etc. Under this, new employee acclimatise or adjust in working environment and
jobs. The main aim of induction is to assure better integration of employees in to firm for
benefits of both the parties. It is helpful in developing better relationship among the new as well
as existing staff members (Long and et. al., 2012).
In context to McDonald's, Induction programme follow three steps:
 General orientation- to staff.
 Specific orientation- to immediate boss and managers.
 Follow-up orientation- for satisfaction of new staff memebers, related to counselling and
guidance.
Importance of induction programmes
Induction programme is a necessary process in order to bringing staff in company. Main
aim of induction is to integrate the new staff members in to company so that they can feel
comfortable and understand procedures or systems followed through company.
Makes new employee feel valued and respected- Better induction helps in provide warm
welcome of new staff members and also focus on clarify their all doubts about job role and
organization. From this, new employees in McDonald's will feel comfortable at workplace and
also be motivated. At the time of induction if new employees will feel valuable then they will
work in organization and also tray to give their better performance.
Provide necessary information- A comprehensive inductive programme is helpful for
new staff members to get all required information about firm and also clarifies expectations of
firm on employees. McDonald's provide necessary information about the job role and
organization to new employees so that they can be familiar (Furman, 2012). This helps in
understand work norms, procedures, culture and policies of business firm so that they can easily
adopt work environment. It is necessary that new employees should have proper knowledge as
well as information about the working culture, so that they can work accordingly by giving their
high performance.
Helpful in establish better communication- Induction programme is helpful for new
staff members in developing the good communication with in firm. In context to this,
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McDonald's introduce new employee to supervisor, directors, leads and other employees at
workplace. It makes them comfortable and communicate in a positive manner. If the
communication among new and existing employees will be better the they both work together
and focus on perform in a better manner.
Challenges encountered by McDonald's in induction programme
Under this, sometimes firm fail to give the better training programmes due to some
challenges which are mention below:
No planning- In this, firms do not spend their money and time in orientation programme.
For induction, more planning as well as research is necessary beforehand. In addition to this,
there is a need of repeated instruction that leads to waste of the resources (Bogler and Nir,
2012). So, it is necessary that induction programme should be well planned and organized in a
proper manner. If the planning of induction will not be proper then new employees will not
understand working culture and structure. From this, their performance will be negatively
impacted.
Ineffective handouts- Under this, handouts do not receive more attention. These
resemble itinerary that containing presentation context for day. It is necessary that handouts
should be proper and all topic should be properly covered at the time of orientation. If the
handouts will not be proper or structured then through this orientation will not be better and
develop negative impact on new staff members. In addition to this, all information can placed on
record at website of the company.
No Follow- up- In this, firms do not follow- up sessions after initial orientation program.
It becomes more complex to criterion whether new staff members are comfortable with policies
of company. In order to this, periodic follow- up sessions are the effective ways to searching how
staff members are to be perceived their workplace. Follow- up sessions can be platform for airing
the new suggestions or ideas.
Training programmes- It refers to process for providing necessary skills to staff
members for performing job in an effective, qualitative and skillful manner. It is not continuous
but also given in particular period of time. It is designed to enhance knowledge, effectiveness,
value and skills of an individual. In context to McDonald's, it provides 12-18 months of training
in its restaurant. In this company, success is depend on the competencies. Training is a long term
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activity that comprises series of the courses and also has flexible cost budget or time. It keeps
employees updated about the new technologies as well as trends which are required to survive in
competitive environment. McDonald's provide training to new as well as old employees and it is
required at each stage of work.
Importance of training programmes
Training is helpful in strengthen those skills which needs to be improve through
employee. It assess in eliminating weaknesses through strengthen the skills of workers. The
training gives prime opportunities for expand knowledge of all staff members in an effective
manner. There are some importance of training programme mention below:
Improve employees morale- Training is helpful for employees to get the job satisfaction
as well as security. If the employees will be satisfy from their job then their performance will be
enhanced and they will be motivated (Kluve and et. al., 2012). They will contribute towards
making McDonald's successful and employee absenteeism will be less.
Improve employee performance- The main motive of training is to make improvement in
performance level of employee. McDonald's provide training to its employees, so that their
performance can be improves and they can able to perform their job role in proper manner.
Training will provide employee greater understanding of their responsibilities with their role and
develop confidence in them.
Increased productivity and adherence to quality standards- Usually, productivity
enhances when firm executes training programme at workplace, in addition to this, enhance
efficient in the training will assure success of project that will improve turnover of business
along with market share.
Enhancing organizational stability and flexibility- Training gives opportunities for staff
members to learn about acquire the skills to work in many different department in business
organization. In context to this, training results in less labor turnover that means the high
consistency at workplace in order to retaining them for long period of time (Tasir and et. al.,
2012).
Challenges in training programme
Rapid changes- In this, rapid changes in the technologies, programs and corporate
initiatives can make it complex to prepare the training materials and also provide the training.
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