Effective People Management Strategies in Organizations

Desklib provides past papers and solved assignments for students. This report analyzes people resourcing at McDonald's.

MANAGING PEOPLE IN ORGANIZATIONS

Table of Contents
INTRODUCTION............................................................................................................................. 1
DISCUSSION................................................................................................................................... 2
CONCLUSION............................................................................................................................... 12
1

INTRODUCTION
The report will explain the subject of the resourcing and its significance in success of the
organizations. There are several challenges that are faced by companies due to the changes in
the current trends in the market. This has created the requirement among the companies that
they develop effective techniques for resourcing the right candidate. This will be discussed in
report with the identification of the advantages and disadvantages that are based on the case
study. For this report, the McDonald has been taken into account that is the widely spread
American fast food company founded by the Richard and Maurice McDonald. The company has
been headquartered in the Chicago, the U.S. Till the year 2017 it has been found that
US$22.820 billion revenue has been generated by the company with the net income of about
US$5.192 billion. The number of employees that have been employed in the different store of
the company across the globe is 235,000.
2

DISCUSSION
People resourcing in the organization can be defined as the strategic resource management
technique that emphasis on the recognising the right individual for the employment among the
company. This strategy has been implied by the staffing department of the organization. In the
era of the globalization, it has become essential that the firms focus on recruiting the candidate
at the vacant position (Taylor et al., 2015). It is required by the company on the manner in
which the staff work together as the team. The basic techniques that are utilized by the
companies and recruitment firms include hiring from within, rearranging the individual's
responsibilities and recruiting from the external job market.
Employee resourcing procedure is the crucial segment of the human resource management of
the organization that involve the practices like the recruitment and selection. As the most
important assets of any firm are their employees and the strategies of human resource
management. The key role of the HRM is resourcing the employee services, development of
their abilities while encouraging them to attain higher levels of performance.
In current scenario of the market, the HR resourcing strategies have been marked as essential
due to the increment in the competition among the organizations (Siebert and Martin, 2016).
As compared to the earlier times the companies nowadays are making the efforts for improving
the competitiveness through investing in the HR resourcing. For instance, a doctor cannot give
the prescription without assessing the issue in the patient. The HR resourcing is like the doctor
that plays the strong link among the employees and firms that could impact the outcomes
through the actions. Therefore the HR resourcing helps in the planning of the strategies while in
the standing in the front line for the efficient operation of the organization.
The recent emerging trend in the HR resourcing is the utilization of social networking sites for
the recruitment of the employees. It has been found that 78% of the organizations have been
now utilizing the sites and social media to attract individuals for the vacant position. McDonald
has been hiring up to 250000 employees through the social media application Snapchat while
3

attracting the millennial as the employees that are appointed in the McDonald are under age of
16-24 years (Farooqui, 2015).
It has been found that in the coming years the major challenge for the companies will be the
retention of the employees that are skilled and talented. For this more collaborative efforts
must be required by the companies so that the real performers of the company can be
sustained. McDonald has been facing the issues of the retention and higher turnover rates in
the company. The problems linked to these two factors can impact the profit, sales and brand
image of the company.
RECRUITMENT AND SELECTION PROCESS IN ORGANISATIONS
Resourcing is the procedure that supports the management of the organization to form and
change the behaviour of the staff along with increasing their competencies. Resourcing
comprises of the two strategies that are recruitment and selection. The process of attracting
the individuals towards the company by selling itself as the attractive workplace is known as the
recruitment (Brewster and Cerdin, 2017). Another strategy of the resourcing is the selection in
which the individual has allotted the job from the huge pool of applicants with the assessment
of the individual's performance according to the legislation and needs of the company.
Recruitment and selection procedure plays a major role in the success of the organization and
employees. According to the statistical official data it has been found that approximately there
are 2000 application for the job are received per day and from them, only 1 out of the 15
individuals is chosen (Aithal and Kumar, 2016). There are several errors in the recruitment
procedure of the company that has been leading to the major problem faced by McDonald that
is the retention of the employees.
The selection procedure of the right candidate developed such that it supports the strategy of
the organization. In general, there is four stage of the selection procedure in the organization
that are given below:
4

1. Shortlisting from the evidence gathered
Shortlisting can be tough process in the case when the supply exceeds the demand or if
the criteria that are mentioned for the job is so general that it leads to the failure.
2. Selection procedure
A combination of the two or more selection methods has been utilized in the
organizations that are given below:
 Application forms
This is considered as the preliminary to the interviews for the employment and
decisions making. Forms are used as the basis for sorting the applications and
shortlisting the candidates (Carnall, 2018). They enable the interviewer to utilize
them as the basis of the overall interview.
 Telephone interviews
This can be utilized if there are elements like the geographical distance and if
speed matters as through this the interviews can be conducted immediately with
the candidates.
Interviews
Other forms of the interviews include one to one, one to two, sequential,
behavioural and panel.
 Tests
The implication of the test in the employment process revolves around the for
and against feelings. This provides the strategic aspects and credibility to the
selection process.
3. Analysis of the evidence form the all the source
The multi-method strategy of the selection involving the interviews and psychometric
tests is known as the assessment centre (Kamoche et al., 2015). They are developed
from the recruitment criteria and for the purpose of analysing each dimension of the job
role the various tasks are developed. This needs to very specific for filling the vacancy in
the firms.
5

4. Validation of selection
The critical data that is crucial for the identification of the validity of the selection
criteria used and the evaluation of the candidate during the time of the selection and
recent performance of the individuals. It is benefit for the validation procedure that
every part of the selection procedure has a score (Renz, 2016). This involves the medical
checks and reference checks. Reference check facilitates with the confirmation that the
details that received from the resourcing process are true.
ADVANTAGES AND DISADVANTAGES OF RECRUITMENT AND SELECTION PROCESS
There are different modes through which the recruitment and selection procedure took place.
For the purpose of recruiting the right candidate, the companies have been investing huge
amount and resources along with a lot of efforts that are required to the find the talented
employees that will fit the culture of the organization. The several kinds of the recruitment
method and their advantages and disadvantages have been discussed below:
Internal job posting
The internal job posting is the approach through which the manager hires for the job position
that is for the existing employees only (Hickman and Silvia, 2018). For this, the individuals
should have worked in the organization for a specific period of time.
1. Advantages
 Boost employee morale
 Career advancement as the opportunity within the organization
 Filling of position at the higher rate by the employer
 Reduction in the cost per hire
 Improvement in employee loyalty
2. Disadvantages
6

 Risking of better paying job from the outside of the firm
 The increment in the competition
 Organization taking risk that the employee would not bring the new idea
Social media posting
The hiring managers of the company are frequently utilizing this platform to find the new talent
and engage with the new talent (Charlwood and Hoque, 2017). Through this, the recruiters can
know about the potential personality of the individual, work ethics and intrusts.
1. Advantages
 A wider audience can be reached
 Inexpensive and modern
2. Disadvantages
 Inaccurate information
 Time-consuming
Recruitment agencies
These agencies are the organization that supports the firms to find and recruit the right
candidate to fill the vacant position (Stokes, 2016). For recruiting the right candidate most of
them are specialized in particular areas ensuring that they get the best individuals.
1. Advantages
 It saves a lot of the time as the process of filling the vacancy is quicker with the
recruitment agency.
 They have more knowledge of the market and industry
2. Disadvantages
 It is comparatively expensive as some recruiters can ask up to the 30% of the
salary.
7

 Competition as the large companies invests more in recruiting the right talent.
Employee referral programs
This is the internal methods through which the recruitment takes place by taking the advantage
of the existing employees of the organization (Le, 2018). These referral programs motivate the
existing the employees to select and recruit the most qualifying individuals from their social and
professional networks.
1. Advantages
 It is convenient to hire the referred individual rather than the traditional
candidates.
 This saves the money as the organization does not incur the cost of the
recruitment
2. Disadvantages
 The moral of the employees can affect when the manager fails to select the
preferred candidate.
 In the long haul, it can limit the number of different ideas and opinions at the
workplace.
In the case of McDonald, it has been estimated that over 60% of the individual in the role of the
restaurant crew are aged under the 20. For the selection of the right candidate from so many
young people, McDonald's conducts the well-run interview that will identify the potential of the
individual (Bruno and Raphael, 2015). An interview guide has been scripted by the McDonald
that allows the firm to predict the behaviour of the individual that will influence the
performance in the future. The overall procedure of the selection in the McDonald is the fact-
based process.
In this, the questions are based on the actual events rather than focusing on the general and
theoretical response of the individuals. Employers look for the behaviour evidence rather than
the life history that meets the requirement of the company. There disadvantages of the
8

recruitment process of the McDonald that are associated with the recruitment period. It should
not exceed more than 28 days but in reality, it normally reaches up to the 60 days according to
the company policy of recruitment. This long process makes the candidates more impatient
leading to the loss of the potential employees for the vacant position.
Many suitable candidates are lost due to the lengthy process of recruitment. Psychometric
testing in the McDonald has proved to the great initiative through which the company has been
saving a lot of money and efforts. As this test allows the recruitment officers to view at the
several personality aspects of the individuals and selecting the best job for the candidate that
has passed the test. It has been found that 73% if the individual actually passes the test
organized (Maskell et al., 2016).
The fundamental idea of this test is to manage and go through the many applications rapidly
but still takes a long time to reach the candidates afterwards. The essential and primary tools of
the McDonald is to make the services of the consumers more alive along with making them feel
valued. As consumer interaction is really important for serving in the fast food business
(Reason, 2016). A crew member should have the smile and engage with the consumer so that
they feel valued and visit the stores of the company again.
9

INDUCTION PROGRAMMES
The induction programs in the organization can be defined as the procedure for welcoming the
new employees and preparing them for the new roles and responsibilities. This supports in the
integration of the new employees in the organization. According to the TPI theory, the
requirement of the communication of the new employees must be met including the
theoretical and practical abilities development (Snell et al., 2015). Induction programs are
considered as the significant process for bringing the staff into the companies. This facilitates
them with an introduction to the working environment and set up the individual in the
organization.
The overall procedure of the induction will include the employer and employee legislation with
conditions of the employment. This induction program is the part of the management process
that is based on the enhancing the knowledge of the new starter so that he or she can become
successful. This also involves the integration of the new individuals in the team so that they
don’t feel left out that can develop the lack of understanding of the company’s operations. The
good induction programs in the organization raise the productivity while reducing the short
term turnover of the staff (Reason, 2016). These programs play the crucial role in the
socialization to the company in the context of the performance, attitudes and organizational
commitments.
For the accomplishment of the greater performance and output, the induction programs are
proved to beneficial in many ways. The studies have reported that the induction training in the
organization directly influences the attrition rate of the individuals. Employer’s first priority
should be the delivering the efficient training program(Epstein, 2018). The key benefit that has
been offered by the induction program is that it saves a lot of money and time, reduces the
employee turnover, ensures the operational efficiency, makes the employees feel respected
and valued, providing them with the essential information and helps in the establishment of the
good communication.
10

CHALLENGES DURING THE INDUCTION PROGRAMS
There are several challenges that are faced by the organizations during the induction that is to
be resolved as it is the centre of the complete hiring process of the company. This provides the
organization with the opportunity to provide a positive experience to the new candidates. This
gives them more confidence and support that is required to be more productive. The induction
programs that begin with giving too much information at once to the starters can be
overwhelming for the new starters (Hackett et al., 2018). As it takes time for the individual to
absorb the new roles the induction training program of the company should not be a one day
process. But the individual should be given the time and digital platforms so that they can learn
about the roles and subject.
The time for the face to face support cannot be found for specifically the new starters.
Therefore selecting a learning platform that will help the induction training program is crucial
for the workers. This gives the new candidates with the confidence with the sense of support.
These learning tools and technology help the organization in saving the time and balancing the
workflow.
TRAINING AND DEVELOPMENT SESSIONS
The current knowledge state of the individual can be expanded with the training sessions but
most of the employers in the recent situation find it costly. There are different benefits of the
training programs such as the improved employee performance, employee satisfaction and
morale, addressing the weaknesses, consistency, and increment in the productivity and
maintenance of the quality standards, increment in the innovative techniques and products,
reduction in the employee turnover (Epstein, 2018). Training programs completely develop the
overall professional personality of the individuals leading to the desired performance of the
organization. Further, this adds to the enhancing the reputation and profile of the company.
11