Management of human resources in McDonalds

The recruitment is seen by Lewis as ‘the activity that generates a pool of applicants, who have the desire to be employed by the organization, from which those suitable can be selected’ and selection as ‘the activity in which an organization uses one or more methods to assess individuals with a view to making a decision concerning their suitability to join the organization, to perform tasks which may or may not be specified. (Peter W. Winfield, Ray Bishop, Keith Porter. Core Management for HR students and practitioners. [Online].Available on: Google.com)

Role of human resource planning in recruitment and selection

In Mc Donald’s, HR planning is a starting point of ‘Personal Management Action Program’. This program is usually expected when the need is to create balance between supply and demand. And through this it organizes a structure in which actions are to be taken that are required to reduce staffing difficulties.

It uses two models mainly for forecasting

: Transaction Court Per man Hour

: Sales per Man Hour

Recruiting suitable applicants

McDonald’s usually advertises positions (job levels in the organization) in the restraints.

There are two types of recruitment. McDonald’s corporation fills its positions by.

Internal sources

External sources

Internal sources

The best source for filling the open positions are current employees working within the organisation. JOB POSITIONING TECHNIQUE helps Mc Donald’s to publicize and open job to its current employees (often by literally posting it on intranets and bulletin boards) and listing the job’ attributes like qualification, work schedule and pay rates

External sources

Eternal sources used by McDonald’s are

Adverts in Newspapers

MC Donald’s usually advertises in all the leading papers and any candidate who has eligibility can apply for the job

Advertisement on Web Site

Mc Donald’s also advertises on some commonly used websites such as yahoo MSN etc .and also vacancies are defined in detail manner on mc Donald’s official website

SELECTION

Short listing all the applicants:-from the pool of candidate’s applications short listing is done in which applicants which are eligible are short listed. This is done be HR manager.

Written Test:-this test is the written and the aim of this test is to know whether the recruits are able enough to meet with the general practical requirements of the job

Initial Interview:-this is one to one interview of every candidate who have passed written test. This interview is conducted by restaurant manager.

Reference checks:-this is done to check the references that are provided by candidates if they are valid or not

Final Interview:-then the final interview is done this is conducted by five or six interviewers

TRAINING AND DEVELOPMENT

Well trained crew, managers and employees are required to achieve the standards like quality, service and cleanliness that are provided to customers in mc Donald’s. Training process is highly structured. At every level training is provided to employees they are trained to work on both floor to back area. It is based on company’s core principles:-

Quality

Service cleanliness

(Abbreviated as (Q, S, C.V)

TRAINING

WELCOME MEETINGS:-these lectures set out the company’s standards and expectations for the new employees. Where employees are introduced with a complete description about the job and a guideline that how to work and what are the job requirements and procedures .a verbal outline is given to the employees.

ON THE JOB TRAINING: – Mostly training is floor based. All new employees have an initial training period. Basics are shown to employees and they can develop there skills. So that they are able to compete in every level and in every area within the organization. Also classroom based training sessions where they learn things about quality, service, loyalty, and cleanliness.

JOB ROTATION: – Job rotation is the on the job training process. This is to make employees familiar with all levels of job and within different departments.

AUDIO _VISUAL BASED TRAINING: – for the new trainees Mc Donald’s provide with DVDs, films, video or audio tapes related to the operational or functional work of the organization.

EVALUATION OF TRAINING: – Mc Donald’s evaluate its training program through on the job behavior that after the training session the behavior of employees are changed or not. They match up the performance behavior of employees before training and after like the behavior if a crew member is more courteous to customers?

DEVELOPMENT(cont)

The McDonald’s Management Development Curriculum takes new recruits from trainee manager to Restaurant Manager. This consists of on-the-job training and open learning development modules, supported by courses and seminars at the Company’s National and Regional Training Centres. The Management Development Curriculum is aimed at persons aged 21 or over, either graduates or individuals with some previous management experience. It offers a direct route into restaurant management, through an intensive structured training programme.

The Management Development Curriculum is divided into four key programmes:

Shift Management – developing trainee managers in the skills and techniques required to become effective in all aspects of running a shift.

Systems Management – targeting second assistant and newly promoted first assistant managers. This programme covers all areas of McDonald’s systems, increasing the manager’s business knowledge. It also develops individual techniques.

Restaurant Leadership – introducing managers to the key skills needed to become effective restaurant leaders e.g. team-building, communication, decision-making.

Business Leadership – focusing restaurant/general managers on the need to develop a business strategy that encompasses both internal and external factors.

Most departments in the regional offices offer restaurant managers opportunities to be seconded to work in the regional office. This gives an experienced manager the opportunity to develop and learn new skills, to see a different side of the business and to experience how each department’s strategies have a role in achieving the company’s goals.

Performance appraisal

Performance appraisal is used to evaluate the performence leval of each employee.McDonalds do performence review twice a year.each and every employee have to do his or her job according to some standards and rules which are clearly defined within an organisation during the selection process.then after 6 months every employee is evaluated and checked whether he or she is working according to standards defined to them.for this OJE (on job evaluation)is performed by McDonalds .and if employees need improvement they can do it after going through feedback provied as results to them.

The appraisal process in McDonald’s includes PA forms for every particular job which involves:

International McDonald’s standards.

Assessing the employees’ actual performance relative to these standards.

Providing feedback to the employees.

GRADES OF PERFORMENCE

There are four levels to evaluate the performance of employees

Out Standing

Excellent

Good

Need Improvement

After giving the total grade to the employee the appraiser writes down about the strength and the areas needing improvement of the employee.

1(b/c)

Objectives for recruitment and selection in mc Donald’s

To recruit the best fit.

to maintain the recruitment cost within the budget figures

Analyzing the management of human resources in Mc Donald’s on achieving these objectives

Mc Donald’s aims to select and recruit candidates that are best for the job for this Mc Donald’s consider knowledge, skills, qualification and other personal characteristics which are required for a current position. These terms are well specified in job description in advance .and mostly efforts are to recruit a best candidate. And thus chances for an effective recruitment are significantly high. Thus the targeted objectives are fully achieved by Mc Donald’s .and if sometimes the results are not efficient enough (that the employee is not working properly) then the improvement procedure for employee is provided by human resource department.

Objectives of Training and development in mc Donald’s

To determine the exact needs of the job position/employees.

To make the employees able to match with the current standards

To develop the most effective training materials.

To deliver the training materials with the most effective methods.

To create the most effective impact on the results/behaviours.

Analyzing the management of human resources in Mc Donald’s

Mc Donald’s offers two types of training within the organisation. It is one of the reasons of highest standards of quality, service and cleanliness. Well trained staff and manager are a one of the pillars on which standards are made.

And for the purpose well organized and structured training process is conducted by Mc Donald’s.

MC Donald’s s policy is to provide its employees with more and more career opportunities .through training employees are able to develop their full potential.

Mc Donalds organizes very comprehensive training programmes for its staff in which operations management is taught and career progression is suggested to a ‘first job’ employee and thus he is able to progress towards senior position (i.e merit based promotions.

For setting standards and expectations ‘welcome meeting’ is organized.

Crew trainers work along with the new trainees through which they learn Operational skills.

All employees learn to operate state-of-the-art foodservice equipment, gaining knowledge of McDonald’s operational procedures.

Here they are shown the basics and allowed to develop their skills to a level where they are competent in each area within the restaurant. The time scale for this depends on their status i.e. full or part-time. They will also attend classroom-based training sessions where they will complete workbooks for quality, service and cleanliness.

After the initial training period all employees receive ongoing training. This is done using “Observation Checklists” for the station they are working at. The rating will go towards their appraisal grading.

They will also attend classroom-based training sessions where they will complete workbooks for quality, service and cleanliness.

The McDonald’s Management Development Curriculum takes new recruits from trainee manager to Restaurant Manager. This consists of on-the-job training and open learning development modules, supported by courses and seminars at the Company’s National and Regional Training Centres. The Management Development Curriculum is aimed at persons aged 21 or over, either graduates or individuals with some previous management experience. It offers a direct route into restaurant management, through an intensive structured training programme.

The Management Development Curriculum is divided into four key programmes:

Shift Management – developing trainee managers in the skills and techniques required to become effective in all aspects of running a shift.

Systems Management – targeting second assistant and newly promoted first assistant managers. This programme covers all areas of McDonald’s systems, increasing the manager’s business knowledge. It also develops individual techniques.

Restaurant Leadership – introducing managers to the key skills needed to become effective restaurant leaders e.g. team-building, communication, decision-making.

Business Leadership – focusing restaurant/general managers on the need to develop a business strategy that encompasses both internal and external factors.

Most departments in the regional offices offer restaurant managers opportunities to be seconded to work in the regional office. This gives an experienced manager the opportunity to develop and learn new skills, to see a different side of the business and to experience how each department’s strategies have a role in achieving the company’s goals.

Objectives of performance appraisal in Mc Donald’s

providing feed back and improving employees performance

identifying the training needs of employees

Validating the selection techniques and human resource policies to meet federal equal employment opportunity requirements.

Analyizing the management of human resources in Mc Donalds

2a/b.For the chosen organisation select at least three human resource planning and development methods and critically evaluate their effectiveness to meet organisational objectives

HR Planning:

HR planning’s purpose is to determine what HRM requirements exist for current & future supplies & demands of workers. To realize the McDonald’s service vision, the organization believes in strengthening their team and ensures to deliver the right skills and knowledge to the right person for getting the right job done. The strength, for making the strong team players to shine under the Golden Arches lies in the People Practice and Development Program.

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HUMAN RESOURCE PLANNING methods

PLANNING AND FORECASTING PERSONNEL NEEDS

McDonalds uses the method of “TREND ANALYSIS” for forecasting its personnel needs. This is a method in which the firm studies its past employment needs over a period of years to predict future needs. McDonalds has been operating since a very long time and by now it has full information of where it stands in the minds of people. No doubt McDonalds has raised its value above mark. McDonalds forecasts its personnel needs according to what has been the trend of its sales, revenue and labor needs in the past. For this they use two ways

MANAGEMENT ESTIMATES

Managers are asked to forecast their staff requirements. They will do this on the basis of past, present and likely

future requirements.

WORK STUDY TECHNIQUES

Work-study specialist’s works out how long various jobs take, using available machinery and equipment.

Provided they know what sales are likely to be, they calculate the numbers of employees required and the hours

they will need to work. McDonalds forecasts the need of staffing employees by inside and outside supply of

candidates.

INSIDE SUPPLY OF CANDIDATES

In this forecasting method Information is collected on employees already working within McDonald’s. For this

purpose McDonalds uses Qualification Inventory system.

A Qualifications Inventory of current employees gives the thorough information about current employees’

skills, education, career, performance and other interests. HR requirements of McDonald’s may be met by

training and developing current staff rather than recruiting externally

OUTSIDE SUPPLY OF CANDIDATES

After determining the number of employees that can be obtained internally McDonalds searches for the rest

from the outside. For this McDonalds information system plays a vital role. It keeps track of the economic

conditions and employment rate and after that forecasts its external needs accordingly. In this way McDonalds

develops a pool of talent as much as possible so that it can choose best out of it

2.3 Job Analysis Method:

Job analysis is the procedure of determining the duties and skills required for a job

and the kind of person who should hired for it.

Analyzing the job in McDonald’s is done by the Human Resource Department. They develop the job description related to different departments regarding their duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities. Once when the job description is prepared, restructuring in the job is done based on the observations of the seniors.

In McDonald’s job Analysis is done on the basis of I nterview s .

2.4 Job Evaluation Method:

Job Evaluation means making decision about the wages and salaries of the

employees on the basis of job analysis it can also be called as compensation.

In McDonald There are two types of working hour’s employees:

•

Part Time Employees

•

Full Time Employees

In McDonald’s they have predefined standards on which employees are

awarded on the basis of their skill, knowledge and experience. The Full Time

Working Employees are given salary on monthly basis were as the part time

employees are given salary on the basis of the total hours they have worked

HUMAN RESOURCE DEVELOPMENT METHODS

DEVELOPMENT CAREER MANAGEMNT

At McDonalds there are different management development plans. McDonalds has established adevelopment

program for managers, employees and also for the workers at lower level. It includes:

Management development plan for employees at all levels.



McDonalds provide facilities to employees in their career planning.



Transformation of employees is also carried ou



t within the branch or in other branches.

Different training courses are also arranged for the employee’s i.e. McDonald arranges a



Summer Crash

Course for their employees. McDonalds arrange following methods for specifically managers and employees

development:

Job rotation

JOB ROTATION

In job rotation process the managers are allowed to work in different department or sub-department at every

level to learn more about their job and identify their strong and weak points.

Restaurant Managers progress their way through Shift Management and Systems Management courses

while attending one of our 22 regional training centers. Once these courses have been completed, managers attend Hamburger University where they learn the additional knowledge and skills they need to run a multi- million dollar restaurant.

The



Mid-Management learning path at Hamburger University is for business consultants anddepartment

heads. It builds on their leadership and consulting skills, teaching individuals how to effectively operate a

business and how to coach and consult with others to run great restaurants.

The



Executive Development learning path helps reinforce ongoing business and leadership skills for top

management. The courses available at Hamburger University build upon the leadership competencies needed to

support employees, Owner/operators and sales growth

PERFORMANCE APPRAISEL METHOD

McDonalds uses the Graphic Rating Scale Method for evaluating the performance appraisal of employees.

GRAPHIC RATING SCALE METHOD

Through the Graphic Rating Scale the head of the department rate the person according to the performance of

its work, skill, knowledge, experience and after the assessment according to the rating scale, rate the employee

as appraised.

Graphic rating scale method involves the following traits:

Communication

Personal effectiveness/efficiency

Teamwork

Productivity

Quality of work

Reliability

In McDonalds employees are rated according to these or more traits. Rated on his/her performance that the

employee is good in communication skills or not, the employee could work independently on its own. The

employee is cooperative with other his/her co-workers. The productivity of work that weather he/she could

work more and proper in less time and finally is the employee is reliable means he/she will work on time

appropriately. Well the graphic rating scale method which McDonalds use is a best and simplest method for

thembecause employees from floor base to managerial level are rated easily. The scale lists the suitable traits or

standards for the employees according to their work or job and they are rated fairly as according to their

performance

Critically evaluate their effectiveness to meet organisational objectives

3a/b .Critically review how human resource performance in the chosen organisation is currently indicated and monitored and suggest ways to improve this.

PERformence appraisal