Recruitment, Selection and Training Process in McDonalds - Essay Example

Table of Contents Introduction 2 Recruitment Process 3 Implementation of Steps and Stages 3 Benefits of Recruitment Process 4 Selection Process 5 Implementation of Steps and Stages 5 Benefits of Selection Process 6 Training and Development Practices 7 Implementation of Steps and Stages 8 Benefits of Training and Development programs 9 Conclusion 10 Reference List 11 Introduction McDonalds is the largest fast food chain in the global market headquartered in US. It is one of the largest employers in United States. The organization was founded in the year 1940. McDonalds is operating its business practices in 119 countries. The organization serves it food products to almost 68 million global people. McDonalds operates its business practices by either franchisee model or by the corporation itself. It is one of the largest MNCs in global market place. Hamburgers, French fries, coffee, milk shakes, soft drinks, cheese burgers and desserts are popular product lines of McDonalds (Hill and Jones, 2012, p.114). However, effective business practices, effective product differentiation strategy, skilled employees and significant customer services are the core competencies of McDonalds. The HRM department of McDonald’s has tried to maintain healthy workplace environment through effective HRM policy implementation. An effective organizational structure, significant HR policies including recruitment and selection policies and processes, and suitable training and development program for the employees bring have brought efficiency in the business process. Being one of the leading MNCs, it is the responsibility of the organization to maintain a healthy workplace environment. The study will focus on recruitment, selection and training and development practices of McDonalds. Moreover, the study will highlight the benefits of these SHRM practices. Recruitment Process Recruitment process helps to identify the needs of organizations to employ some individual up to the point at which the forms of applications for the appropriate posts have arrived in the organization (Arthur, 2012, p.32). Recruiting employees to fill particular posts within a business firm can be done through internal and external process. Implementation of Steps and Stages Employing s suitable person in the suitable place at appropriate time is necessary for the leading organizations in order to practice effective organizational performances. Therefore, it can be stated that recruitment is one of the important SHRM activities. An effective recruitment process should incorporate following steps. McDonalds need to gather information about the nature of the job. The organization should be knowledgeable about the job responsibility and its effectiveness in the structure of the organization. McDonalds need to develop both job attribute and personal profile. The organization needs to consider aptitude, skills, experience and knowledge as the recruitment criteria. Then it is the responsibility of the organization to find the suitable applicants or individuals for the job profile (Bowman, West and Wart, 2012, p.121). Staff referrals, job sharing and succession planning can help to find the applicants. The recruitment process can be divided into two categories, such as external and internal recruitment. Managing the application process is a key recruitment step. It is the final recruitment process. The recruitment managers need to monitor all the application forms and resumes of the applicants in order to sort out the suitable applicants. Last but not the least; recruitment process outsourcing will be an effective process. It will help the organization to minimiz4e time, cost and effort. McDonalds need to implement RPO in order to bring speed and effectiveness in the recruitment process. Benefits of Recruitment Process Allocating right time and suitable resources to select the suitable person for a specific job role have several positive effects on the business process of an organization. With the help of a significant recruitment process, the organization can hire the capable and suitable employees for specific job roles. An effective recruitment process can pose following potential benefits to McDonalds. Effective recruitment process will help the organization to select suitable employees. Effective and skilled employees have a higher retention rate. Effective skilled employees can motivate and develop the knowledge level of other employees. It will help the organization to increase its business productivity. High performing knowledgeable employees will be interested in the self development and ongoing learning process (Maxwell, Nagda and Thompson, 2012, p.135). Effective employees will provide effective customer service. It will justify the organizational value of McDonalds. An effective recruitment process will help the organization to select the capable employees. Capable employees will be confident. Moreover, they will be able to cope up with several operational tasks. It will help them to adopt new roles within a quick time period. Good and responsible employees will be interested in sharing ideas and advices. It will ease the decision making process of an organization. Selection Process Selection process can be referred as the process of preferring the most appropriate and suitable person out of all the job applicants (Couper, Penney and Fair, 2012, p.41). It is the differentiating process between the job applicants to identify the individuals with superior likelihood of success in the workplace. Implementation of Steps and Stages The selection process can be procedure through several following steps. Preliminary interview is the first important step in a selection process. It is strong initial process that needs to be implemented by McDonalds. It will help the organization to execute the sorting process to find out the suitable individuals for specific job designations. Application bank is second most important step in a selection process. The application form should provide all the information relevant to the selection process. Selection test is the third important step in a selection process. McDonalds should implement this process in order to conduct the in-depth and psychological test in the selection process. Employment interview is the key step in a selection process. McDonalds should execute an effective conversation process between two persons (Jones, 2013, p.98). It will help to judge the efficiency and knowledge level of the employees. Several leading global organization generally focuses on the medical examination. It is an effective stage in a selection process. McDonalds need to implement this step in order to check the physical ability of the selected applicants. Reference check and final approval is the last selection process step. In this stage, the HR executives make the new employees aware of the basic organizational policies and salary structure through the offer letter. Benefits of Selection Process When an employee is selected in an organization for a job, he will feel pride. It will increase the confidence and motivation level of the employees in order to perform well. Effective selection process will help the HRM department of McDonalds to bring speed in the hiring process. With an internal selection process McDonalds can reduce the cost and time associated with the selection process. Effective external selection process gives an opportunity to the employers to diverse their workforce. Workforce diversity can help the employees to think outside of the box. It will help the employees of McDonalds to be consistent and innovative in the workplace. An organization has to spend a valuable time and cost in order to complete the hiring process. Effective selection process will help McDonalds to reduce the time and eliminate cost (Cushway, 2013, p.123). On the other hand, through selection process a recruiter can easily hire an experience employee. It will save the training cost of the organization for that particular employee. An effective selection process will help McDonalds to show their employees the future direction of the organization or the industry. Training and Development Practices In order to operate successfully, it is important for the organizations to bring sustainability in the business process. Training and development consists of several processes that help the job holders to increase the level of knowledge, skills and attitude. It will help the organizations to achieve its business objectives significantly (Kozlowski and Salas, 2011, p.62). The training and development program in McDonalds is significantly structured. Implementation of Steps and Stages Employee engagement in the business operation is quite important. McDonalds need to have well trained employees. It is evident that appropriate skilled employees are integral to the success of McDonalds. The organization needs to give priority to the employees. According to the corporate value of McDonalds, the employees are the real asset of McDonalds. The organization is one of the leading employers around the globe. Therefore, it can be stated that McDonalds plays an important role in the economic growth of several industries. Due to significant, effective, knowledgeable, responsible and skilled workforce McDonalds has achieved the leading position within the global fast food chain industry. In terms of training and development practices, it is important for the organization to provide training and induction program to the new employees. The organization needs to invest a small part of business profit in this SHRM practice (Phillips and Phillips, 2012, p. 154). McDonalds has become popular due to effective customer service and innovative business process. In order to handle and execute the business process the new employees need to undergo an effective training session in order to gain skill and knowledge. Moreover, McDonalds need to develop a training crew team only for the training and development purposes. Effective training and induction process will help the employees to increase their self-confidence and motivation level towards their job. However, the organization has maintained a strong track recorded through the effective training and development programs. Effective business process and customer services are evident in every McDonald’s retail outlets. The only reason behind this effective business process is significant training and development program. Benefits of Training and Development programs There are several potential benefits of effective training and development program. The benefits are described below. It will increase morale and job satisfaction among the employees. It can add benefit to make the organization more attractive to the prospective employees. It can generate more motivate employees. It will help the organization to increase its productivity and maximize business profits. Effective use of the times of the employees can result is supreme skill levels including better understanding of job functions. A pool of cross-trained employee establishment will help the organization to bridge the gap when somebody leaves the organization unexpectedly (Saks and Haccoun, 2010, p.19). The employees that achieve in house training tend to be improved equipped in order to adopt the challenges and changes. It will help the organization to achieve led absenteeism and lower employee turnover. Last but not the least; investing in the employee training and development program will enhance the image of the organization. According to the employees, the organization would be an effective place to work. Moreover, effective training and development program can help the organization to provide appropriate value to the employees. Conclusion It is evident that the leading global organizations are majorly focusing on the development of strategic human resources management policies. McDonalds has become popular and one of the leading organizations within the industry due to effective human resources management practices and quality business process. McDonalds requires effective workforce in order to carry out its business process. First of all effective recruitment practices will help McDonalds to find suitable individuals for a specific job profile. The operation process of McDonalds is very unique comparing to other organizations within the global industry. The organization has focused on effective recruitment and selection process in order to maintain the efficiency. It is necessary for them to recruit experienced and capable applicants who can adopt the pressure associated with the job function. The selection process needs to cover several tests, such as psychological and medical tests. These will help to judge the capability of the applicants. After the completion of selection process McDonalds needs to provide effective induction and training program for the new joiners. It will help the employees to lift their self-confidence and motivation level. The organization should focus on both external and internal recruitment and selection process. This strategy will help the organization to reduce hiring cost and time. In terms of training and development practices, McDonalds needs to establish a team of crew members. This requires a little investment that can be initiated through a small part of business profit. These strategic human resources management practices will help McDonalds to retain effective, skilled and capable employees. A motivated and skilled workforce can bring huge success in next five years. Reference List Arthur, D., 2012. Recruiting, Interviewing, Selecting & Orienting New Employees. New York: AMACOM. Bowman, J., West, J., and Wart, M., 2012. Human Resources Management in Public Services. London: Routledge. Couper, J., Penney, W., and Fair, J., 2012. International HRM Practices. London: Kogan Page. Cushway, B., 2012. The Employers’s Handbook. New York: Springer. Hill, C., and Jones, G., 2012. Strategic Management: An Integrated Approach. Stamford: Cengage Learning. Jones, P., 2013. Public law and Human Rights Statues. London: Routledge. Kozlowski, S., and Salas, E., 2011. Learning, Training and Development in Organizations. New York: Taylor & Francis. Maxwell, K., Nagda, B., and Thompson, M., 2012. Facilitating Intergroup Dialogues. London: Sage. Phillips, P., and Phillips, J., 2012. 10 Steps to Successful Business Alignment. London: ASTD. Saks, A., and Haccoun, R., 2010. Managing Performance through Training and Development. Stamford: Cengage Learning. Read More