Recruitment and selection A Case Study of McDonald’s (GC01858)

Executive Summary

Managing the people within a business framework is an obligatory part of every single business organization, and it plays a vital; important role in the progress of the business. The people of a business can be classified as Office manager, Quality control, safety, environment manager, accountant, bookkeeper, controller, receptionist, foreperson, supervisor, lead person, marketing manager, purchasing manager, shipping and delivery controller, and most importantly the directors of the business (Moran, 2015). These all sorts of personnel can be varied from business to business according to their size, scopes, and working segments and marketing sectors. In brief, all the management of this personnel of a business organization are managed by the specific management body, called the HRM (Human Resources Management) of business (Rowley, 2015). The structures and functions of an HRM section of a business are vast within the business operation: they perform all the recruitment of the employees, justifies the personnel qualifications, skills, experiences as sought for the suited post, recommended them to the higher governing bodies as well as directors upper managerial bodies, check the vacancy, evaluate the vacant post and so on in which standard the company can rely on the HRM department.

Table of Contents

1.0        Introduction.

1.1 Overview of company.

2.0        Literature reviews.

2.1 The processes of recruitment and selection strategies.

Recruitment process.

Selection process.

2.2 Responsibilities of the employee and the employer in the context of employee development using relevant theory to compare different talent management approaches.

2.3 Human resource systems and procedures.

3.0 Discussion and Analysis.

3.1 Evaluation of the effectiveness of recruitment and selection strategies in McDonald’s. You must include employment law and examples of case law.. 1

3.2 Analysis of how McDonald’s manages the development of its employees, including examples of best practices.

3.3 Include the responsibilities of the employee and the employer and use relevant theory to compare different talent management approaches.

Conclusion.

Reference.

1.0   Introduction

According to Wilkinson (2020), the HRM department of a business organization plays very important parts in the business procedural approaches, by making strategic plans for the appointment of the staff, defining the key responsibilities, creating working segments, arranging several training programs to develop the personnel skills and their ability enhancement for the specific targets of the business goals. The main objective of the report to explain the various factors, functions, risks, opportunities, benefits by the HRM department within the business atmosphere. This report designs the HRM department of business describing the process and selection strategies and the models of the personnel responsibilities by the authority as well as HRM. Because this department is only the fundamental section of performance by which a company runs their process of activities and duties as the department has great value to collect the proper management and personnel for the operation several sectors of the business. Generally, HRM works on the demand by the company by developing, acquiring, managing, motivating the personnel and significantly gaining the purpose of the business. This department evaluates various factors and does functions mainly planning, organizing, directing, hiring, designing the jobs, performance appraisal etc. (Chaudhary, 2016).

This report, firstly, explains the processes of recruitment and selection strategies including the recruitment process: job analysis, job description, person specification etc. Secondly, it discusses the Responsibilities of the employee and the employer in the context of employee development using relevant theory to compare different talent management approaches. Then this report evaluates the effectiveness of recruitment and selection strategies in McDonald’s in the third section, which includes various laws related to the employment process of the company. Fourthly, it analyses the management of the development of their employees. Then this report includes the responsibilities of the employee and the employer and uses relevant theory to compare different talent management approaches.

1.1 Overview of company

McDonald’s Corporation is the world’s largest Restaurant Corporation- leading a wide-ranged business operation through franchisee system in over 100 countries of the globe (McDonald’s Corporation, 2020). They started simply with the business of Hamburgers and day by day they reached their pinnacle stage of business position. The first initiative of restaurant business was started in 1948 by two brothers Maurice (“Mac”) and Richard McDonald in San Bernardino, California and now the headquarters of its are in Oak Brook, Illinois (Tikkanen, 2020). In 1954, Ray Kroc as a Multimixer salesman he visited McDonald’s and found a huge possibility of franchisee options by the two brothers. In 1955, he founded McDonald’s System Inc. that is today’s McDonald’s Corporation. They consider a 3-legged stool for their business philosophy and thus betterment: franchisee, suppliers, and employees. To train the franchisee they offered a training academy later called Hamburger University and graduated 275,000 franchisees, managers, and employees. They launched variety to their menu including the Big Mac (1968), the Egg McMuffin (1973), Happy Meals (1979), and Chicken McNuggets (1983), and today they try to innovate newer segments to promote the Business (Tikkanen, 2020). Nowadays, this company runs more than 37,000 outlets all over the world and provides healthy and delicious foods.

2.0 Literature reviews

2.1 The processes of recruitment and selection strategies

Wilkinson (2020) states, the development of the business mostly depends on the proper recruitment process and engagement of the employees for the suited sectors, and this is performed by the HRM department of the business to attain the target of the company and make ultimate revenue for the business.

Recruitment process

According to Boudreau, (2018), this function is most important for any kind of business and for international business organizations; this process is difficult but takes part in the international market building. The HRM department adopts some procedures to ensure proper personnel engagement to the right section: Job analysis— the HRM justifies the vacant post, creates new segments and create a post for business promotion, Job description— they summarise the qualifications of the candidates and key responsibilities of the vacant post, Job advertisement— publishes an advertisement in the dailies to collect CV and choose the right one. Then arrange the skills of Person Specification, designs Application Form and provides. Finally collects CVs and contracts information. By the recommendation, then the HRM department appoints the workforces.

Selection process

According to Moran (2015), the selection process of the employees may vary from business to business within their scopes, most organizations apply several selection approaches like: written test, metal ability test, sampling test, arranges oral test or panel interview, ability test, medical examination etc. Employee selection approaches include an original screening of potential candidates, arranging interviews, conducting a test, choosing applicants grounded on test or interview scores and placing them to verify that they will be talented to accomplish their allocated roles efficiently (Morrissey et al, 2018). Interviews are considered as the most famous selection process for their easier ways of selecting candidates, easy execution, prompt results, recognize the fitness for the suited post, and all in cost-effectiveness. Evaluation of candidates’ resumes is also effective to justify the records. Bank employees should be selected through personality test for assessing candidates’ traits of sensitivity, diligence, compassion, sociability, eagerness to learn, self-confidence, self-efficacy etc. to ensure better customer service, and for this companies offer an internship to candidates after completion of degree…………..

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