COMPLETE SCHOOL PROJECT TOPICS & MATERIALS :
CHAPTERS: Chapter 1-5
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Executive summary
The importance of the quality of employees to an organization’s mission, vision and objectives cannot be jettison, due to the fact that, it takes quality, efficient and well-trained employees to achieve the goals and objectives of an organization. Sustainability ranks high among the issue most organizations are concerned about, which involves the ability of an organization to achieve its short-term goals and objectives and more importantly, optimize its shareholders’ value, by placing much emphasis on merging environmental, political, social and economic opportunities into its strategic objectives. It is important to establish the fact that no organization is greater than its employees. There are several laws that explicitly explain the significance of a quality human resource to the strategic moves of organizations. The quality of strategy notwithstanding, if there are no adequate, efficient and effective employees to execute such strategic moves, such strategies are doomed for failure. In this report, the focus of the paper will be on the recruitment and selection process, and also the training scheme designed by organizations to achieving success in their organizational pursuit, essentially using McDonalds as a case study.
1.0 Introduction of the company
McDonald’s is one of the biggest family restaurant businesses in the world and its vision is to provide the best family restaurant experience (Hernández and Morán, 2021). To achieve this, McDonald’s put people at the centre of everything they do, and that goes for the employees as much as the customers. McDonald’s recognize that people do well when they feel good in their job, so the company to their best to create the right working environment for everyone.
The first McDonald’s restaurant was opened in 1940 by brothers Maurice (“Mac”) and Richard McDonald in San Bernardino, California. It originally was a drive-in that offered a wide selection of items (Ge, 2020). However, in 1948 the brothers decided to revamp the business, and after a three-month renovation, a newly envisioned McDonald’s opened. The small restaurant was designed to produce huge quantities of food at low prices. To achieve this, the brothers limited the menu—which only featured hamburgers, potato chips (later replaced by french fries), drinks, and pie—and developed a simple, efficient format that they named the Speedee Service System (Al-Da’abseh and Al-Omari, 2020). This included a self-service counter that eliminated the need for waiters and waitresses, and customers received their food quickly because hamburgers were cooked ahead of time, wrapped, and warmed under heat lamps (McDonalds, 2020). These innovations allowed the brothers to charge just 15 cents for a basic hamburger, about half the price of competing restaurants. McDonald’s was a huge success, and the brothers began a franchise program.
There are McDonald’s restaurants all over the globe, and they are a well-known fast-food chain (Rodrigues et al., 2021). When it first began operating in the 1960s, it served a small network of 30 restaurants in the United States alone. The excellence of a McDonald’s restaurant lies in the fact that it provides its food in accordance with the local culture. Several modern-day artifacts, such as McDonald’s well-known goods, advertising campaigns including well-known toys and films, engagement in help organizations, and distribution of classified ads, have been very well organized (Ge, 2020).
More than seventy-five percent of McDonald’s is locally owned and managed (McDonalds, 2020). Over 40 million people are fed every day by it. The company’s income comes mostly from Japan, Korea, Australia, France, Germany, and the United States (Hernández and Morán, 2021). Aside from attracting a sizable customer base, McDonald’s has achieved its greatest success in these nations by cultivating a positive brand reputation and image, and by enforcing stringent sanitary standards. As a result of their extensive advertising, millions of people have come to associate the McDonald’s emblem with the company’s high reputation and quality food.
Customer service has been the driving force behind the success of McDonald’s ever since its inception. Good cuisine and attentive service are two of the most important components of a successful restaurant’s brand image. McDonald’s has created a reputation for itself by combining high-quality cuisine at an affordable price with exceptional customer service in both fields. It has a small menu, but it offers a lot of new features. The creation of a play area was another innovation. McDonald’s is always coming up with new ideas to make the process of mass customization easier. As of 2001, more than 11,000 McDonald’s restaurants in the United States were using the same point-of-sale system and back-office software. The corporation is spending money on a single point of sale that can be used in all of its outlets throughout the globe (Al-Da’abseh and Al-Omari, 2020).
2.0 Methods of recruitment in McDonalds
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. Recruitment is the first part of the process of filling a vacancy. The long-term success of the Company depends on its capacity to attract, retain and develop employees able to ensure its growth on a continuing basis.
In McDonalds recruitment process is decentralized. Every branch of McDonalds is independent to hire the employees. Usually at McDonalds employees are hired in a form of badge. Also the transformations of employees within the franchises of McDonalds took place for recruiting the employees. A typical McDonald’s restaurant can employ about 60 people who include the both managerial and floor- based staff.
Internal Recruitment:
McDonalds select candidates from inside by considering their past performance.
MacDonald publicize their open jobs on their site www.mcdonalds2.rozee.pk where their employees could apply for the job they also publicize it in their restaurants on Notice Boards. So that the working employees could be informed from the vacant position. For the executive posts McDonalds follow a succession planning technique where they recruit their managers or senior employees to executive level on the basis of their performance.
External recruitment:
External recruitment of McDonalds involves:
- Recruiting via internet .McDonalds has its own site where they publicize for the jobs and offer people to send their CV’s through online process and often recruit employees from their.
- McDonalds approaches the Newspaper or a magazine adds mostly to invite employees for jobs.
- College Recruiting McDonalds follow the most common method of college recruiting known as Internships because many floor base employees usually join McDonalds for internship.
3.0 McDonalds recruitment policies
The McDonalds policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company (Edeh et al., 2021). Therefore, the potential for professional development is an essential standard for recruitment. Each new member joining McDonalds becomes a participant in developing a sustainable quality culture which implies a commitment to the organization, a sense for continuous improvement and leaves no place for complacency. Therefore, and in view of the importance of these McDonalds values, special attention is paid to the matching between a candidate’s values and the Company culture. McDonald’s recruitment process is decentralized (Crane et al., 2019). Adequate recruitment tools may improve the recruitment process, it is understood that the decision to hire a candidate remains in the hands of the responsible manager supported by the HR staff. Under no circumstances the decision to hire or not to hire is left in the hands of an outside consultant or expert.
McDonald’s recruitment policy holds each individual restaurant responsible for recruitments (Membe and Doriza, 2012). Several recruitment avenues are used, including advertising in the restaurant. Other than this, McDonald’s also uses local job centres, career fairs and other local facilities to get the word of the recruitment process out. Incidentally, any recruitment exercise often generates more applications than there are positions available. The managers hold interviews and hire staff as deemed fit.