The aim of this report is to identify the significant issues related to recruitment in detail. The research is based on the famous company McDonalds and the recommendations are also provided in the report to deal with those recruitment issues. The success of a company depends upon the level of the quality services and the responsible staff for their job role (Barrows & Powers, 2010). Along with this, it is also depended upon the quality of the people who are hired ands recruited by the company. So, recruitment is the most important part for the growth of the company. Recruitment process is helpful in hiring the skilled and experienced candidates for the suitable job role (Arthur, 2001). For the effective operations in the market and for achieving competitive advantage, it is important for the companies to hire skilled employees. The recruitment process is effective in building the appropriate culture and positive environment for the sustainable business practices in the market. The objective of this report is to focus on the various challenges and issues in the recruitment process. The report also provides the appropriate solution to deal with those challenges for the better operations in the business (Bianca & Media, 2014).
McDonalds is one of the famous food chain in all over the world. The company is serving 68 million customers on the daily basis having 119 outlets in various countries of the world. Along with the specialty in the burger, company also offers French Fries, Cheese burgers, hamburgers, soft drinks and desserts etc. the company is operating an all over the world so it is the largest employer in all the countries. In the McDonalds, the employees are divided into three catagories i.e. corporate employees, restaurant owners and franchise owners. The most important part of the company is the restaurant workers. To run the company effectively, it is important to manage various operations by the employees with working diligently for the customer satisfaction and the success of the company. So, employees are the backbone of the McDonalds who makes the customers satisfied with the unique services (Zolkifi, 2013).
Labor supply
The quality and supply of labor of the McDonalds are affected by many factors such as social, economic, legal etc. Because of the inflation the demand of the labors in terms of wages are increased. So the company has to manage the cost and expenditures. Due to this issue, labors leave the company and join to the competitors. So, this issue affects the company’s recruitment process. Along with this, change in the laws also affects the recruitment process of the company as the changed law regarding work hours and wages have to consider by the company. This can affect the hiring of candidates because sometimes, they are not able to follow the laws and regulations. Sometimes, due to human rights candidates leave the jobs. Disability discrimination is also a serious factor which must be considered by the company at the time of recruitment process.
The image of the company always affects the organizational recruitment process. It is well known that McDonalds has strong brand image among the customers in terms of quality and low price products. In terms of hiring candidates, the company also has good reputation in the market. Sometimes, McDonalds has to face this kind of situation. McDonalds faced a situation in which employees of the company was not satisfied with the low-pay, low-status of work having little chance of progress. So, due to poor employment conditions, candidate can back out from the job. It is important for the company to maintain its brand image in the market. apart from this, there are number of companies in the market which do not have employment agreement or employment policy. Along with this, the employees are low paid by the company. So, the image of the McDonalds as an employer has changes from past few years among the people. The candidates for the job role in the McDonalds perceived the company as low-dignity, low-prestige, and low-benefit. Now, the aim of the McDonalds is to recruit right people who can support to the management team. For this manner, company has to deal with the above discussed challenges first.
In the food and beverage industry, technology plays an important role for serving the customers. In the food industry, competitors are providing same products at the lower rates due the usage of innovative technologies. Due to constantly change environment, there is the strong competition in the market. With the innovative technical environment, there is need of training for the employees related to the new machines. So, there is the challenge for the company to hire skilled candidates and provide training to them related to new and innovated technologies for the growth and success of the company. Finding such type of candidates who can easily adopt the new technologies can be the big challenge for the company. Various processes and technologies must be adopted by the employees in terms of business operations such as automated process, baking, canning, packaging etc to produce healthy products for the customers (Tan & Nasurdin, 2011).
There are multicultural employees and workforce who affect McDonalds and its recruitment process. The employees are from diversified culture and they are too much connected with their norms and culture. So, recruitment process is highly affected with the different culture of the candidates. To maintain the number of staff, there is the need of human resource planning in McDonalds. In some religions, there is ban to use beef or prepare beef food but there is the policy of McDonalds to prepare all kind of food. So this is the issue which can affect recruiting in the religious view. Working hour can also be an issue with the multicultural employees. Further, the management of the McDonalds is the combination of the employees of various social and cultural backgrounds.
The employees and individuals in the company having different cultural and social backgrounds face difficulties in working together and it impact on their performance (French, 2011). There is the need in the store level operations to integrate as the team. Along with this, the employees should also understand the culture of each other for working effectively. In then group of different culture and social background, there can be conflicts and issues in the company. Sometimes, it is also observed that there are conflicts and tensions due to the improper understanding among the employees. So, there is the need to maintain the understanding among the employees of the McDonalds. If the existing employees are not satisfied with the company, then they will not be able to motivate new employees in the company (Badhesha et al, 2008).
The recruitment process of the McDonalds is decentralized. There are many branches of the McDonalds who hire independent workers. Basically, recruitment is the first part to fill the vacancy of job role. The recruitment process of the McDonalds includes checking the position, considering the information of right and appropriate candidate, short listing and making the contact with the candidates, conduct the short interview and then final induction of the candidates who are selected in the company. In case of refining of existing employees, there is the plan of the McDonalds for the recruitment process to build ‘a pipeline of quality candidates’ (Catano, 2009).
For this manner, the company creates the questionnaire for the potential candidates who are interested in working with the company. The McDonalds provides the information related to job by the kiosk on the street which is called ‘iplus points’ recruitment advertising. The descriptions of the candidates based on job positions are shown in the job advertisements. In the job advertisement, McDonalds decides to put the feature in particular location which can attract the potential customers. For recruiting good and experienced candidates, McDonalds focuses on the skills, knowledge, qualifications and other personal characteristics which are required for the job position. All the job descriptions provided by the company are specified the effort of the company is towards targeting and hiring suitable candidates for each job role.
In the job advertisement, there are number of steps in the job description such as introducing the aim and the company, its activities in the short form of reference, full in formation of employment, required skills, abilities, knowledge and personal characteristics of candidates, terms and conditions of the employment and the specification related to the submission of the job applications. In the McDonalds, there are two ways to apply for the job roles i.e. apply online by the website of the company or go personally to the company the CV.
In the process of online application, candidate has to provide his or her personal information such as education, qualification, availability, employment, references and much other information. HR department of the McDonalds select the appropriate candidates’ profile which match with the job description and then applicants are invited by the HR department for an interview process with the manager. In the final level of recruitment process, the candidates are settled a reality check related to food safety. If they pass the online test then they are invited by the company to sign the contracts (Compton et al, 2009).
Further, there are some recommendations for the McDonalds in the recruitment and selection process which are effective e for addressing the issues. Those recommendations are as follows:
Conclusion
The report is describing the role of the recruitment process in the company. For the discussion, famous food and beverage company McDonalds has taken. Form the above discussion, it has observed that the recruitment process of the company is effective but there is the need some improvement for hiring better and skilled candidates. Company has to focus on some HR practices to get success in the food chain. The HR practices include career development of the employees to keep them committed, motivated, and satisfied from their work and job role. There should be wide range of opportunities for the employees in the company so that they can get experience in all the areas of business. The company should focuses on the best practices such as promotion in the position and pay, private medical care and service recognition awards etc.
References
Arthur, D. (2001). The Employee Recruitment and Retention Handbook. USA: AMACOM Div American Mgmt Assn
Badhesha, R. S., Schmidtke, J. M., Cummings, A. & Moore, S. D. (2008). The effects of diversity training on specific and general attitudes toward diversity: Multicultural Education & Technology Journal. 2(2). Pages 87 – 106
Barrows, C.W. & Powers, T. (2010). Introduction to Management in growth and expansion. Jhon Wiley & Sons. 241
Bianca, A. & Media, D. (2014). The Role of Human Resource Management in Organizations. Retrieved on 30th May 2017 from https://smallbusiness.chron.com/role-human-resource-management-organizations-21077.html
Burnes, B. (2009). Managing Change: a strategic approach to organizational dynamics. Prentice Hall
Catano, V.M. (2009). Recruitment and Selection in Canada. USA: Cengage Learning
Compton, R. L., Morrissey, W.J., Nankervis, A.R. & Morrissey, B. (2009). Effective Recruitment and Selection Practices. CCH Australia Limited
French, R. (2011). Organizational Behavior. John Wiley & Sons
Snell, S.A. (2011). Managing Human Resources. (16th). USA: Cengage Learning
Tan, C.L. & Nasurdin, A.M. (2011). Human Resource Management Practices and Organizational Innovation: Assessing the Mediating Role of Knowledge Management Effectiveness: The Electronic Journal of Knowledge Management. 9(2). pp.155-167
Werner, S., Schuler. R.S. & Jackson, S.E. (2012). Human Resource Management. USA: Cengage Learning
Zolkifi, S. (2013). Case study: McDonald’s. Retrieved on 30th May 2017 from https://www.humanresourcesonline.net/features/case-study-mcdonalds/
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