Opening Your New Dunkin Donuts Case Study

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

The store managers also act as accountants to make sure that the established budgets and guidelines of operations are met per procedure. Managers are also responsible in creating employee schedules, and assigning duties.

The Assistant Manager is also accountable for the store and helps the store managers quite a bit with inventory and daily store operating routines. Involved in this is the “overall store operations and security”, which includes making sure all sanitation standards are being followed (Dunkin’s Brand Group, Inc., 2015). They are also a part of the hiring team. Very similar to Assistant Managers are Shift Leaders, as they do a lot of the same jobs as the assistant manager. The main focus is on customer satisfaction and the quality of services being provided. These leaders make sure that “operations run smoothly, efficiently, and according to industry standards while also overseeing and directing employees”

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

Job analysis also can be defined as the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs (University of Minnesota, 2008).

The organizational design has been put in place by the owner. The owner has put the utilized the departmentalization by geographic region. As the district manager, I will be in charge of hiring and monitoring the store managers. These store managers with have complete authority in their stores. As the district manager I will guide the manager into the direction that I would like for them to go. If a store manager does things that should not be done by a store manager, I will be required to disciple the store manager. I would urge the store managers to have mechanistic organizations in the business. Mechanistic organizations are characterized by the high use of rules and procedures, a greater number of levels in the organization, and formal relationships between workers. I would create more of an organic

The office manager is responsible for managing all the employees, performance review, referrals, hiring, data entry, payroll, benefits, managing the online store, and keepig up-to-date with state/federal tax laws and regulations.

The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of

The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. As well jobs continue to change so a job analyst n should watch for

Dunkin Donuts is one of today’s best and biggest global coffeehouses. Bill Rosenberg had a rough childhood. His parents lost their store during the Great Depression, which led Bill Rosenberg to drop out of middle school and get a job. Investing $5,000 after War War II he started his own company of catering trucks delivering various foods including coffee and donuts to factory workers. Which was called Industrial Luncheon Services. 1948 Bill Rosenberg opens donut restaurant “Open Kettle” on Southern Artery in Quincy, Massachusetts. 1950 “Open Kettle” name changed to Dunkin’ Donuts. In 1950, Bill Rosenberg opened the first Dunkin ' Donuts shop in Quincy, Massachusetts. Dunkin ' Donuts licensed the first of many franchises in 1955. In 1978

Our target markets for our potential Dunkin’ Donuts consumers are around a part of the generation X & generation Y (millenniums). The demographics and psychographics of Ann Arbor, Michigan provide many potential opportunities for Dunkin’ Donuts success in this environment. The majority of the male populations in Ann Arbor are between the ages of 25-40, and the majority of the female populations are between the ages of 22-34. This means that the target market for the Ann Arbor Dunkin Donuts location will most likely be college students and young families.

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). In other words, job specification is a sort of sketch of an ideal candidate. Job specification highlights required levels of education, experience, physical and technical abilities, as well as desired social skills. Job specification is used to screen job application of candidates, and job description will be of help during interviews. Candidates should be educated about the job description, it is also

It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications.

The retail environment that I decided to analyze is one that is very familiar to most Americans in today’s world: Dunkin Donuts. According to the University of Harvard, 54% of Americans over the age of 18 drink at least one coffee a day, with 65% of it being consumed during breakfast. According to the Dunkin Donuts Press Kit of February 2014, currently the Dunkin Donuts franchise is bought by 11% of Americans on a daily basis and has nearly 11,000 stores in 33 countries. But of all of those stores, I chose one in the quiet suburban town of Chester, New Jersey. Though not a very large town, Chester is built up with many restaurants and shops for tourists and locals alike to come and spend their time and money.