Recruitment And Selection Processes At Mcdonald 's The American Fast Food And Hamburger Chain

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).

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company.

(*) As with many businesses employing operational excellence strategies, McDonald’s experiences high staff turnover, unskilled labour, with tighter operation margins (*). McDonald’s needs to align its operational excellence strategy with a staffing strategy that attracts staff that is efficient, adaptable, and trainable to work in a team environment

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

McDonald’s national hiring day was only one day which they received thousands of application from people in the United States and they were trying to hire 50,000 new people. Crew and management positions were the types of jobs McDonald’s were seeking for. There are 14,000 McDonald’s in the Unites States and the company stated that one of the reasons to hire so many people in one day was to increase the workforce so more of its restaurants could stay open 24 hours a day. (Censky, 2011) Another goal for McDonald’s innovative idea was to promote the image of a job in McDonald’s (Mc Job) as something positive and

During the start of the McDonald’s company, the McDonald’s Brothers had revolutionized the restaurant business through the idea of self-service. “Imagine — No Carhops — No Waitresses — No Dishwashers — No Bus Boys…,” they’d say (Schlosser 20). As a result of the new Speedee Service System, McDonald’s had never been in better shape. Ray Kroc, amazed by this, expanded the model all across the United States, increasing McDonald’s popularity. Apart from that, the creation of institutions like Hamburger University also solidify the service standards each restaurant should maintain. Hamburger University trained thousands of workers yearly, passing along “a common McDonald’s language” and “a common McDonald’s culture (Schlosser 31).” Through this, Ray Kroc created a single standard in which their service should be executed. This could make up for the lack of employee involvement in the new self-service model. McDonald’s was slowly becoming a beloved family name. The service prompted many families to stop by frequently, which boosted the idea of selling the brand to kids, perfecting McDonald’s marketing tool, and raising overall sales. Ray Kroc was closer to achieving his perfect business

McDonald’s is a fast food giant and is one of the best known burger chains in the world. McDonald’s builds its brand equity by listening to its customers and continually adjusting its communication and marketing methods. Because McDonald’s faces stiff competition around the world from other fast food chains it must continually adapt. This paper will show how McDonald’s is segmented in the fast food industry, its target markets, and the selection process for that target market. Developing a marketing strategy is very important and to do that it is important to understand the

McDonald’s needs to address the diversity of their workplace. This global empire needs to be inclusive of nationality, culture, religion, education, and socioeconomic status. Different nations may have varied behavioural norms and values. Focusing on education, employees from nation to nation have varied levels of knowledge and qualifications. Often, McDonald’s employees view the job as a stopgap arrangement until they can find a higher paying job. Due to this largely rampant non-committal approach of the more educated staff members, there is a low retention rate and retraining staff on a constant basis is expensive and appropriate long term staff members can be difficult to acquire (Harris, 2009). According to the Path-Goal Theory, tasks such as those undertaken by McDonald’s employees which are repetitive, undemanding, routine and mechanical, tend to bread unsatisfied group members who

McDonald’s is the quintessential fast-food chain that has dominated the globe and minds of many consumers. The strategy McDonald’s has taken that has led to its domination began when Ray Kroc bought the McDonald’s name from the two brothers and franchised the company worldwide as fast as possible. One way to accommodate for this fast growth was to establish a training center, Hamburger University, that would train store managers. As a result of Hamburger University (the first of its kind), McDonald’s created a competitive advantage over other firms because it was equipped for its tremendous growth due to its well trained employees.

As one of the world’s most famous fast food chains, McDonalds was founded in1937, the McDonalds brother Richard and Maurice opened the first McDonalds restaurants in America. McDonalds today has over 30,000 restaurants in over 100 countries in the world. McDonald’s fight’s to protect is reputation and trade mark. Although good corporate-level strategy is important it is not the most critical for day-to-day human resource activity. The most important strategy for human resource is business-level strategy and related corporate diversification strategy. Its concerns how the organization will compete with the other companies that

Since 1954, McDonald’s has seemed to be invincible. They have demonstrated consistent quality throughout thousands of restaurants. McDonald’s has enforced operational standards effectively that controlled service, cleanliness, and other operating processes. They have consistently hired friendly employees that contributed to customer satisfaction. And they successfully focused upon a specific target market for over forty-two years, the family. McDonald’s has maintained an unremitting marketing strategy specifically designed to attract families that include products, pricing, site locations, and advertising and media efforts. All of these strategic initiatives have contributed to the historical success of the

Hamburger University is still a central component of McDonald’s strategy to groom the new management of its affiliate organizations. To date, the school has seen over 275 000 graduates, completing the school’s intensive curriculum at its global campuses in Oak Brook, Illinois; Tokyo, London, Sydney, Munich, São Paulo, and Shanghai. Aside from learning the essential methods of food preparation and customer service, franchisee operators’ also learn business management skills that include proficiencies in recruiting, training and motivating its workforce. It is also similar to an academic institution

McDonald’s is a prime example of a successful organization which has stood the test of time. The company was founded in 1955 by Ray Kroc and Richard McDonald (“Our History McDonald’s”) As a child I was drawn to McDonald’s due to the popular toys that came with a Happy Meal. Fast-forward to present day I now understand how the company has not only survived but remained successful and loved by millions. Visiting McDonald’s I was able to witness their day to day operations, structure and the process behind their organization. Furthermore, the company has incorporated the philosophies of Frederick Taylor, Max Weber and, Henri Fayol. All in all, McDonald’s resembles a finely tuned machine and from the looks of it will continue to do so moving

The organization I have selected is known as McDonald’s. The Business operates primarily in the food service industry. McDonalds also has many license agreements with various partner companies to help them conduct business effectively and profitably. McDonald is recognizable by the classic golden arches spelling ‘M’ above each store.