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Burger King HR

Extracts from this essay...

Introduction

Contents Page Introduction Page 3 Roles and Responsibilities - Pages 4-5 Evaluation of roles and responsibilities Qualities Pages 6-7 Evaluation of qualities Qualifications Pages 8-9 Evaluation of qualifications Training and Development Pages 10-11 Evaluation of training and development Motivation Pages 12-14 Evaluation of motivation PEST Pages 15-17 Evaluation of PEST The Recruitment Documents Pages 18-21 Evaluation of the recruitment documents The interview process Pages 22-23 Preparation for an interview Questions for Interview The interview Task Pages 24-25 Analysis of my Interview Conclusions and Recommendations Pages 26-27 Burger King Company Profile Burger King is a Fast food restaurant first opened on December 4th 1945 in Miami, Florida by two gentlemen James McLamore and David Edgerton. However the first Burger King was not known as we know it today as it was firstly launched as 'Insta Burger King'. Although it started off as a simple fast food service it is now a large international chain of fast food restaurants. To this day there are now more than 11,200 restaurants in 91 countries worldwide. Up until 1989 Burger King's biggest competition was Wimpy until they were bought out by the largely growing Burger King. At present, Burger King is a major franchise across the world, also owning over two hundred 'Hungry Jack's' restaurants across Australia. With over fifty years of experience Burger has vastly grown in the Fast food Industry and dominates a large market share along with other Fast Food restaurants such as McDonalds and KFC. Roles and Responsibilities In this section I am going to explore the different roles and responsibilities of the different positions available in Burger King. Roles and Responsibilities of a Manager A manager runs the business on a day-to-day basis and is responsible for specific tasks such as organising resources for the business. A Burger King Manager ensures Burger King runs smoothly and that employees are working well through monitoring their work and motivation.

Middle

Burger King does provide good hygiene conditions and security. Belonging and Love needs aren't really met as although they work in teams Burger King do not provide team building activities such as weekends or any social events. This theory mainly addresses the needs of employees. Frederick Winslow Taylor Taylor's primary idea was that workers are mainly motivated by pay. Therefore his theory was that if you break down production into a set of small tasks and only pay for the amount of product each employee produces, this would motivate staff and increase productivity. At the beginning this seemed like a good idea as productivity increased and workers were only paid for how hard they worked. They began to build specialised skill for the specific area and businesses were more efficient as less staff were needed. However, employees soon became to dislike Taylor's approach to motivation as they were given boring, repetitive tasks and were being treated no better than human machines. Certain aspects of this theory do apply to Burger King. Burger King pays their employees hourly, not piece rate, and has set areas in which people work- these can either be tills or kitchen staff. This provides competition between the two areas which can build motivation as to which area can work the best. However Burger King wouldn't realistically be able to pay employees on their productivity as each area has different tasks, some of which can't be measured, such as working on the tills. This theory addresses mainly the performance of employees. Frederick Herzberg Herzberg believed in a two-factor theory of motivation. Job Enlargement- Workers would be given a greater range of tasks to perform (not essentially more challenging) which should make the work more interesting. Job Enrichment- Involvement of workers being given a wider variety of more intricate, interesting and demanding tasks surrounding a complete unit of work. This should then give a greater sense of achievement.

Conclusion

The key to any good interview is to develop on the answers given by the candidate and extend the knowledge of that area, i.e. What examples could you give me of when you have carries that out? The questions asked need to be relevant to the position advertised which is why relating them to the recruitment documents are so important. If you are interviewing for a managerial position you wouldn't ask, 'How would you deal with difficult customers?' as it is unlikely for a manager to spend much time communicating with customers. The Interview Task For this task we were put into groups and carried out a panel interview for a managerial post at Burger King. Before we carried our interview out for a managerial position at Burger King there were a number of factors we needed to consider: * What questions would be suitable and relate to the recruitment documents. * What were the main skills we were looking for to fulfil the position. * How did their personality reflect their interest in working for Burger King. * How were we going to judge their: - Appearance - Attitude - Body language As the interviewers we decided that it was a necessity for us to dress smart as we would be representing Burger King. On our panel we had three people, all carrying out the same role of asking the candidate questions in turn. We used three people as we were interviewing for a managerial position, which we believe would require more than one opinion on the candidates. This way the interview is less biased towards the potential employee as there is more than one opinion. The type of questions we decided we were going to ask was: * Did you find us ok? - This helped to create a welcoming atmosphere, to calm any nerves of the candidate. * How have leadership skills benefited you in your previous job? - This helps the interviewer get a greater understanding of a candidates previous work experience.

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