I will be describing the recruitment and retention process and documentation process in McDonalds. I will be analysing the process in which McDonalds recruit staff into the business. I will also be identifying the ways that McDonald holds onto their staf

It will save the company a lot of money                 The person being hired can bring new

instead of having to advertise for new                  energy and skills to the company

staff.

The staff may already know there                       The person being hired could have

Expectations.                                                       worked for previous competitor company

Cheaper than getting external employee              

Bad factors about hiring internally

Bad employee vibes and old habits will stay and resistance to change will remain the same. It’s easy for employers to tell new folks what to do, how, and where than old timers. Internal employees are not qualified for the position. Sometimes internal employees may not qualify due to poor education, attitude, leadership skills, and lack of experience

Bad factors about hiring externally

The bad factors about hiring externally is that new employees might make the old staff jealous as the old staff might dislike them because they might have taken the job in which they have wanted. Also the company do not properly know the person in which they are applying, on paper the person might have good qualifications and good past experience. But the person in which the company is hiring could have a bad attitude.

I think it depends on your budget, your time, and the role the Internet plays in your business. If you've got the time and tendency, doing online marketing yourself will be more cost-effective than hiring a dedicated employee or outsourcing to an agency.

Method of application

There are many different ways in which people can apply for a job these are:

Telephone- When somebody call into a companies branch and asks whether there is vacancies or not if there are vacancies then the person will then go to the branch, and hand in a CV but if there aren’t any vacancies then the person will call other branches to ask whether there are vacancies.

Online email- This is when somebody is looking for jobs online, this is when they go to the company website and check which branches have vacancies for the jobs that they want, then the person will click on the link and will be then asked to fill in a questionnaire or will be asked to fill out the application form. After that the form will be then processed and the company will then look into the person’s application forma and check whether they have the right qualifications in which they need.

CV- This is when the person applying for the job goes into the store in which he wants to work in and they give the company there CV, so then the company can look at their past experience and what qualifications they have so they can compare it with what kind of staff they need.

Application form- This is when the company has a application form like the one above, in which they give out to people who are in search for jobs, the application for will ask everything the company need to know as they want to know if then person being employed meets the criteria in which they need.

Letter- This is when someone looking for a job send a letter to the company head office with a formal letter and CV explaining what job he wants and where he want it and what area. It also allows the person sending the letter to introduce themselves. In addition it also allows them to show there writing skills.

In person- This is when a person go to a branch where he would ask the staff who work there whether or not they have vacancies or not, after the company will tell him what to do next.

Recruitment - Flow chart

Hospitality Industry

Size and of the industry

The hospitality industry is probably the world’s fastest-growing, job-creating profession, employing one in ten people worldwide. In the UK alone, the industry employs over 1.8 million people. It is estimated that the industry will require 30,000-35,000 trained people at management and supervisory level year on year until 2010, if it is to fulfil its potential. There are currently too few students taking college and university courses in hospitality to sustain this requirement. You can imagine, therefore, that there is enormous scope for those who want to pursue a career in the industry, plus a huge range of employment opportunities across the varied sub sectors.

Hotels – range from small, independent country hotels to luxury five-star hotels. There are around 48,000 of them in the UK and they employ some 250,000 people at all skills levels. That’s 17% of the total number of hospitality workers.

Restaurants - this area includes take-away food outlets, fine dining, ethnic restaurants and coffee bars. It remains flexible, as even in an economic downturn, people still enjoy eating out and their taste in food is eclectic. There are around 106,500 outlets, employing more than 500,000 full and part-time staff.

Pubs, club and bars - the licensed retail sector is worth £20 billion and it currently employs over 900,000 people in total. There are around 64,000 on-licensed premises in the UK. They range from small, country pubs to large, city nightclubs and bars. Labour turnover is high mainly due to the large number of students employed and there is a high proportion of part-time staff. However, promotion can be quick and branded chains can offer excellent management opportunities.

Castle green questions

1. The high staff turnover is as high as 100% in the hospitality industry because staff might work for far too long hours and they might get fed up and irritated with working there, also the business might be very boring and the person working might be looking for a job which is fun and keeps them busy. Also the person working for the company might get fed up with the there members of staff as they could have argument and disputes.
2. The advantages of keeping staff for a long time is that: the company do not have to waste money promoting adverts and doing the long procedure shown on the flowchart above as it waste a lot of the companies money. Also it means that the company gain loyal members of staff as they are happy working where they are and there is no need for them to change jobs. In addition staff members get more motivated to work more hours and this would attract more qualified staff who would want to work there because of the good news they heard about the job. This all would be good for the business as the staff would be happy and motivated which means the company get happy customers as they would be pleased the way the staff assisted them and they would want to come back in the future.
3. This then means that the Business would find it very hard to function properly as the business would not be as it normally was. As there are not enough potential applicants which means people cannot fill in the spots needed which means customers will not be happy. This is because customer service would take far too longs as there would be a lot of customers wanting assistance but there would be hardly any staff to attend to them. It will also cost the company a lot of money as they would need to hurry up and fill in the spaces which means the company would have to look for staff quick which means they need to advertise the jobs and give out form and put up posters. After this they would have to provide training for those who made it.

Retention

Turnover, in a  context refers to the characteristic of a given company or industry, relative to rate at which an  gains and loses staff.

If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry. Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover.

means that employees are unhappy with the work or compensation, but it can also indicate  conditions, or that too few employees give satisfactory performance (due to unrealistic expectations or poor candidate screening). Low turnover indicates that none of the above is true: employees are satisfied, healthy and safe, and their performance is satisfactory to the employers.

Retention flow chart

Contract of employment

A contract of employment exists as soon as an employee starts work.  Starting work proves that they accept the terms and conditions offered by the employer. Both employer and employee is band by the terms offered and accepted.

Employees are however entitled by the law to the law to be given a written statement setting out the “main features” Of their employment written two months of the start date.

Conclusion

I have finally learnt from this task how to analyse a application for as I know why the company have written what they wrote. I also know what high staff turnover is and why it happens and what happens to prevent this from happening. I have also learnt the steps in which a company takes to hire staff. I have also learnt the steps in which to take to when working as a mnanger and what ways in which managers can get promoted.