This may include writing letters and attaching a CV or completing an official application form. McDonalds are very likely to set a closing date after which no more applicants will be considered.
Processing Applicants
All applicants are normally logged on receipt, often by allocating each one a reference number. They will normally be kept safely until the closing date by the HR in McDonalds.
Short-listing Applicants
Many vacancies attract far more applicants than can be interviewed. In this case the applicants are “pruned” to select the most suitable candidates, this must be done systematically and according to specific procedures and agreed criteria.
McDonalds consider
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Any candidates without the essential requirements are rejected
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Those with the essential requirements and all or most are put in a priority order
- If this is still too many the applicants are again assessed again on other aspects such as neatness and style.
Interviewing Applicants
The type of interview will depend on the job. a basic one stage interview is usual for manual or junior vacancies in McDonalds. A two stage interview in McDonalds would involve a panel of interviewers used for senior or high skill vacancies.
Some interviews will include basic tests of aptitude or specific skills such as keyboarding or numeracy
All interviewers in McDonalds should be trained so they know how to question candidates skilfully and fairly. They should know how to spot gaps on application forms, understand how to follow up inadequate answers and have the skills to encourage shy or reserved candidates to do their best. They must also be clear on all the laws e.g. sex discrimination, health and safety etc.
They should also be able to be fair, ths involves same questions and discussions.
Making an offer
Once a person has been selected McDonalds makes a formal job offer. The other candidates are normally not contacted at this stage, in case the first choice refuses because then a offer can be given to the second best. Only after the offer is accepted 100% the other applicants are told they have been unsuccessful.
McDonalds know that waiting for news is agonising for candidates they speed things up contacting candidates by phone so that the remaining letters can be sent quickly.
Training
The reason why McDonalds train there employees is to make sure there employees are learning knowledge and skills which can be used in employment.
Training can be split into two parts
On the job training
This means that the employee is trained in the McDonalds. Many people enjoy this as it gibes them experience and enable them to do their job properly.
Off the job training
This means attending course elsewhere such as colleges or a training centre away for McDonalds.
Skills Training
Training is about gaining more skills
Non transferable skills
These are skills that are specific to the job held. They may be of little use in another job. E.g. training to make burgers in the restaurant provides the employee with a non transferable skill. This is not a problem unless they look for a new job, get made redundant, or skill becomes out of date.
Transferable Skills
These are skills that can be used in various other jobs.
These have advantages as they are
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More useful to employers because they can be used in different jobs.
- E.g. customer service and be able to make burgers
Induction Training
Is the process of introducing new employees to McDonalds and showing them how the restaurant works. A successful job applicant should be provided induction training.
Updating training
Employees are now required to learn more and more skills to update their knowledge and skills regular as skills are becoming useless.
Employee development
Helping the employee by setting targets for improving performance and arranging the necessary training
To help employees be more successful McDonalds will analyse how well there are working. To be able to do this employees have to be given a appraisal by their own manager.
Appraisal
An examination of an employee’s performance over a period of time
McDonalds do an appraisal every six months. This is carried out by the by the job holders immediate boss.
Advantages for McDonalds for having a Appraisal
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Improves communication between managers and employees
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Encouragement and motivation to do well for next year
- May reveal useful skills
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Helps to identify training and development needs
- Fix pay rises by improvements
McDonalds use a method to develop employees
Job rotation
This is where McDonalds give people a range of jobs in rotation widens their experience and helps to increase their range skills.
Job enlargement
This is where McDonalds allocating people extra tasks in their jobs gives management a better idea of an employee’s true ability and determination.
Job enrichment
Where McDonalds add more interest and more difficult tasks to the job. This is done with an employee with promising potential to see just how capable the person really is.
Understudying
An employee is attached to a very senior manager to act as an assistant.
Shadowing
This is where in McDonalds an employee spends more time each week with a manager to learn what they do and to get a better idea of what problems they deal with. It is used in McDonalds to adapt a employee rapidly into a top job.
Mentoring
This is used in McDonalds a lot; it is where a senior manager passes on the benefits of his or her experience and wisdom to a younger employee.
Project work
Giving a promising employee a specific investigative project enables them to get appropriate many aspects of McDonalds and it enables them to get to know senior management.
National Awards
McDonalds are very keen to train and develop their employees. The government encourages McDonalds to invest time and money to be able to do this. Employees can achieve NVQ’s (National Vocational Qualifications.
National training awards
McDonalds and their employees can be granted National training awards for achieving excellence and success through training. The awards are aimed at people who have decided to improve their chances of success through learning new skills.
National Vocational Qualifications
The reason for NVQ’s is to create a national system of approved skills based qualifications for all employees. These qualifications are workplace based and they cover vocational areas such as McDonalds Administration.
Training and development are vitally important for the overall efficiency and competitiveness of McDonalds. The way in which McDonalds recruit and train is excellent as there employees have generally improved. The appraisal is a good method which also helps the employees performance, because McDonalds do this every six months to analyse progression.
For McDonald's, people are its most important asset. This is because customer satisfaction begins with the attitutudes and abilities of employees and committed, effective workers are the best route to success. For these reasons, McDonald's strives to attract and hire the best, and to provide the best place to work.
All businesses experience staff turnover for various reasons e.g. career change, leaving the area, returning to education, a new opportunity elsewhere. Recruiting and training staff is very expensive and businesses will look to keep staff turnover to a minimum. One way of doing this is to 'choose wisely, and treat well'.
McDonald's needs people who want to excel in delivering outstanding service. To ensure the company recruits the right people, it has identified essential skills and behaviours that applicants should be able to demonstrate. For each position there is a job description outlining typical duties and responsibilities and a person specification defining personal skills and competences.
Recruiting suitable applicants
Under McDonald's , each individual restaurant is responsible for filling hourly-paid positions. The Management Recruitment department in East Finchley co-ordinates the recruitment of managers.
For recruiting hourly-paid employees McDonald's use several avenues. Positions are generally advertised in the restaurant. The 's recruitment history shows this is the best method of hiring staff e.g. people living locally and/or friends of existing employees. McDonald's also uses local job centres, career fairs and other local facilities. It is vital to use effective hiring material with a clear message at the right audience.
A recruitment exercise often generates more applications than there are positions available. The manager will select the applicants to be interviewed and will conduct the interviews.
Over 60% of restaurant crew are aged 20 or under and; for the majority of applicants, a job with McDonald's would be their first experience of employment. For many young people, McDonald's also offers a career opportunity. A well-run interview will identify an applicant's potential to be a successful McDonald's employee. To find people who will be committed to excel in delivering outstanding service, McDonald's scripts an interview guide that helps the company predict how an applicant's past behaviour is likely to influence future performance. It uses a fact-based decision-making process. The questions look for actual events or situations rather than allowing applicants to give a general or theoretical response. Interviewers look for behavioural evidence in the applicant's life history that fits with the requirements of the job. The interviewer rates candidates on their responses and offers jobs to those who earn the highest ratings.
McDonald's future managers come from two main sources. More than half of all salaried management positions are taken up by hourly-paid employees who earn promotion. The remainder are predominately graduates.
Wherever possible, McDonald's directs applicants towards applying on line at www.mcdonalds.co.uk. People who cannot access the web can call the Recruitment Hotline, or pick up a pre-paid Business Reply Card from a McDonald's restaurant.
The selection process includes an initial online psychometric test. This test produces an initial score. The applicant then attends a first stage interview and is offered "On Job Experience" (OJE). This is a 2-day assessment in a restaurant. Successful completion at OJE will lead to a final
Training at McDonald'sRestaurants Limited
McDonald's success is built on the highest standards of quality, service and cleanliness delivered to customers in each of its restaurants. Well-trained crew and managers are the first step to achieving these standards. It is company policy to provide career opportunities that allow employees to develop their full potential. This includes a comprehensive training programme for crew and operations management and career progression that enables a 'first job' employee to progress through to a senior management position through merit-based promotions.
The first stage of training is at the Welcome Meetings. These set out the company's standards and expectations. This is followed by a structured development programme that provides training in all areas of business. Crew trainers work shoulder-to-shoulder with trainees while they learn the operations skills necessary for running each of the 11 workstations in each restaurant, from the front counter to the grill area. All employees learn to operate state-of-the-art foodservice equipment, gaining knowledge of McDonald's operational procedures. The majority of training is floor based, or "on-the-job" training because people learn more and are more likely to retain information if they are able to practise as they learn. All new employees have an initial training period. Here they are shown the basics and allowed to develop their skills to a level where they are competent in each area within the restaurant. The time scale for this depends on their status i.e. full or part-time. They will also attend classroom-based training sessions where they will complete workbooks for quality, service and cleanliness.
After the initial training period all employees receive ongoing training. This is done using "Observation Checklists" for the station they are working at. The rating will go towards their appraisal grading.
The restaurants do promote crew members to hourly-paid management positions that carry accountability for areas within the restaurant, or responsibility for a shift. Training and development is given in the restaurant and in addition the participants will attend regular development days. On successful completion of a management entrance exam, employees will attend a training course held by the training department at the regional office before returning to the restaurant in a management position.
The McDonald's Management Development Curriculum takes new recruits from trainee manager to Restaurant Manager. This consists of on-the-job training and open learning development modules, supported by courses and seminars at the Company's National and Regional Training Centres. The Management Development Curriculum is aimed at persons aged 21 or over, either graduates or individuals with some previous management experience. It offers a direct route into restaurant management, through an intensive structured training programme.
The aims and objectives for a worldwide know popular fast food restaurant like McDonalds are there so that the business can set a goal in order to succeed or stay in the business.
With a company like McDonalds, which has done so well despite the bad press or media they get their objectives as well as aims as the business, progresses from time to time. This may be because of new products and other changes to the economy.
The aim is what describes the overall goal that they want to achieve. McDonalds aim or vision is to be ‘the world’s best quick service restaurant experience. This means running and opening great restaurants and providing exceptional quality, service, cleanliness and value (‘QSC&V’), so that we make every customer in every restaurant smile’.
Survival is an aim for many businesses. For McDonalds, as they started out they would first try aiming to stay in the business by earning enough money from customers to meet all of the businesses expenses. McDonalds also has the majority of its businesses as franchise. This means that the person or manager opening a McDonalds restaurant up would have to aim for making enough money to cover its costs during the first year or so.
Maximising sales revenue or profit is an aim McDonalds may have been using since the beginning as the success of the business has grown immensely. This is where the business will seek out to gain an increase in their income from the customers. For example, McDonalds have done this by selling two burgers for the price of one or even one pound per burger. This gains a lot of customers coming in and spending more as they assume they are getting value for their money plus more and no doubt that they actually like these offers McDonalds is so generously giving out.
Growth is an aim McDonalds have succeeded in however are still always aiming to grow in order to fulfil new targets or objectives.
The objectives are more detailed aims, which set.
