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    HRM-Mcdonald Case Study

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    Meach Callejo
    McDonald's recognizes that employees perform best when they feel good in their jobs. To recruit the right applicants, McDonald's identifies essential skills and competencies for each position. For hourly positions, McDonald's advertises locally and uses job centers and career fairs. The selection process for trainee managers includes an online application, personality questionnaire, day-long on-job evaluation, and interview. This comprehensive process aims to evaluate leadership qualities and teamwork skills to identify the best candidates to achieve the company's competitive advantage through its people.

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    HRM-Mcdonald Case Study

    Uploaded by

    Meach Callejo
    518 views2 pages
    McDonald's recognizes that employees perform best when they feel good in their jobs. To recruit the right applicants, McDonald's identifies essential skills and competencies for each position. For hourly positions, McDonald's advertises locally and uses job centers and career fairs. The selection process for trainee managers includes an online application, personality questionnaire, day-long on-job evaluation, and interview. This comprehensive process aims to evaluate leadership qualities and teamwork skills to identify the best candidates to achieve the company's competitive advantage through its people.

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    HRM-Mcdonald case study-

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    McDonald's recognizes that employees perform best when they feel good in their jobs. To recruit the right applicants, McDonald's identifies essential skills and competencies for each position. For hourly positions, McDonald's advertises locally and uses job centers and career fairs. The selection process for trainee managers includes an online application, personality questionnaire, day-long on-job evaluation, and interview. This comprehensive process aims to evaluate leadership qualities and teamwork skills to identify the best candidates to achieve the company's competitive advantage through its people.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    518 views2 pages

    HRM-Mcdonald Case Study

    Uploaded by

    Meach Callejo
    McDonald's recognizes that employees perform best when they feel good in their jobs. To recruit the right applicants, McDonald's identifies essential skills and competencies for each position. For hourly positions, McDonald's advertises locally and uses job centers and career fairs. The selection process for trainee managers includes an online application, personality questionnaire, day-long on-job evaluation, and interview. This comprehensive process aims to evaluate leadership qualities and teamwork skills to identify the best candidates to achieve the company's competitive advantage through its people.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    The impact of Positive Recruitment – a McDonald’s Case Study

    INTRODUCTION

    McDonald’s is one of the biggest family restaurant business in the world and its
    vision is to provide the best family restaurant experience. To achieve this, McDonald’s
    put people at the centre of everything they do, and that goes for the employees as much
    as the customers. McDonald’s recognise that people do well when they feel good in
    their job, so the company to their best to create the right working environment for
    everyone. 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. Under McDonald's recruitment
    policy, each individual restaurant is responsible for filling hourly-paid positions. For
    recruiting hourly-paid employees McDonald's use several ways. Positions are generally
    advertised in the restaurant. 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
    targeted at the right audience.

    The McDonald’s selection is different based on which job you wish to do for the
    company. For example, if you to work as a trainee manager the process lasts around
    four to eight weeks and consists of a four-step process: 1) Online application 2)
    Personality questionnaire 3) On-job evaluation (OJE) 4) Interviews The online form asks
    for personal details, two references, educational history and some short answers (no
    more than 500 words) to six competency questions such as “What appeals to you about
    Restaurant Management and what qualities make you suitable for the position?’’ or
    “Which of your past jobs have you enjoyed most and why?’’. The second step is the
    personality questionnaire where candidates are asked to complete a personality test,
    designed to evaluate their personal values and suitability for the role. Its main focus is
    on leadership qualities and the ability to work well in a team.

    Then, the third step is “The on-job evaluation (OJE)”. It is a day-long assessment in
    which candidates try out various tasks on the shop floor. Candidates join a restaurant
    crew for the first part, learning about customer service, cash-handling, equipment
    maintenance, food hygiene and health and safety. Later on candidates learn about
    complaint handling and shift management. Candidates are observed while they take
    part in a series of group exercises to overcome various problems. Finally, the fourth
    step is an interview with an operations manager. This may cover educational and work
    history, the motivation to join the company and basic competencies. It’s also an
    opportunity for candidates to ask questions about the job and future prospects. The
    company usually contacts candidates within ten days regarding job offers once the
    assessment process is complete. Competitive advantage Recruitment and selection are
    the key to achieving a competitive advantage for a company like McDonald’s.
    McDonald’s believes that the success of the restaurants and the company is achieved
    through their people. The company aims to recruit the best people, to retain them by
    offering ongoing training relevant to their position and to promote them when they are
    ready. The recruitment policies, procedures and practices reflect the company’s
    determination to realize its aim.

    STATEMENT OF THE PROBLEM

    For McDonald's, people are its most important asset. This is because customer
    satisfaction begins with the attitudes 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.

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