HR planning is the process of developing strategies to align the size and skills of employees with the needs of a company. It helps companies recruit, retain, and optimize their workforce to meet organizational objectives and adapt to changes in the external environment. This process includes analyzing the skills of existing staff, forecasting manpower needs, and taking actions to ensure supply meets demand. Additionally, it involves incorporating development, training, and retention strategies. In this context, we will examine the importance of daily planning in human resource planning for companies like McDonald’s and ASDA.
Regarding McDonalds’ and ASDA, HR planning will initiate a personnel management action program aimed at merging differences between supply and demand. This program provides a structure for addressing staffing challenges faced by both organizations. Human resource planning is an ongoing process that aims to ensure adaptable resourcing based on internal and external environmental factors. Effective HR planning can assist both companies in anticipating potential difficulties.
Both companies need to engage in forward planning to ensure successful approaches for recruitment, selection, training, retraining, career progression, and development. This is of utmost importance for McDonald’s as it expands rapidly across more than 120 countries with over 30,000 restaurants. It is crucial to assess future recruitment needs to support this growth. Staff should undergo tailored training programs, especially those working at the tills who must provide efficient customer service. Promotions and career development strategies should be enacted to benefit both employees and the organization. The negative effects of redundancy on worker morale and the organization’s reputation must be avoided. Lastly, a flexible workforce that can adapt to changing requirements and environmental factors should be established.
ASDA needs to control staff wages and salaries while ensuring they remain competitive. They also need to evaluate future recruitment needs for employees who are knowledgeable about the company’s products and can effectively market them to customers. Training programs should be established, particularly for store staff who need strong communication skills and product placement knowledge. Promotions and career development should be offered to motivate employees and provide a better work environment. Redundancy should be avoided as it can negatively impact other employees. Additionally, ASDA should assess future equipment, technology, and premises requirements. Staff wages and salaries should be monitored while maintaining competitiveness.
The recruitment and selection process for crew members at McDonald’s consists of two steps. The first step involves filling out an online application, where candidates provide personal information, work experience, qualifications, and answer a questionnaire about their ability to handle real-life situations such as customer complaints. If the candidate successfully completes this step, they are then invited to the restaurant for an On Job Evaluation (OJE) and a face-to-face interview. During the 15-minute OJE, the manager assigns tasks to assess the candidate’s performance in a real-world situation, evaluate their customer service skills, and compare them to the desired qualities.
The recruitment and selection process at ASDA includes an interview with the business manager. This process involves two steps: first, the candidate fills out an online application which includes verbal, numerical, and personality tests. These tests provide necessary information for the company. Based on this information, ASDA will evaluate if the candidate is suitable.
If the candidate is successful, the next step will depend on the role they applied for. They may be asked to attend interviews or a group assessment centre where they will perform tasks that highlight their skills. As we compare the two processes, we can see that ASDA invests more in recruiting and selecting through the use of assessment centres. Despite being costly, this method is highly effective in determining if the candidate is suitable for the job. The media used for recruitment and selection includes sources such as job centers, agencies, personal introductions, employment agencies, internet recruitment, and application forms (either standard or informal interviews).
The recruitment methods employed by both McDonalds’ and ASDA are similar, involving online applications through their official websites or personal referrals. The effectiveness of these methods can vary. McDonalds’ incorporates online questions to assess an applicant’s performance in various work situations, along with practical exercises like the INTRAY or IN BASKET exercises to evaluate their real-life problem-solving abilities. Subsequently, an interview is conducted to aid the manager in deciding whether to hire the applicant for the desired position. This selection process allows applicants to gain experience working in a team and dealing with others in a realistic setting, even if only for a short duration.
ASDA utilizes assessment centers to evaluate candidates. During these centers, candidates are given tasks to perform under the supervision of a manager. This allows the manager to assess their performance and identify the specific skills they are looking for in a future worker. If accepted by ASDA, the candidate will likely encounter similar tasks and challenges in the future. This approach can be motivating for some applicants. The exit procedures
Both McDonald’s and ASDA have similar exit procedures, which involve conducting exit interviews with employees who are leaving. These interviews offer a chance for staff to share their reasons for departure, such as pursuing new job opportunities or addressing any concerns they may have. This feedback has been instrumental in shaping the policies of McDonald’s, particularly when an employee chooses to join a competitor.
Both McDonald’s and ASDA conduct exit interviews with their staff to understand the reasons behind their departure. These reasons can range from a challenging work environment, salary issues, discrimination encounters, or limited chances for career growth. In cases where the employee is considered a top performer, extra measures are taken to retain them within the organization. This is because these employees are regarded as valuable assets who possess valuable knowledge and skills that could be advantageous to rivals if they were to leave.
Included in this is the resignation of the staff. In cases of redundancy, McDonald’s transfers staff to other restaurants in need of workforce. This is because McDonald’s is rapidly expanding and opening new branches daily. During redundancy, the company offers alternative jobs in consultation with the workers. ASDA follows a similar practice, utilizing outplacement to keep staff working and performing at the same level. This also improves morale among other employees and presents a positive image for both companies. These procedures are commonly used by leading organizations worldwide, as they help retain talented employees and improve overall performance.
REFERENCES
- MANAGEMENT AND ORGANISATIONAL BEHAVIOUR SEVENTH EDITION -LAURIEJ. MULLINS-. ISBN: 18464792633
- BUSINESS STUDIES-IAN MARCOUSE’ – ISBN: 034070462 INTERNET: 1. http://www. citehr. com/4275-need-human-resource-planning. html 2. http://www. allbusiness. com/human-resources/723967-1. html
- http://www. hrmguide. co. uk/hrm/chap7/ch7-links3. htm
- http://www. asda. jobs/how-do-i-apply/recruitment_process. html
