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Essay / Research Paper Abstract
This 7 page paper considers the recruitment process. The paper starts with some background on a company, McDonalds, is chosen as an example, then looks at an idea recruitment processes that can be used as a benchmark, produces a flow chart for the observed process and then suggests ways it may be monitored and improved. The bibliography cites 3 sources.
Page Count:
7 pages (~225 words per page)
File: TS14_TEopprocess.rtf
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Unformatted sample text from the term paper:
owned and franchised restaurants. Most stores are open for breakfast staying open until late at night, others are open 24 hours. The process for serving the foods is based on
scientific management principles, with the tasks broken down into component parts. The restaurants need to employee large numbers of people to perform the tasks and cover the hours the restaurant
is open. Due to the nature of the work there are no formal qualifications required as on the job training is provided, but the restraint needs staff that are reliable,
have suitable personal hygiene standards and the right attitude. As many of the staff are part time and working for McDonalds as a crew member is not seen as a
career job, the staff turnover can be high, meaning recruitment is often an ongoing process so recruitment is an important element of the management task. There are many ways that
recruitment processes can be assessed and benchmarked, however, it is generally accepted that the recruitment process will determine the calibre of the recruits and will impact on their attitude after
they have been recruited, where there has been a rigorous recruitment process they may value the job more, feeling that the employer is more choosey, where they were given the
job too easily they may feel the employer will hire anyone and the job does not require a good attitude, or that they are not valued (Huczyniski and Buchanan, 2003).
Looking at the way the process should take place in order to create a benchmark Preston (2003) summarises procedure that are commonly seen in good recruitment models, in a
six stage process. The six stages are the job description, the recruitment, the job application the interviews, the job fit assessments and the use of background investigation (Preston, 2003).
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