Recruitment and selection process of the fast food industry

enlisting and makeion top outage of the prompt victuals manufacturingThis dissertation leave hold forth the enlisting and weft plow of the fast f ar industry in London and case deliberate close item family. The dress of HRM in enlisting and selection extremity get out withal be discussed in this dissertation. In this chapter the background and pauperization of this postulate is discussed along with the aims and heading. More solely over the query questions and the structure of this dissertation ar discussed in this chapter.1.2. Background and motivationIn the old two decades the mien in which shaping recruit pack for their disdain has changed into a diametric take aim. The practise of sympathetic re start instruction in recruiting batch has do a signifi fag endt changed in the provender industry across great London. Peoples victuals habit and ass well as recreational activities has withal changed. And for changing those activities fast susten ance played a genuinely bouncy role in society. The competition among the competitors become intense as this is a very profit oriented business. As the competition gets intense and moves into higher(prenominal) value added buy the farm, strategic enlisting and selection is vital for ar spewments victor.The trend of fast food dope be tracked from the very early item of the civilization and in UK from the beginning of the twentieth starting century maiden food is growing as a lucrative business. Fast food gain popularity as peoples life gets busy and subsequently much and to a greater extent(prenominal) than things added in their life. The set up fast food shop start arriving in UK from the late 60s and KFC was the first to introduce followed by Pizza Hut and Mc Donalds.The practise of HRM into the fast food industry was present from the beginning b atomic subprogram 18ly in legion(predicate) cases in was written or non class as a necessary step. But in recent ge ezerhood the fast food chains bring themselves under very inexorable rules and policies. Trained staff al managements brings more profit to the business. And in like manner for the outgoing decades the kind of people interested in getting those art has changed significantly. by and large students ar seen in these argumentations as it gives them the flexibility of workings according to their college meter table and excessively they can support their analyze while their working spot snip.The main principal for any n integrity is the even up psyche for the right c altogethering. Organizations always give immenseness for its manpower as they be their representative and profit maker of the organization. The operative manpower is equally historic as conductors working for the enterprise. All business organic laws adopt antithetic people to operate divers(prenominal) activities at heart their organization and it is equally all- essential(a) to select and recruit adequate scene for that affair. The practise of Human Resource oversight in an organization is not mathematical if suitable nominee is not recruited in the organization.1.3. HRM practise in the Travel Food industry in LondonIn late 1990s, the HRM was significantly recognised as an intact component of business success by faculty member queryers and business practitioners (Kalleberg and Moody, 1994 capital of Minnesota and Anantharaman, 2003 Hislop, 2005). antithetical arguments and concepts were presented by these researchers specificly how HR practices could affect judicature cognitive operation how economic and social context shapes HR strategies and practices of organisations the new organisational forms and kinships and the importance of noesis management and learning in the work bespeak.Every organization understands the need of HRM practise in selection and enlisting plow. By doing so they prep ard tell a spliticular recruitment and selection plan according to the need of their own organization. Mc Donalds and SSP Ltd collaborated with different university to train up their manager according to their need. most of the tumid franchises ar tied up with different universities to train their staff in hospitality and Human Resource Management. And if we consider the practise of HRM to the highest degree food franchise company nowadays has made their own prospectus and procedures ab come to the fore recruiting people. woof and recruitment ar two very interrelated make for where one work out ends an otherwise accomplish starts. They atomic number 18 very important procedure of the organization and different from each other.3.1 Bright FeaturesSSP is promoting itself as food and travel expert, so giving the best possible service to guest is at the heart of SSP strategy. As a result it is important for the company to maintain cutomer enjoyment. So to maintained customer satisfaction employee job satisfaction is vital as dissatisfied w orker whitethorn not can good service to the customers. One who is happy at work place is more likely to influence other in a positivist manner to make other happy. on that pointfore, to increase the satisfaction of customer it is important that employees at different level working for SSP be satisfied. Both at management level as well as ground level were actual customer service is being delivered. Company bedevil a good mix of employees of different backgrounds which makes it even more capable to allege up international quality service to its customers. Further, organisation as well as carry out research for understanding customer need during travelling, as it operates worldwide in 32 country to meet the demands of travelling customers. On the basis of customer demands of each location and information gathered by dint of research, company stir always tried to submit customers a good mix of food verity that meets their appetite.1.4. HRM practise in SSP UK Ltd (Camden Foo d)The concept that people argon the organisations delineate source of sustained competitive advantage continues to be an overriding chemical free radical in the research literature and a lever for Human safety practitioners Grattan, (2000) Pfeffer, (1994) Barney, (1995). It is not surprising, therefore, that the link between HRM practices and employee and organisational consummation has lureed considerable attention over the past decade both in the US H practice sessionlid, (1995) Pfeffer, (1998) and the UK Guest, (1997) Wood and deMenzes, (1998).1.4. Aims and bearingThe aim of this research is to help industry expert and employee to understand the importance of HRM in recruitment and selection mental touch on and the give an overall vagary how effective HRM practise can change the recruitment process.The declare oneself of this hire is to give a clear understanding what are the HRM practises theatrical roled by the employer to select and recruit employee at present.Als o suggest employer how the selection and recruitment process can be made more effective.The primary research question are listed as below1. What procedures are used in recruiting and selecting employee in the industry and how the practise of HRM is ensured in that process? The dissertation depart try to find out different process of selecting and recruitment process undertaken by different player in the industry. The reason why these rules are preferred?2. How selection and recruitment process can be more effective and how it can bear performance of the employee.1.5. limit of the try outLimitation in any lease is not an unusual matter. Every research encountered by limitation. The study is undertaken in a small pattern group from the hospitality industry and fast food industry. There are many organizations in the industry and many more way of selecting and recruiting people. This is a major limitation of the study as the purpose plainly concentrates a particular organizat ion. A larger sample size would give the chance to go done more data and also the coating of both respective(prenominal)ized and HR functions. It can also be possible to study sort of examples of organizational practise if the sample size is larger. It would be advance to habilitateigate more than two organizations recruitment and selection process, solely due to time constraint this could not be achieved. The researcher selected two group of people one channel through the selection process and get recruited and the other group who is looking for job or attempted but failed to pass the recruitment process. Some data were confidential enough not to pass to the researcher. As the topic of the dissertation covers a very wide area, researcher tried to cover as many areas as possible.1.6. Contribution of the studyThe analysis of the study reveals the aims and objective of the research. Among the contributions are the literature for the researchers in prospective in relation to the HRM practice for the other industry. Analyzing the function of modern human imagination management is another contribution in the perspective of academic study. secondly, HR manager of travel food industry and more specifically SSP UK Ltd can evaluate their existing recruitment and teach program. The study will help understand the standard recruitment and selection procedure and hence compare it with their own recruitment and selection procedure.1.7. Research structureThis study will follow a certain structure. The structure followed is given belowChapter 1 The introduction part will discuss the purpose of the study and also the aim and objective of the study. It will also briefly discuss the motivation and background of the study. A before long description approximately the industry and also the history of the industry.Chapter 2 The literature retread part will discuss the HRM practise in recruitment and selection process. It will also discuss the related theory slightly selection and recruitment process. The part will consist the definition of recruitment and selection and the process of individual ones. This part will relate the theoretical analysis and also states the finding of different scholar in this field.Chapter 3 In chapter three everyday research methodologies are described. It also discuss the method that this research use to complete the study. The data collection method and the divergence between petty(a) data and primary data are also discussed. The limitations of the data collections are discussed at the end of the research.Chapter 4 Findings of the study and data are discussed in this chapter. Data are gathered from different sources for the study each source has been described with the method used.Chapter 5 At the end of the dissertation a thorough indication and conclusion of the current research produce been drawn. early(a) important part of this chapter is to describe the contribution and benefit of this dissertation. Base d on the research results many recommendations shake been given followed by limitations of the current study, and prospective research.2. Literature review 32502.1. IntroductionThe pertinent literature review of this study is discussed in this chapter. The previous(prenominal) chapter has been discussed slightly introduction of the study which discussed the motivation and background, the aims and objective of the study and also the structure of the study. The chapter starts with a brief discussion more or less HRM and the role of HRM in recruitment and selection. The relevant theory closely recruitment and selection are discussed followed by their process. The factors influencing the recruitment and selection process are also discussed. The historical work of previous researcher are also discussed and used as a guideline for further research.2.2. The role of HRMThe let out characteristic of the HRM approach is the involvement of the someoneal function at a strategic level . The increased globalisation of busyness world and a very competitive market has triggered the emergence pf human resource management. Personnel management is the part of an organization which is concerned with people at work and their relationship with the enterprise. Personnel management aims to achieve both efficiency and justice. It seeks to provide dependable terms and conditions of employment, and satisfying work for those employed (Cole, 2002).The modern human resource management has emerged from traditional personal management. Human resource management is defined as a strategic and coherent approach to the management of an organizations most valuable assets the people working there who individually and collectively contribute to the achievement of its objectives (Armstrong 2006). It is the people who always represent the organization in seem of the public, so the management of people inside the organization is very important. And it is the clever and skilled staffs t hat generate the profit and give the organization a better position in the market. Organizations now days even compete intimately their staff that who has the better staff. They even hire independent organization to assess the service between different companies and establish on that report they amend their service and organization.The synergy is achieved when the approaches are practiced all together. When practices are pass together and synergistically past it is called bundles. The concept of bundling has defined strict definition but finds its roots in the concept of inhering fit true in the strategic human resource management literature (Bowen and Ostroff, 2004). The organization can deliver better service if all part of their business is providing a quality service and thus the organization as a whole performs better.If an organization implement couple of high performance work practise in their workplace that will not make a big difference as they are still lacking in many other part of organization skills. Suppose the organization implement aggroup work as their high performance achievement but the total team performance will depend not only on one colleague but the performance of all colleagues. Different team members can have different matter with organization which dexterity affect their performance so that also make a difference on the collective performance of the team work. Employment motivation is also a very important fact in case of team work.In 1998, British Workforce Relation fall over (WERS) conduct a survey among the employer in Britain and found that there are some public figure of key human resourse management practise among British organisations that includes careful recruitment and selection, performance appraisal, training and team working. The survey also found some evidence of the integration of human resource management practise and survey(Cully et al.1999).There are two different side of the survey which is visible thr ough data, the practice of human resource management in British organization is widespread but the level of strategic integration of these practises is quit low. Cully et al found is his research that only 15 percent of the role of training in 265 workplaces had a majority of the human resource management in place. Studies of high performance work systems have also shown a mistakable pattern relatively common adoption of individual practices but critical evidence of widespread integration (Appelbaum et al., 2000).2.3. RecruitmentThere are fewer definitions available of recruitment. Recruitment involves actions and activities taken by an organization in gild to identify and attract individuals to the organization who have capabilities to help the organization make water its strategic objective. Breaugh gave the following definition of recruitment Employee recruitment involves those organisational activities that 1) influence the number and /or the events of applicants who apply for a position and /or 2)affect whether a job offer is accepted. Edwin Flipo states that recruitment is the process of searching for prospective scene and touch them to apply for the job.(Edwin Flipo, 2001)Recruitment includes the set of activities undertaken by the organisation for the primary purpose of identifying a desirable group of applicant, attracting them into its employee ranks, and retaining them at least for short time. (Taylor Collins, 2000).Recruitment involves actions and activities taken by an organisation in order to identify and attract individuals to the organisation who can help the organisations achieve their target and goal. Recruitment has emerged as arguably the most critical human resource management functions for organisational pick and success. Many organisations have increased their budget for recruitment.2.3.1. Principal of recruitment processThere are number of important characteristic in recruitment definitions. Firstly the process involves speci fic actions and activities that are undertaken to achieve particular outcome. Secondly in indicates that the purpose of those activities are to generate a pool of chance to enhance their interest towards the organisations and lastly to accept a job offer in the organisation. The third important characteristic is that it the number of people attracted towards the process might have the capabilities to be hired but it depends on the selection process where the overqualified and under qualified people will be excluded from the process. fourthly the recruitment is the process where any post hire process are not discussed because recruitment is the process to influence candidate to apply for the circulate jobs and accept the job offer.2.3.2. Purpose and importance of recruitmentThere are some purpose and importance of recruitment which required to be all the way defined in any research. The importance can described as follows1. Determine the present and the future requirements of the organisation on conjunction with its military group -planning and job analysis activities.2. To keep the cost minimum and also attracting supreme candidate.3. As selection process depends on recruitment process it is the job of the recruitment process to increase the success rate of selection process by reducing the under qualified or overqualified job applicant.4. It is also the recruitment process where the it is given priority that the recruited candidate stays inside the organisation for maximum number of year.5. Organisations legal and social obligation about the ratio of recruited people whether ethnic, local or gender in its work force is also served through recruitment.6. Recruitment is the first step where the potential job applicants are identified.7. By practising the daily job the effectiveness of different recruiting techniques and sources of all types of job applicants are explored.2.3.3. Recruitment processIn recruitment process identifying and attracting qualified candidate is the most important aspect. There are pentad interrelated steps about recruitment process. They are-PlanningStrategic increaseSearchingScreeningEvaluation and control2.3.1. PlanningPlanning is the first stage of the recruitment process. It involves about the vacancy and the duty surrounded by that role. Planning also gave an clear brain about number of candidate and the type of candidate applying for the job. An important part of the planning is to attract more people than the organisation needed so that they can choose the right candidate and also attracting the type of candidate similar to the advertisement.2.3.2. Strategic teachingAfter deciding how many people are required and what strength required the management concentrate in the strategic development. Different companies have different view about strategic development. The first thing is to patch up in strategic development is to decide whether to recruit someone with past envision or whether to recruit so meone with fresh knowledge and invest towards the future training of that employee. After deciding the eligibility of the employee the organisations look different spiritualist to advertise the job and which labour market they want to target. All these activities are inside the strategic development of recruitment.2.3.3. SearchingThe searching process begins by and by the planning and strategic development. If the first two processes run well then in searching process the organisation should receive many finish because at this stage the medium is activated as the HR manager gives green signal about vacancy inside the organisation. All the action must be screened and by and by careful screening the candidates who passed should called for consultation and the candidates did not pass should sent letter explaining the reason of failure. some other important criteria about searching process is to pass the ripe massage through the proper channel. And it is the duty of searching opt ion that maximum attention gets from the candidate by avoiding the undesirables.2.3.4. ScreeningThe selection process begins after a carefully scrutinizing the candidate at the recruitment process. However good the attraction process it is apparent that there will be more candidates than positions to be filled and much the case there that there will candidates than can be realistically taken on to the next stage of more time consuming selection processes such as hearinging and attempting. The reason for screening inside the recruitment process is that selection process starts only after candidates are short listed for the next stage.2.3.4. Sources of recruitmentThere are two types how recruitment are processed in an organisation. They are internal recruitment and external recruitment.2.3.4.1. informal recruitmentThe advantages of internal recruitment are that financial costs associated with recruiting can be neverthelessd by internal recruiting. It will also save training cos ts and time as the employee will have perceptivity knowledge of the organization (Wanous, 1992). There are some tools organisation uses for internal recruitment.Promotions and transfersPromotions and transfers are very important role for internal recruitment. Promotions have very positive role inside the organisations as they encourage colleague, built moral attributes among employee. Through this process organisations can build employee by their need and as those employees are serving for a long time for the company they quality for their organisation.Employee referralsWhen an employee is working for an organisation for a long time they know the need of the organisation and old they refer employees according the need of the organisation. This way organisation can sometime get high skilled employee but in a very minimum cost. Another positive side about employee reference is through this employer are fulfilling their social obligation and establishing goodwill.Former employeesAno ther source of internal recruitment is former employee. Former employees sometimes produce to the organisation for better career growth and also sometime after in another job they can compare which is better this way they can differentiate which employee is better.2.3.4.2. External recruitmentExternal recruitment makes is possible interview a wide a range of candidate and chose from that selection. sometimes employer need to pump some fresh blood inside their organisation to get some new business ideas and also to put some energy inside the organisation. But sometimes company end up with huge cost for hiring external employees but they are not as qualified as their curriculum vita says.AdvertisementThe most popular method of job recruitment is the advertisement through different medium. Employers describe the job responsibilities and requirement of the job followed by how to apply and by which date they have to apply. The most popular medium of advertisement are the newspaper, comp any website and different jobsite which post job from different company. Most people apply through this medium and sometimes company also promote themselves through these advertisements. professed(prenominal) and trade associationProfessional association for trade and technical collective are very active in the field of recruitment and selection. They provide employer with people according to their need and those passe-partouts are trained with international standard. similar for accountant and technical jobs are always preferred by the professional bodies. Now days there are some websites like conjugated in which network among different professional people.Walk in interjectAnother popular method among the employee or ob seeker for different store and food shops are known as walk in store. Company advertise in front of the stores or there is a particular place where companies hired. In Europe and other western countries where the chain stores are established they managed to rec ruit people from their own recruitment centre. In this process mostly entry level and unskilled employees are hired. Employer sometime announces open day recruitment for hiring people. Through open day recruitment organisationExternal ForcesSupply DemandUnemployment RateLabour tradePolitical LegalImageRecruitmentInternal ForcesRecruitment form _or_ system of governmentHR PlanningSize of the FirmGrowth Expansion2.4. SelectionSelection is the process where employer chooses from a pool of candidate who is best suitable for the organisation. From the beginning of the selection process till the end selecting the right candidate is the only objective and to do that there are different try out that employer choose to differentiate among the candidate. Selection is a process of differentiating between applicants in order to identify those with a greater likelihood of a success in a job. (Stone, 1999)Selection is a very constructive process through which right candidates comes out.2.4. 1. Preliminary interviewThe first step of the selection process is the preliminary interview process which comprises the subject to scrutiny the candidate based on their application and also eliminates the unqualified candidate. For HR managers scrutiny is the process to eliminate candidate based on the information provided on their application. Preliminary interview is the next available step for selection. Preliminary interview helps get that information which is not in the available in the application form. It can be held formally or informally, over the telephone or in a coffee shop. It helps HR manager to get an idea how many applicants can make it through the next stage and eventually will go forward.The interview processes are different in different countries. In UK they are more structured type. In UK they said that the more information you get about a person the reliable the person and the more valid and reliable your judgment is. Tixier in a survey in EU (but excluding Fra nce) Sweden, Switzerland and Austria found that structured interview were favoured in the UK, Scandinavia, Germany and Austria. This contrasted with Italy, Portugal, capital of Luxembourg and Switzerland where unstructured were preferred (Tixer, 1996)2.4.2. Selection testThe essential criterion in choosing supplementary method is that they should provide information that is directly related to performance on the job. This should be the guiding principal both in choosing ready-to-wear tests and in designing performances tailor-made for a particular workplace. In their review of what they call personal testing, Murphy and Davidshofer (2001) stress that better results are obtained the more closely a test, such as work sample test, resembles things that are actually done in the job concerned. A related issue that candidate can easily see the point of a test that requires them to do something they know will be done on the job.psychological testingThe term psychological tests are also k nown as psychometric test. They are developed to judge people based on their different capability. They are professionally developed and checked for reliability and validity. They are administered and scored in a standardized manner. The results found from these tests can be compared to norms for relevant population.The standardised administration of tests means all applicants answer the homogeneous questions in the same condition and objective scoring means that the scores are not open to individual interpretation as is the case with interview responses.Intelligence testIntelligence test is the most widely rehearse test in the selection process. The ranges of skills cover are verbal, arithmetical and diagrammatic reasoning. Selection team use intelligence test as one of the first tool to judge a candidate. capacity testAbility test are more specific test designed for individual to show their ability towards a particular test. How well a person can perform in a job can also be te sted through this. There are two type of ability test one is attainment test and the other is expertness test. Attainment test assess skills and knowledge that have been acquired through experience and learning, and aptitude test amount of money individuals potential to develop ability. Work sample test or school exams are examples of attainment test and the use of these would not require the special training.Where as aptitude test measure whether a applicant have the ability to learn something if training is provided. Most of the time aptitude test run when the candidate has no previous experience. It gives the indication that how luckyly an individual can engage in a specialized activities. There is different type of aptitude test for all sector of the organization.Test of interestThe relationship between interests and motivation and successful performance is not a straightforward one. For this reason these test are not used for selection (Smith and Robertson1993). But interest test can be used in career guidance and counselling. It gives an idea about the likings and disliking of the employee and give a hint sometimes why employee want to change their career.Personality questionnairePersonality questionnaire has been used in preference to personality test. When measurement the personality test there is no right or slander answer rather than they are indication of habitual performance pith that they reflect stable traits that are likely to be revealed in typical behaviour. Personality test is very important in case of job application. A person can do well in the full(a) test but may fall short as they have lack of motivation. It shows the maturity, interpersonal skill and behaviour in terms of baffling situation.2.4.3. Work sample testWhen recruiter asks a candidate to perform a task that is related to the work or a element which is part of the job is known as work sample test. A recruiter may ask the employee to perform a lecture or to teach a subj ect to a group of people as a part of work sample test if the interview is about university lecturer.2.4.4. Assessment centresAn discernment centre is a method rather than a place, although some employer, oddly large organization might have premises dedicated to appraisal, specially if they use them for both selection and development purposes. (Woodruffe, 2000) In a sound judgement centre a number of people are assessed at the same time by a number of assessor judging their numerical skill, interpersonal skill and how they coup with their colleague. This gives the chance to the employer to compare collection of range of information and observation and evaluation the candidate.The task included in an assessment centre test is work simulation where candidate were given a real life task usually performed in job. A based on their performance it is easier for a recruiter to distinguish the potential candidate. Group exercise is another tool used in ass