QUESTION 3 To educate your management on various challenges impacting Human Resource Management, use suitable examples to appraise the impact of the following challenges for contemporary organisations in South Africa: 3.1 Employee Productivity 3.2 Quality Improvement 3.3 Downsizing 3.4 Globalisation QUESTION 4 One of the major challenges for modern organisations is to retain their valuable and talented employees. In light of this statement, critically evaluate different Human Resource Retention functions that you would suggest to your organisation. Apply appropriate examples to strengthen your discussion.

To educate your management on various challenges impacting Human Resource Management, use suitable examples to appraise the impact of the following challenges for contemporary organisations in South Africa: 3.1 Employee Productivity 3.2 Quality Improvement 3.3 Downsizing 3.4 Globalisation QUESTION 4 One of the major challenges for modern organisations is to retain their valuable and talented employees. In light of this statement, critically evaluate different Human Resource Retention functions that you would suggest to your organisation. Apply appropriate examples to strengthen your discussion. 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 altract 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, or 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 nght 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 competencies. Recruiting suitable applicants Under McDonald's recruitment policy, 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 hourlypaid employees McDonald's uses several avenues. Positions are generally advertised in the restaurant. The company's recruitment history shows this is the best method of hiring quality 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 targeted 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 majonty of applicants, a job with McDonald's would be their first expenence 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 excelling 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 decisionmaking process. The questions look for actual events or situations rather than allowing applicants to give a general or theorefical response. Interviewers look for behavioural evidence in the applicanl's life history that fits with the requirements of the job. The interviewer rates candidates on their responses and offers jobs to those who eam the highest ratings. McDonald's fulure managers come from two main sources. More than half of all salaried management positions are taken up by hourly-paid employees who earn promotions. The remainder is predominately graduates. Wherever possible, McDonald's directs applicants towards applying online at www modonalds.c0. uk. People who cannot access the web can call the Recruitment Hotine, 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. applicant. Appointing the suitable applicant After the final interview, the manager will rate the applicant's responses. A successful applicant will have demonstratec skills and behaviours that have been identified as being key to the position. She will also have produced documents to show she is eligible lo work in the UK in line with the Asylum and Immigration Act 1996. The first stage is to notify al candidates as to whether or not ther application has been successful pending satisfactory references. The company notifies all unsuccessful applicants in writing. McDonald's inducts all new employees into the business through a Welcome Meeting, which they must attend. The Wekcome Meefing gives an overview of the Company, including: job role food, hygiene and safely training policies and procedures administration benefits training and development. New ernployees will also meet their trainer and tour the restaurant. The company operates a 3-week probationary period, after which employees are rated on their performance and are either retained or have their employment terminated Training at McDonald's Restaurants Limited McDonald's success is buit 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 steps to achieving these standards. It is the company's 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 lood service equipment, gaining knowiedge of McDonald's operational procedures. The majority of training is floorbased, or "on-the -job" traning 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 Iraining 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 ie. full or part fime. They will also attend classtoom-based training sessions where they will compicte workbooks for qualty, service and cleaniness. After the initial training peniod, all employees receive ongoing training. This is done using "Observation Checklists" for the station they are working at. The rating will go lowards their appraisal grading. The restaurants do promote crew members lo hourly-paid management positions that carry accountabitity for areas within the restaurant, of responsiblity for a shift. Training and development are given in the restaurant and in addition, the participants will attend regular development days. On successtul completion of a management entrance exam, employees will attend a training a direct route into restaurant management, through an intensive structured training programme. The Management Development Curriculum is divided into four key programmes; Shift Management - developing trainee managers in the skills and techniques required to become effective in all aspects of running a shift, Systems Management - targeting second assistant and newly promoted first assistant managers. This programme covers all areas of McDonald's systems, increasing the manager's business knowledge. It also develops individual techniques. Restaurant Leadership - introducing managers to the key skills needed to become effective restaurant leaders e.g team-building, communication, and decision-making. Business Leadership - focusing restaurant/general managers on the need to develop a business strategy that encompasses both internal and external factors. Most departments in the regional offices offer restaurant managers opportunities to be seconded to work in the regional office. This gives an experienced manager the opportunity to develop and learn new skills, see a different side of the business and experience how each departmen's strategies have a role in achieving the company's goals. Conclusion McDonald's believes that the success of the restaurants and the company is achieved through the people it employs. The company aims to recruit the best people, retain them by offering ongoing training relevant to their position and promote them when they are ready. Its recruitment policies, procedures and practices reflect the company's determination to fulfi its aim. Source: https:/lbusinesscasestudies co.vk/recruiting-selecting-and-training-for-success/