Please help with the folowing, type response please. Thanks The chosen company w
ID: 348946 • Letter: P
Question
Please help with the folowing, type response please. Thanks
The chosen company which will be used for the final project is no other than McDonald’s Restaurant. McDonald’s is the number one leading fast food service for profit company in the world. The company has experienced both some good years and bad ones, but overall, they are known for their low-priced meals both in the States and around the world. Their campaigns are done in such a family oriented atmosphere that sends a message to the communities they serve and how important family is to them.
The story of how McDonald’s came to existence started way back in 1950’s when a man by the name Ray Kroc discovered a small burger restaurant in California that was ran by brothers D and Mac McDonald’s. the two brothers whose restaurant only concentrated on very limited items were in search of a new agent, and that was when Ray Kroc in 1955 discovered the McDonald’s system and that was how the McDonald’s story began. The company has over thirty-six thousand restaurants in more than one hundred countries around the world and they are continuing to rapidly grow as time goes on.
The types of products and services offered at McDonald’s are McChicken, McNugget, fries, Angus cheese burgers, chicken wraps of different types, fish sandwiches, and salads. McDonald’s also offers breakfast items such as fruit and maple oatmeal, Pancakes, egg McMuffin, Sausage biscuit, and many more. Their strategic goal and objective as a company is to serve good food to customers in a friendly, fun environment, and to be a socially responsible company, while also providing good returns to their shareholders.
From an HR standpoint, where the company wants to go, assess where they are at currently, and design a plan to get from where they are to where they want to be;
Competency Gaps
a. What is the current state of the workforce of your company?
b. Based on the company’s strategic goals, are there gaps in the competencies of the current workforce? Explain how you identified these gaps (or lack of gaps).
c. Does the company systematically identify competency (or skill) gaps for workforce planning and development purposes? If so, explain their current process, including the types of data used for analysis. If not, provide a framework for identifying gaps in the current workforce.
d. What is the current human resources strategy for your company? Is it integrated with the company’s business strategy?
Explanation / Answer
a. I work in a manufacturing company where they are both blue collar as well as white-collar workers. The attrition rate of blue-collar workers is quite high. Also the training needs of the blue-collar workers keep on changing due to the change in the workforce.
b. As the attrition rate is high, the hiring rate of blue-collar workers is also quite high. We hire both fresher as well as experienced candidates. The training extent for both sets of employees varies. The fresher require extensive training to work in the manufacturing plant. The experienced need just a touch-up to make them aware about the technology being used in the company.
Training is given based on the skill and competency gap. We use a skill directory for mapping training needs of blue-collar workers. For white-collar workers, we use a competency directory. The employees are rated on these every half-yearly and based on the gaps identified, required trainings are given.
c. Yes there is a systematic framework used for competency gap identification. Every job in the company has an associated skill or competency directory. For jobs requiring plant role and work on machinery, dedicated skill set has been identified and listed. Employees are marked against the desired skill set and gaps are identified. The competency gaps are continuously being monitored and catered to through rigorous training.
d. The company’s business strategy is to become the biggest manufacturing company of the country by 2020. Current HR Strategy is to retain the talent of the company and to decrease the attrition rate for 12% to 5%. This strategy is integrated to the business strategy of the company, as we all know, human asset is company’s biggest assets and retaining talent enables the company, maintain its competitive edge.