Introduction:
Dunkin Doughnuts Industries for the given condition is looking for recruiting and selecting the skilled workers as a part of human resourcing strategy, which also includes retention of the workers as well as preparing new job design for the employees. As one of a job of a District Manager, the staffing strategy of Dunking Doughnuts is to be improved by restructuring its staffing method so that the identified gaps in human resource can be filled up purposefully. Also, the district manager at the same time is supposed to be in charge of overall company’s operation as well as put effort in establishing similar brand status of the newly opened franchise. In the meantime, the manager is also supposed to balance the resource, hire, manage and train for the jobs, keep sincere notes of the client problems as well as the employee and take steps in minimizing the problem remaining under the norm line of the company. The budgeting is one of the vital parts of company’s norms and limitations.
Job Design
Job design as a critical part of staffing in Dunking Donuts, has committed the increment in wages in the future even though the initial wages of the staffs are low in the initial phase. Also, there are some vacancies to execute certain tasks to cover up the certain errands. For the position of the director, support of administration duty is required along with working schedules, designation of work as well as execution of worker’s assessment. The other responsibilities includes, handling of day to day operation, documentation and correspondence, break down of weekly numbers, maintaining supply level and adhere to duty of opening and shutting.
The job of the assistant manager is defined for helping the supervisors of the stores with respect to the inventory level maintaining as well as the daily work schedule of the store. Additional to all these, The Bakers and the Crew Team are required in the central working station that are defined to support food and refreshment arrangements smoothly and with respective manner. Also, they will be responsible in the clean maintenance of the store as well as book keeping of the cash details. The clean here means the cleaning of the washrooms, kitchens and eating places as a part of their obligation. They are also defined in wiping and cleaning of the store wares. The job of the bread cook is in monitoring and controlling the consistency in the formula as well as checking the fixings. Cleanliness of the workstations is additional duty of the bread cook (Dunkin Brands Group, Inc., 2015).
Apart from all these there are certain plans for job designs like, plan of growth opportunity for the deserving employees. For the purpose of creating sufficient pool of the employees, recruitment should be attractive focusing on the scope of growth areas, reward packages, skill developing workshops and trainings, and inclusiveness at the workplace.
Organizational Design
The broad scope of supervisorial and divisional control is insulated. The inner ecosystem of the store is smooth. The baker handling the responsibility for preparing, the crew cleaning the store and the manager handling the supplies and the cash are smooth. The business has core function of preparing doughnuts and coffee in large volume and hence the organizational structure should match with the core business. The store manager as boss of the store are the practices is on the ground.
A new or occasional flavor will be provide to address the abnormal amount positions settled on the rudimentary alternatives. The organizational bureaucracy consists of departmentalized. SWOT analysis is required during the preparation of an authoritative outline. Dunkin has branded itself as accountable vendor with quality services on providing the best doughnuts and expresso. The flavorful doughnuts and variety in espresso has succeeded in reputation maintenance.
However, on the contrast the shortcomings could be the” poor people franchise connections” which exists as insider in the business .Numerous claims and disputes have come onto surface about the association which does not giving some sort of durable and fruitful strategy for success, and neither is nor do they are supporting on store proprietors (Scrudato, 2015).
Recruitment and Selection
The staffing process requires selection tools while to sort out the deserving and fit candidates for the particular job. Skill being the prime requirement of the workers for Dunkin Doughnuts, skill testing tool is major selection tool in staffing process. The skill testing assessments are deployed in the regular basis at Dunkin Doughnuts. One of the most used tool at Dunkin Doughnuts is the experience of the candidate in years in operating the sewing machine. Apart from this, three selection tools are used to filter the candidates which are
Knowledge
Skill
Personality
These three tools are termed as “triangle of success” while recruiting and selecting. In order to make the recruitment swift, electronic medium can be suggested. For example accepting the application from the internet not only reduces paper works, but also helps to enhance the recruitment and selection process by clicking. For this, provision of online job posting and online application form or electronic version of the resumes through electronic portal is effective.
Till the present following methods of recruitments are mostly in practice.
Advertisements
Employment Agencies
Internet Recruiting (E-Recruiting)
Among these three alternatives, the internet recruitment has been the modern, powerful and most effective tool in recruitment process. This process of recruitment is the most economical one due to less time consuming due to electronic automation and lower paper works than the traditional methods. At the same time the larger pool of potential candid could be penetrated through the e-recruitment process as most of the workforce with more knowledge and skill will also search the jobs in internets.
Another method of recruitment like referral could also be of second priority for the recruitment of employees at Dunkin which includes bonus for every employee. With assumption that the skilled worker have their own pivotal network of skilled manpower in their circle, this type of recruitment and selection also could be efficient.
During the selection stage of staffing, in order to ensure the reduction of employee turnover, different employee selection design could be adopted which would be helpful in identifying the employee with less probability to leave the organization. For this issue, the history of past job performance could be one of the solution. Also, the character evaluation techniques to predict the turnover could be a useful tool in selection. Following could be the steps for recruitment and selection.
a. In depth analysis of job previews with realistic previews to address candidate’s expectation.
b. Proper due diligence in preparing the structured interview patterns
c. Semiotic analysis in selection process as well as extra investment would be highly rewarding.
d. Delegation of authority to the Line supervisors in selecting the suitable workers
e. Regular benchmarking of salaries could motivate through the knowledge of incentives or other factors could be some points to be remembered.
Thus a sync of recruitment and section tool in strategic fit guarantees right fit among the workers and the firm is achieved. This has additional added value of employee being loyal towards the organization and their respective job.
Training and performance appraisal
Extensive service training must be a must for each and every employee with respect different aspects of Dunkin doughnuts like working culture, the philosophy of organization, work and in other related areas.The initiative to render an inclusive employee base which being one of the major factors in sustaining business is pretty clear as the firm’s diversity objective. Further there are diversity programs standing upon the foundation of qualitative and quantitative parts. The program of diversity goal was kind of philosophy related to the corporate in escalation efforts. Also, the practice and culture of the employment align along with the world-class nondiscriminatory code of conduct.
The policies especially about the recruitment and selection too follow international practice with multidimensional approach where people are hired from multi-professional background and balanced coordination of such.
Conclusion:
In conclusion, it can be said that the arrangement along with designation and supervision as well as function of educating all the aspects of the firm is very significant and effective. The role of District manager is vital to maintain the consistency in the overall achievement as well as the healthy financials for which detail assessment of the staffing, best configurational fit, occupational outlining, monitoring and evaluating mechanism must be of priority. Neglecting any of these aspect could result to the reputation ruining and eventually business deterioration of the firm.
References
Dunkin Brands Group, Inc. (2015). Corporate website. Retrieved December 7, 2015 from http://www.dunkinbrands.com/leadership
Research and markets, (March, 2009). Players, markets & trends of the quick service restaurants industry in 2009. M2 Presswire. Retrieved December 6, 2015 from http://search.proquest.com/docview/446147411?accountid=32521
Scrudato, R. (April, 2015). Dunkin Brands: A short SWOT Analysis. ValueLine. Retrieved December 7, 2015 from http://www.valueline.com/Stocks/Highlights/Dunkin_Brands__A_Short_SWOT_Analysis.aspx#.VmWZp9J95dh
