Introduction
Human resource management is an important part of the organization since it determines the productivity of employees, their quality of output, and eventually customer satisfaction. It involves the identification of talents and selection of the most valuable talents to the organization. The organization is responsible for utilizing these skills through clear job designs that specify the job of every individual. The organizational structure determines the relationship between employees at various levels and determines efficiency in performing various tasks (Gilmore & Williams, 2009 p.56). New Dunkin Donuts stores demand a clear plan of their operation and management. Human resources are crucial the stores’ operations and will determine their success through the quality of their output. Choosing the best employees for the job will therefore lead to success of the stores since the operations rely heavily on their skills and expertise. Opening new stores therefore requires keen evaluation of human resource requirements and designing effective management techniques.
Job design is an important part of human resource management since it involves specification of contents, methods, and position of a job in relation to others. In management of people at the Dunkin Donuts shop, this will involve the specification of one’s job requirements in terms of skills and experience. This reveals the extent of commitment required to perform each task, which enables employees understand their job. It is important for them to understand their role in the success of the entire organization hence the need to understand the relationship between their job and other employees’ jobs.
Understanding the interrelationship gives the big picture of their work and explains how their output affects the other person’s job. This enables employees improve their performance since a problem in a station affects the entire chain of work. Explaining the role of every employee will eliminate alienation of some employees as well as job dissatisfaction since every employee’s input counts. Job rotation will ensure effective use of job designs to improve efficiency through rotating employees from one workstation to another (Gilmore & Williams, 2009 p.61).
Rotating employees prevents excessive familiarity with routine, which leads to monotony hence reduced productivity. Employees will expand their knowledge of the entire organization by working at different workstations and performing different tasks. They also learn new skills that are helpful to the organization, since absenteeism of one employee will not affect work performance. Job rotation will require every employee to learn about every job in the entire organization since they are required to work in every department during their employment. They need to push their limits and learn new skills required to perform as expected, hence improve the richness of skills available for the organization.
Organizational Design
A high level of integration is required in the success of the donut shop due to the nature of the product and the required speed of operation. This involves a cooperation of employees at various workstations to work in harmony and consult each other regarding the progress of work. Employees involved in making the donuts must for example cooperate with individuals responsible for procuring ingredients. Communication is crucial in making this organizational structure work since employees must interact at all levels. With job rotation involved, all employees within the organization will interact with each other at some point. In case one of the workstation faces problems, the employees can find a quick solution due to their knowledge of the entire operation (Mello, 2002 p.90).
Consulting amongst each other will eliminate defects in the product by ensuring smooth flow of activities required to produce the product according to specifications. The employee in direct contact with the customer takes the order that specifies these requirements and passes them on to the bakers. The bakers then pass them for packaging and delivery hence the need for close interaction between all employees.
If a station faces challenges, it affects the output of the entire process. For instance, if the donuts are ready on time, but there is a delay in their delivery, the customer is not satisfied with the outcome. It ends up being a loss for the entire team regardless of who performed well in their task. Teamwork is therefore very important for the success of the organization at all levels since it determined the quality of output.
Recruiting and Selection
Recruitment and selection of employees determines the quality of skills and expertise available in the organization. To attract the right people into the organization, advertisements to the public are important to inform interested party of the exercise. Advertisements to the public ensures a large number of people receive the information and express their interest in available job opportunities. Interviews then follow to assess the skills and expertise of applicants for various jobs within the organization. The interviewer must have a list of compulsory skills that employees must have due to the nature of the job.
Communication for instance is crucial when working in the organization due to its integrated design. The interview will determine the extent of the participants’ expertise through asking questions and giving employees demonstrative tasks (Mello, 2002 p.64). Practical skills are also important to consider since they are part of the organization’s activities. Baking skills are helpful since they will help in the organization’s main activity of making donuts for the customers. Selection of employees depends on the qualifications of employees and their ability to learn new skills.
Versatility is important since the job requires flexibility as well as creativity in performing various tasks. The selection process is important since it determines the employees that end up in the organization. The process should involve a panel of managers from other Dunkin Donuts stores to increase reliability and eliminate biasness. Recruitment and selection process is therefore a determinant of the quality of services and products produced by the store.
Training and Performance Appraisals
Development of employees’ skill involves training in various areas to improve skills and expand knowledge of the organization’s activities. Training improves efficiency by reminding the employees their job descriptions and the value of their work to the entire organization. It also identifies their weaknesses in meeting the demands of their work hence highlighting areas that require training. New developments such as technological advancement within the organization require training of employees. They learn how to utilize the technology to improve efficiency and the quality of their work.
Training at the store should be a continuous process that does not occur only at the manifestation of problems within the workplace. Proper training is a valuable asset to the organization since it creates a pool of skilled labor that translates into high quality products and satisfied customers. After training, it is important to assess the performance of employees to determine whether they require further training.
Performance appraisal reveals the performance of individual employees and serves as a basis for payment of their individual input (Cohen, 2016 p.5). The store will adopt an appraisal method that checks on the efficiency of employees in performing various tasks. The speed and quality of output determines the level of efficiency. The most productive employees will then receive recognition, which will boost their morale and encourage other employees to improve their performance. Both training and appraisal will boost the performance of employees in handling various tasks.
Conclusion
Human resource management involves selection of the right people to the job depending on their level of expertise and job requirements. Matching their skills to the right jobs then follows through assessment of each job’s specifications and requirements. The organizational design determines the interaction of various employees within the organization in the course of their work. Training and development then follow to improve employees’ skills and enable them handle various tasks within the organization (Gilmore & Williams, 2009 p.76). Performance appraisal helps in determining the performance level and identifies any shortcomings in performing various tasks.
When opening a new store, it is important for the management to design a human resource policy that will determine the relationship between employees in future. The policy will guide employees and management in handling various issues within the organization. This creates stability and maintains a high level of performance and quality of services to customers. The management style may however change over the years as the nature of work changes and new demands arise. Flexibility is therefore important for the organization since it enables timely response to emerging demands and maintains the high performance standards.
References
Cohen W. 2016. Drucker Tells Us What To Do About Risk. Human Resource Management Review. 11-32.
Gilmore S., Williams S. 2009. Human Resource Management. New York: Oxford University Press.
Mello J. A. 2002. Strategic Human Resource Management. Ohio: Western College Publishers.
