HRM POLICIES OF GLORIA JEANS:

The committed and motivated employees have great significance in the overall organizational
success and Gloria Jeans realize that very early. So Gloria Jeans gave great importance to
recruitment process in order to select right people for jobs and develop them and retain them
in order to get sustainable high performance of the organization. And effective HRM policies
adopted by the company also shows its commitment towards its human resource.

From its start Gloria Jeans has given great importance to its frontline staff and baristas
because they give it competitive advantage by providing the customers the experience of the
Gloria Jeans. They always remained the center of the company’s attentions. From first day
while hiring someone for company, the qualities that are given great importance are
dependability, adaptability and ability of the candidate to work as an effective member of a
team.

Still, as current HR policy to develop the right people the Gloria Jeans is making huge
investments in the development and training processes of the workforce. They are taught the
techniques and skills that they will be required to perform their tasks while working at Gloria
Jeans and increase their efficiency as well. With these huge investments in human resource
the Gloria Jeans can expect to have strong employee satisfaction level (HRM, Gloria Jeans).

The biggest challenge that Gloria Jeans cope with in first decade of 21st century is to
maintain the goodwill of the organization while having a high expansion rate and to develop
the qualified workforce to support its expansion policy. The analysts were in doubt that with
this fast expansion policy whether it would be able to meet the goals to be a positive
employer. In early years of 21st century the company claimed that its huge costs on human
development have been showing great in the financial position of the organization. In fiscal
year 2004 the spending on human resource development was more than its spending on
advertising expenses that were $68.3 million. In mid of 2004 in order to meet these heavy
costs the company needed to increase the price of its beverages with 11cents these were
already premium prices for the Gloria Jeans products. But other hand company was not in
position to cut down the incentives that it provides to workforce because that action can lead
a major decrease in their morale.
Recruitment & selection Policy and Gloria Jeans

Gloria Jeans is one of the world biggest organizations and having each day addition of five
new stores in its large profile and in order to maintain this magnificent growth Gloria Jeans
has to hire 200 new employees every day. The process of recruitment in Gloria Jeans includes
many tools like interview of the candidates in which they also attend the sessions of coffee
tasting and the terms and conditions are being developed and they are emphasized to provide
with notes that are handwritten rather than response letters also the use to phone calls if
appreciated. By using all these tools Gloria Jeans get to know the response time of
candidates. Gloria Jeans also asks its recruiters to regularly send gift cards of Gloria Jeans to
its job applicants whether they are selected or not for job they must be treated as customers
for the company.

Reward Policy and Gloria Jeans

Gloria Jeans always give more importance to its people than products, in a store staff it has
16 partners and one manager and one assistant manager on them. The incentives that Gloria
Jeans provide to its workforce are free health care that also includes vision and dental care
facilities. It offers Stock options as well in the form of extra benefits and along this the
employees who work average 20 hours a week for the company and continue it for three
months company provides them shift drinks free and free pound of tea or coffee in every
week. The rise in salaries of employees is based on performance evaluations that are
conducted semi annually and these raises can be from 0% to 5%. Company does not offer any
monetary bonuses but provide many non monetary awards like it offers about 30% discounts
to the employees on all goods that they buy (Gloria Jeans, ICMR India).

Employee’s Development Policy and Gloria Jeans

In employee development policy Gloria Jeans has designed training programs and learning
sessions for new as well as existing employees. The employees are provided refresher courses
in order to align their skills with industry customer demands. In training programs that Gloria
Jeans offers to its employees include; customer dealing techniques, coffee making
workshops, customer care programs.
HRM POLICIES OF McDonald’s

Recruitment

As we know that McDonald’s is the biggest family restaurants business in the world. To
provide the best family restaurants experience by far is McDonald’s vision. To achieve this
we put people at the centre of everything we do and that goes for our employee as much as
our customer.

People perform well when they feel better in their job and McDonald’s has recognised it so
McDonald’s go all out to create the right and good working environment for everyone. That’s
a lot of people to consider which is why McDonald’s strive to provide variety of rewards and
benefits that suits all kind of lifestyles. McDonald’s is successful in achieving the best
working experience for their people; they aim to provide customer the restaurants experience.
Employees working in the McDonald’s they not only become the part of one of the largest
global brands but also a constantly developing organisation that offers an environment of
flexibility, equality, diversity and opportunity. Reflective of the society and communities in
which McDonald’s operate. In UK McDonald’s offers a probably most diverse work in
culture. The people come from all walks of life to McDonald’s and they share a common
approach i.e. a positive one. HIRE THE SMILE is the policy of the McDonald’s when they
hire the crew members and this help to nurture a work force of employee with a positive
approach and outlook, in return we earn cheerful and friendly atmosphere. McDonald’s
thinks that it’s not only just about hiring happy and cheerful people it’s about keep them
smiling by doing everything. McDonald’s offers rewards and benefits that fit in with their
lifestyle, which so ever it may be whether they are a part-time employees working to fund
their school and college education or Trainee Business Manager straight out of university.

Recruitment and Selection at McDonald’s

Recruiting suitable applicants: Which ever post it may be whether employee wants to join as
a crew member or a Trainee Business Manager, McDonald’s always provide exceptional
support, real progression opportunities, a range of excellent rewards and all potential
associated with working for the McDonald’s a world’s famous global brand.
Crew Members

The McDonald’s has designed a three-step application process for potential crew member to
make sure that they are right for everyone. The first phase of the application is an online;
people go through an online process which contains some questions. If the candidate is
successful in the first phase they send the invitation to the candidate for an interview with HR
officer after that they send the successful candidate for (OJE) On Job Evaluation and for
interview at the restaurants with manager. The On Job Evaluation is for serves two purpose
one is that it helps an d gives the good opportunity to assess the candidates skill in customer
services against what is needed to be a successful member of the McDonald’s team and also
allow the candidates to see that if McDonald’s high energy environment suits their preferred
style of working. This OJE process takes about 15 minutes and the candidate works at one of
the customer facing areas and full instruction is given to candidate on what to do. In addition
the candidates have and interview with the business manager and the whole process will take
about 30 minutes for assessing the candidates.

Crew Benefits:

 McDonald’s provide 28 days paid holidays per annum.

 After three year service they provide free private health care.
 Stake holder pension scheme.
 Bonuses related to Restaurants performances.
 Provides vouchers of Argos, Thomas Cook, Debenhams, Marks & Spencer and
 House of Fraser awarded at service milestones
 Annual pay reviews
 Great discounts, about £13 at Alton Towers and at Thorpe Park It’s about £12
 Saving of 50 per cent at LEGOLAND
 10 per cent off at dress-for.com
 £63 saving on special BSM learner starter pack
 25% off many short breaks and holidays
 65 per cent off in universal cycles.
Welcome Meeting

After completing all the application process and the candidates are selected and crew member
have been hired they are called to attend the Welcome meeting at their chosen restaurants or a
recruitment centre. In this meeting the inform and engage new starter for the one hour in this
meeting. The meeting involves viewing a DVD which provides important information about
the McDonald’s and also allows for interaction between manger and the new starter. The
second part is orientation which is compulsory it’s an online process which provides
information regarding the Health n Safety test that the new starter has to complete in their
own time. The beginning of the orientation starts with the tour of the store highlighting key
health and safety and food safety procedures. And it is also recommended that it should be
last for the first two ours of the shift.

Trainee Business Manager

A trainee business manager participates in an award-winning management training scheme

and the business trainee manger is required to show strong leadership quality.

It is not a small feet to a win a place on McDonald’s management development programme.

It’s not a short term commitment but rather it represents a long- term career decision.
McDonald’s want make sure that the candidate and McDonald’s are right for each other,
therefore the candidates has to go through the four steps of selection process. The first step it
is all about the screening process which ensures that candidates meet the basic criteria. The
successful candidates are asked to complete the next step which contains the personality
questionnaire the candidate has to complete it online. This will make sure that the candidate
has the desired attributes and their preferred style of working suites. After that the next step is
based on restaurants OJE or On Job Evaluation. The candidate will do real job for a day and
learn what it’s really working in a McDonald’s restaurants. After completing OJE process the
final step is selection process i.e. an interview with the senior manager. First of all the
Trainee Business Manager has to complete an intensive 18 week Management Development
programme. This programme will give the candidate thorough training in the business of
McDonald’s and also train the candidate regarding the commercial skill that are needed to
bloom and develop into an effective assistant manager. Later an assistant manager can
progress to become business manager or an operating consultant i.e. area manager depending
on their desire to achieve.

Benefits

The candidates are provided with a package of professional rewards which includes a starting
salary of up to £21500 including London weighting. There is also potential of quarterly bonus
within the week of joining. The candidate could be running their own restaurants under the
three year and also earning a salary and package of £45000. The successful candidates can
expect additionally

Holiday of 5 week per annum and it can be raised to 6 week from April 2009

Annual performance in relation of pay review

Life assurance.

Pension scheme

After six months services they cover a private healthcare and also a company car or cash
alternative.

Home telephone bill assistance.

For every 10 years of services there is a paid sabbatical leave of eight weeks.

Training at McDonalds

Includes complete development McDonald’s constant success of is constructed on the highest

principles of quality, delivery of services and cleanliness to customer in each of the
McDonald’s restaurants. These standards are achieved because of the well trained crew
member and also well trained manager. The policy of McDonald’s that provide the career
opportunities that allows the workers to improve and develop their full potential. This policy
programme for both crew and operation management, and a career advancement that enables
a ‘first job’ for the progression of the employees to the senior management position through
merit based promotions.
Around 55,000 employees are trained in McDonald’s every year. McDonald’s spends around
£10 million over on going employees training every year for providing people with valuable
skill.

McDonald’s work experience is a foundation for future employability, mostly as the UK

labour market continues to evolve. As there is increase in the demand of skilled employees, a
job which offers an on-going training with a leading organisation is very best career
investment. People from all over the world of life recognition of first job at McDonald’s
through having prepared them with ingredients of success.

Business strategies of McDonald’s

As we know that McDonald’s is the most successful fast food chain in the world. In the
success of the McDonald’s we may possibly easily identify number of successful business
strategy operations. Time to time McDonald’s enhances its own brand imagine with the help
of different social activities and sponsors the special events and sports like as a main sponsor
of the world cup since 1994 and the champions league football in England from 1996 to
2000.

The reason of the McDonald’s success is that McDonald’s implements many strategies like
Porter’s Competitive strategies model that includes differentiation and low cost leadership or
miles n snow’s strategy typology which describe prospector, defender, reactor and analyser
strategy. It’s obvious that McDonald’s has to implement or choose the most appropriate
strategy for its success.

PERFORMANCE MANAGEMENT

Employees are the important resources of the company. They insures the collaboration of
financial, industrial & resources so that organisation able to function. Today some of the
experienced managers think that the financial reward cannot stay the only type of an
employee encouragement or inspiration. There is need of viewing the needs of employees as
entity that leads to the search of the non-financial incentives. There are many non-financial
incentives connected to employee’s satisfaction of need for example employee’s participation
in decision making, self-fulfilment, personal growth and others.
Full use of human resource by the organisation is the most important advantage which allows
the organisation to capture the position in the global market.

The McDonald’s flourishes owing to the logical combination of the staff into the problem
solving. The company follows the principle i.e. ‘the result is done by a man, McDonald’s
observes its employees as the primary means of achievement in the field of quality and
productivity. McDonalds has built its success on the motivation theories having changed only
some aspects of them. McDonald’s follows four simple principles, which provides the
possibility of growth in the performances of its employees:

The organisation must innovate the different system of motivation for every department.

There must clear and attainable aim for the personnel, it’s better to have one aim for each
person

There must be change in aim. Manager must have two aims for the year. For example the first
manager inspects the number of employee and clients then the manager inspects the number
of returning clients and then the manager should analyse the increase in the sales. This
process gives the possibility to find out the qualities and abilities of employees and also to
check the new method of work.

The rise in salary must be workable for the employee.

McDonald’s implements three components of the motivation theories i.e. financial incentives,
non-financial incentives and social policy. All these three components are mentioned in the
Maslow’s motivation theory. Though Maslow describes that all needs must be one by one.
The research of McDonald’s and its strategy & structure shows that only immediate
fulfilments of the employee needs and that will increase the performance of the employees.
It’s not important to fulfil all the needs of every level. In reality every man has a numbers of
needs in every existing moment.

McDonald’s has an effective motivation system that makes it possible to growth in the
performance of the employees and also increases in the company’s productivity. McDonald’s
administration staffs have applied the situational approach which has turned out to be the
most relevant to the current condition. The administration department have used the
particular techniques on the origin of motivation theories. After applying the assembly line
procedure in food preparation McDonald’s has ensured the standard quality of production and
the high performance. In addition McDonalds has applied actual motivation strategy that is
grounded on motivation theories.