Introduction
Dunkin Donuts is one of the fastest growing franchise networks with more than 130 years of experience in the fast food industry. It is the world leading baked goods and coffee chain and it serves about 3 million customers on a daily basis. Currently, it operates in more than countries across the globe with about 11,300 restaurants worldwide. Therefore, as a newly promoted District Manager to manage the expansion strategy of one of its franchisee that is located in the Midwest, I will be guided by Dunkin Donut’s main practices, values, and culture in coming up with job design, organizational design, recruitment and selection, and training and appraisals. My strategies will be aimed at ensuring the success of new branches. The company is known to have the best training and development program for its employees, effective organizational structure, and one of the best recruitment and selection process. In addition, it conducts effective and efficient performance evaluation process that benefits both employees and the company.
Job Design
In order to ensure the success of new branches, I will come up with the job design that is aimed at enhancing employee satisfaction, reducing redundancy and overlap in assigned tasks, and improving the company’s productivity levels. As a result, I will adhere to the three main steps of job design that include job analysis, job description, and job specification. However, the three steps will be executed in such a way that they enable employees in the new branches to successfully do their jobs towards the growth of the Dunkin Donuts as a whole. I will use questionnaire methods in conducting job analysis. The questionnaires will be used to collect data from employees, senior workers, and managers to in-depth information and understanding of the types of jobs required in the new branches. In addition, I will interview some managers.
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Job analysis will be followed by job description. Like the job analysis, I will gather some data to from internal employees and external experts to come up with concise and effective job descriptions. Job description will mainly cover four parts that include essential functions to be performed by employees; the required knowledge, skills, and abilities; necessary education level and experience; and the description of physical demands (Holman et al ., 2012). Finally, jobs will be specified based on the responsibilities and departments. Job specification will include key elements like concise summary of objective and purpose of the job, main duties to be performed by employees, salary and benefits, and essential desirable skills and qualifications.
Therefore, I will design jobs in a way that they enable employees to effectively perform their duties while at the same time giving them the opportunity to cope with the emerging demands and challenges in the workplace. The job design will also be aimed at ensuring enhance employee satisfaction and productivity, as they will be specified based on their skills, knowledge, experience, abilities. Importantly, I will use job rotational approach to give employees to learn new skills, improve their job satisfaction, and reduce boredom and monotony in the workplace (Holman et al ., 2012). I will rely in job rotation to develop quality workforce in the new branches.
Organizational Design
Organizational design plays important role in the success of any business. It involves the manner in which an organization achieves the best combination of differentiation and integration of its operations in order to overcome challenges that emerge (Popova & Sharpanskykh, 2009). Basically, it is the process of coming up with the best organizational structure that is in line with the organization’s goals and objectives. It comprises of understanding and coming up with the best relationship between various organizational operations such as workflow, authority, responsibility, and role of the management. Therefore, in the case of Dunkin Donuts, I will come up with both organic and decentralized organizational designs. It is important to align the new organizational design with already existing organizational structure in the company.
Dunkin Donuts is already practicing decentralized organizational design in its existing structures in various parts of the world. Therefore, I will ensure that each of the additional branches independently unless there will be a situation that demands joint operations. Every franchise will be required to develop its own policies, practices, and procedures, which will be expected to be in line with the strategies of Dunkin Donuts. I have narrowed on the decentralization organizational structure for the new branches because it helps in empowering employees while at the same time ensuring effective and efficient decision-making, leading to enhanced productivity (Popova & Sharpanskykh, 2009). Besides, because Dunkin Donuts is a franchise business, decentralization design gives room for expansion due to the autonomy of different branches.
In addition, the company has been using organic organizational design for years. Organic design is preferred by the top management because it is flexible and it allows the company to adjust to the emerging and changing needs (Popova & Sharpanskykh, 2009). Therefore, to ensure further autonomy of the new branches, I will use organic organizational design because it does not only increase the dependence of branches, but also employees, leading to increased creativity and innovation. Organic organizational design can easily be used to adopt improvement, which is common in franchise businesses. Therefore, I will prefer to use both organic and decentralized organizational design because they empower employees, give room for flexibility and improvement, and enhance adaptability to the business environment, including internal and external environments.
Recruitment and Selection
In order to come up with the best workforce in the additional branches, I will use both continuous and systematic recruitment process. The primary recruitment and selection objective of Dunkin Donuts as a whole is to employ people that perfectly fit the job descriptions. At the same time, the company is always determined to ensure that the recruitment and selection process is cost effective. As a result, it relies on both physical and online recruitment and selection process.
Therefore, I will also rely on both online and physical recruitment and selection process in the new branches. In order to be fair to all applicants, I will use online recruitments when the company targets to hire younger people, as they can easily apply and conduct interview through online platforms. At the same time, I will prefer to use online recruitment and selection when the company wants to employ large number of employees, as it is cost-effective. Offline recruitment process, on the other hand, will be used to hire people in the managerial positions and those who have years of experienced in the industry. Job applicants will be required to attend submit their application and participate in the face-to-face interview. Nevertheless, applications can be sent through emails or company’s application website (Niazi, 2011).
In addition, there are some essential skills that every applicant will required to have before being allowed to work in the company. Importantly, they will be expected to have excellent customer service skills because Dunkin Donuts is falls under service industry. Besides, job applicants will be required to meet at least minimum education levels and experience before they are allowed to participate in the interview (Niazi, 2011).
Training and Performance Appraisal
Dunkin Donuts strongly believes in training and development of employees, as human resources play important role in its success. Therefore, I will use both on-the-job and off-the-job training methods to equip employees with new knowledge, skills, and abilities. Under on-the-job training, new and inexperienced employees will be required to work under experienced and senior workers in order to gain experience and understand work practices in the company (Niazi, 2011). Other on-the-job training techniques that I will use include mentorship, coaching, and job rotation. Besides, I will organize conferences and lectures outside the company to train employees, especially those in the management positions. Training will be geared towards enhancing the quality of workforce in additional branches.
In addition, performance appraisals will be carried out after every four months. Performance appraisals will mainly be used to identify employee weaknesses and strengths in order to enhance the productivity of the workforce. Each employee will be expected to fill the performance appraisal forms and questionnaires that will be used to assess his or her performance. Performance appraisals will be objective without any form of biases and no employee will be victimized based on the appraisal report. However, they will be motivated to address their weaknesses (Niazi, 2011).
Conclusion
Employees play important role in the success of any business. As result, coming up with organizational design, job design, recruitment and selection, and training and performance appraisal should mainly focus on empowering employees. Dunkin Donuts is a service business and offering quality customer services will substantially improve its success and competitive advantage in the market, which is only possible when it has motivated employees. Therefore, the designing of structures of additional branches will be sensitive to issues affecting employees.
References
Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012). Job design and the employee innovation process: The mediating role of learning strategies. Journal of Business and Psychology , 27 (2), 177-191.
Niazi, B. R. A. S. (2011). Training and development strategy and its role in organizational performance. Journal of Public Administration and Governance , 1 (2), 42-57.
Popova, V., & Sharpanskykh, A. (2009). A formal framework for organization modeling and analysis. Information Science Reference , 141-171.
