Dunkin’ Donuts is a universal donut agency, as well as a coffeehouse chain, with stores in Greater Boston, Massachusetts, and Canton, which was founded in 1950. The company has grown since then to become one of the biggest baked commodities and coffee chains globally. It has over twelve thousand restaurants in thirty-six nations. The products of the chain encompass iced and hot beverages, baked goods, bagels, and donuts. I have been the manager of a Dunkin Donuts store in the Midwest for the past two years. The store is owned by a Dunkin Donuts franchisee, who also owns twenty other Dunkin Donuts locations. As such, the core objective of this paper will be to analyze my chosen job design, organizational design, recruiting strategy and methods, and training and performance appraisal process as the new District Manager for Dunkin Donuts.
Job Design
Job design is a significant task of the human resource management that associates with contents specification, relationship, and methods of jobs so as to meet the organizational and technological needs and the personal and social needs of a holder of a job (Mohamad, Nur Siti & Rusnah, 2013). Its principles are devised in a manner that is meant to address how the nature of the work that a person does affects his behavior and attitudes at the workplace, particularly associating with traits like autonomy and variety in skills. The job design that this paper will examine must be one that will enhance job satisfaction, reduce problems of employees, improve quality of service and that of commodities, and to increase through-put (Mohamad, Nur Siti & Rusnah, 2013). As such, I will use work simplification as my chosen job design.
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Work simplification will be most consequential, regarding the chain’s operations, since it involves making work easier by breaking the jobs down into small sub-sections, after which every section is assigned to an employee with the necessary knowledge (Mohamad, Nur Siti & Rusnah, 2013). The employee will always perform the tasks repeatedly and perfect his skills through experience. Therefore, the employee will attain the fitness and proficiency in performing the repetitive work, and hence his productivity will improve, and as such, the profits of the company will also increase. Additionally, work simplification will be efficient because its cost of training is virtually minimal due to the low skill level that is needed to carry out the simplified works. It is critical to note that people with high skill levels always demand higher salaries and it is better to have workers demand low levels of salary and who are willing to be trained and learn on the job.
Preferred Organizational Structure
It will be preferable to use a functional structure as the preferred organizational structure because it centers on core functions that include human resources, finance, engineering, marketing, and accounting among other functional areas that are necessary for any organization that is still in the process of developing (Tran & Tian, 2013). Since the plan is to open five new locations in the next two years, it will be important to begin with recruiting managers in the already mentioned functional regions. On the other hand, the managers will have the responsibility of hiring coordinators within the departments that they are responsible for in the respective companies who will be working under them (Tran & Tian, 2013). As such, it will not be my sole responsibility to recruit all the workers of the new branches. The managers may get promotions in future after the development and the growth of the branches based on their performances in their departments.
A functional structure will be very imperative in this scenario because it ensures the effective utilization of the human resources. Every department will have workers who possess the necessary skills or expertise in carrying out the duties that will be assigned to them (Tran & Tian, 2013). As a result, the employees will do their best in carrying out the work that has already been simplified and meet the strategies of the newly started companies. The functional structure will be vital at ensuring that the companies become successful because the departments will work towards meeting their objectives that are meant to ensure that the goals of the company are well implemented.
Recruitment and Selection Strategy
There are several recruitment strategies that can be used by the staffing professionals as well as the human resource managers to be innovative in their hiring process and get the talents that can drive a company to the topnotch (Brown, 2011). In the case of the five new companies that are to be started under the Dunkin’ Donuts, it will be essential to place advertisements online and in newspapers and also to rely on recruitment and employment organizations to target the best workers who can meet the needs of the companies.
The agency will find it significant to use the advertisements of jobs online and in newspapers as a recruitment technique. The individuals who are normally searching for jobs always check for job advertisements that are placed in the national and local prints as well as publications that are online because they are the commonly recognized methods of recruitment for businesses (Brown 2011). As such, it will be imperative to advertise in the places that are best suited to capture the attention of the job seekers that the company needs. For instance, since the business deals in iced and hot beverages, baked goods, bagels, and donuts, the company will advertise in the websites and particular business publications with high rates of traffic. The advertisements will typically encompass the core information like location of the companies, title of the work, compensation package, description of the job, qualifications that are needed for every job, and the instructions of how to apply.
On the other hand, the company will also use recruitment and employment organizations to hire its workers as it is an effective strategy for staffing (Brown 2011). Employment organizations are efficient because they will save the companies lots of difficulties. Such hurdles are normally encountered in the issues to do with checking references, examination of multiple resumes and application letters, and evaluating qualifications as well as testing the applicants. Such organizations will present workers that they have already analyzed their qualifications, work experience, and competencies, and thus the company will be assured of getting the employees that will add value once hired.
Training and Performance Appraisals
The company will come up with development and training tools in a manner that ensures that managers effectively carry out performance appraisals entails designing the procedure as well as training workers on how the tools should be used (Lunenberg, 2012). On the other hand, it will involve training supervisors on setting the performance objectives and giving feedback at the appropriate time while sticking on the legal principles, dispensing resources such as monitoring the entire process and giving instructions. Moreover, as the manager, I will invent a thorough performance appraisal for development and training that will make it possible for the company to authenticate that workers possess the necessary knowledge and skills to accomplish the work. The knowledge and skills that the workers have should produce services and products of high quality that will attract customers and yield the company more profits.
Getting started with the employees who have gained experience with Dunkin Donuts will be critical as it will help the newly hired persons to learn from them. It will also be significant to train the workers of the companies to ensure that the business is successful. The training will focus on various fields such as job shadowing and orientations. Job shadowing will make it possible for the new workers to learn from the employees with experience when they work. Additionally, the company will have seminars and orientations that run for two weeks that will assist in introducing the new workers to the formulated policies of the business, structure and procedures (Lunenberg, 2012). The presentations will be essential since they can be vital when conveying changes when the business has not fully stabilized. The training that will also entail constant coaching meetings will always be a continuous process that equips the employees with new skills due to the technological revolution. Such a training procedure will always point out the employees’ weaknesses and strengths and also update them on their performance.
The newly started companies will also conduct performance appraisals on a monthly basis in the areas that concern the workers’ potential advancement, reliability, competence, and dedication (Lunenberg, 2012). Performance appraisal will be significant because it will show the progress of the employees based on the training that they get. The company will come up with a scale of 1-10 that ranks the employees’ performances. A scale of one to three will be for showing their strengths while a scale of four to six will be four the average performers and a scale of seven to ten will be for ranking workers who have performance disparities. The scale will help in finding out where all the workers of the company fall short and then adjust the training program in a manner that address the regions of weaknesses.
Conclusion
To conclude with, the success of the companies that are newly started require an effective job design like job simplification that this paper has discussed. It also needs a recruitment and strategy like placing advertisements online and in newspapers and also to rely on recruitment and employment organizations to target the best workers who can meet the needs of the companies. Such a recruitment strategy assists in reaching a wide base of job seekers within the shortest time possible. Additionally, the companies’ training will also focus on various fields such as job shadowing and orientations while performance appraisal will rely on a scale of one to ten that will assist in finding out where all the workers of the company have disparities.
References
Brown, J. N. (2011). The Complete Guide to Recruitment: A step-by-step approach to selecting, assessing and hiring the right people . Philadelphia, PA: Kogan Page.
Lunenberg, F. C. (2012).Organizational Structure: Mintzberg’s Framework. International Journal of Scholarly, Academic, Intellectual Diversity, Vol. 14, NO. 1.
Mohamad, N. M., Nur I. Y., Siti A. N., & Rusnah, J. (2013). “Exploring the Relationship between Job Design and Knowledge Productivity: A Conceptual Framework in the Context of Malaysian Administrative and Diplomatic Offers.” Journal of Organizational Knowledge Management, Vol. 2013, pp. 1-8, DOI: 10.5171/2013.128970
Tran, Q. & Tian, Y. (2013). "Organizational Structure: Influencing Factors and Impact on a Firm." American Journal of Industrial and Business Management, Vol. 3 No. 2, pp. 229-236. Doi: 10.4236/ajibm.2013.32028 .
