HRM Final Assignment. PDF

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BRIEF OVERVIEW OF KFC KFC also known as Kentucky Fried Chicken was established in 1952 which now became the leading fast food chain restaurants in Louisville in US. Since 1997, the company always valued the concept of Yum brand so that it can make its mark and reputation in the fast food industry. As KFC enlarged its functioning on international level, it became important for them to promote uniformity and consistency in its management and business operations. KFC mainly sells burgers, grilled and roasted chickens, salads, wraps and others along with desserts and side dishes.

RECRUITING KFC performs both types of recruiting internal and external. Internal recruiting is done for all levels of management and external recruitment is rarely done for this level. The restaurant managers and shift supervisors are never hired externally at the outlets. The employees already working with the company are given training to develop their skills and knowledge needed for such designations. Only team members and assistant restaurant managers are hired externally to persuade fresh blood and talent in the organisation. Internal recruitment is done in two ways: Employee recommendation – Employees are told about the vacancy so that they can give reference to the management team about the potential candidate for the vacant designation. Word of mouth – E-mails are circulated throughout the organisation so that a wide range of prospective candidates can be reached. Therefore, there is also a job opportunities page on the company’s website which allows people to send their CVs directly to the HR department. These resumes are stored in the company’s database for future usage purpose when there is vacancy within the organisation. All tests are developed for recruitment and selection on International level in US because of which they are designed by the experts of that field. There are certain rules and regulations that the applicants have to be accept for attaining successful position in the company. KFC uses it’s three key tests for the selection of candidates : Team Member Readiness Inventory – these type of tests are for team members in which attitude is kept and given priority for assessing employee’s skills. Hiring Champions Inventory – these kind of tests are designed for assistant restaurant managers and they are updated on yearly basis to take a note of the changing requirements of the relevant job positions in the organisation.

IQ Test – this test is only held for the staff to be employed at support Centre.

Recruitment at Support Center The recruitment for Support Centre is mostly done internally in which the head of the particular department who has identified that there is a need of new employee contacts the HR department. HR department then check their database and suggests candidates who seem to be relevant for the job. If an employee consists all the required skills and fits the vacant job position, he/she is suggested for that position and after approval and joint agreement of the CEO, departmental head and HR head, he/she is given further training and is improved for the relevant designation. If the company thinks that there is a need for external recruitment, then they place an advertisement in the newspaper or they inform the employees about the job opening and are encouraged to spread the word. After a number of candidates are gathered, HR department is responsible for initial screening. A shortlist of the qualified and relevant candidates is developed and an interview with them is organised. The primary level interview takes place between the head of the particular department and the applicants. Afterwards, entry level tests are conducted to assess the competence level and knowledge of the candidates. Later, a more refined and filtered short list of the candidates is developed and second interview of the candidates is organised with the CEO, HR head and relevant departmental head. Finally, in the end the qualified candidate is given a job offer and an employment contract is signed by the candidate in which all the details and all the terms and conditions of the job are clearly mentioned. An orientation is done in the company’s premises so that the new staff member gets introduced with the colleagues and important people of the organisation.

Recruitment process at Business Units In the business units they perform external recruitment only for front-end employees whereas backend employees are recruited internally. The minimum requirement for front-end employees to become eligible for the job is to have basic high school education. Then the resumes of the applicants are short-listed and an aptitude test is conducted. The results of the test are given on the basis of colours i.e. red, green or yellow. Red colour rating indicates a clear "NO", which means not to hire that employee as he/she is not eligible for the job, whereas, Green colour rating indicates that the candidate is best suited

and relevant for the job and Yellow colour rating shows that the candidate is eligible to be hired but he/she needs to be watched during work. Then the interviews are conducted and final selection is made in the second round of interview.

VISION STATEMENT To be leading integrated food services group in ASIAN region delivering consistent quality products and excellent customer focused. KFC’s parent company is Yum Brands and their vision and strategy is “committed o continuing the success realised during the first 10 years. Our success has only begun as we look forward to the future, one which promises a long runway of growth, especially on a international level. Our passion, as a restaurant company is to put a yum on peoples faces around the world. Satisfying customers every time they eat our food and doing that better than any other restaurant company. The unique eating experience at each of our restaurants make our customers smile and inspire their loyalty for life. Toward that end, our associates around the world are trained to be customer maniacs.

MISSION STATEMENT To maximise profitability, improve shareholder value and deliver sustainable growth year after year.The association of of KFC franchises. inc is united to protect, promote and advance the mutual interests of all member franchises and the Kentucky Fried Chicken system. We want to sell food in a fast, friendly environment that appeals to pride conscious and health minded consumers.

FACTORS EFFECTING KFC’S RECRUITMENT

ORGANISATIONAL STRUCTURE OF KFC

Conclusion KFC Corporation managed to develop an effective and efficient HR department to look after their international operations successfully. The company is successful because of their policies of developing an efficient, loyal and focused workforce by distributing sufficient resources in their recruitment and selection processes. Even the policies are developed in a manner and accordance to the latest market trends so that the gap between the demand and supply of personnel is appropriately planned out....