duction: Staffing is referred to as that process of identifying and addressing the needs of the organization concerned with right hiring and right placement of employees. Staffing also refers to a strategic process whereby organizations are able to identify gaps in case there are number of employees and few jobs or vice versa. Staffing is concerned with identifying gaps and filling up purposefully so that the organization efficacies are maintained. In order to improve the recruitment in Dunkin Doughnuts Industries it is suggested that the firm restructures its staffing process. Dunkin Doughnuts industries needs now to look at strategizing its human resources function by looking at how best to recruit select and retain workers who are skilled . Job design at Dunkin doughnuts? New applicants can be attracted only when they are communicated about the vision of Dunkin industries as being a very good employer. Though initially the wage rates are low, the firm assures the employees that in the wake of the defense contract , their wages will be raised .the firm can also attract new applicants if it is able to bring out the inventiveness of the job .it can also attract new applicants if it is able to assure that as the skilled work force in this industry is not very high, talent would be recognized and a suitable reward and compensation package will be paid . New applicants can be attracted only if Dunkin Doughnuts l is able to make its work profile and inclusive workplace very visible . 1 Skilled workmanship that is needed at Dunkin's s can be translated into an attractive and productive workforce only if the proper attractions, reward and compensation packages are given to workers. Furthermore the workers should also have enough growth opportunities given to them so that it enhances their professional abilities and also affords career growth opportunities. Workers who are highly skilled always look for career growth and so Dunkin Doughnuts industries needs to draw up the growth opportunities that are available in this company. So to make the recruitment look attractive Dunkin Doughnuts should advertise a. b. c. d. e. f. the compensation and reward package the professional growth opportunities the training and knowledge management tools that will be given to employees the inclusive workplace the ability to acquire professional qualifications in the industry. to be associated with a total quality management ethos The selection tools The selection tool that will be very useful for Dunkin Doughnuts industries will be skilled workers. Skills Testing is of prime importance for Dunkin Doughnuts because the workers have to be dexterous in their work and they need to be competent in their area of work .Workers can be tested for their ability through skill tests . These assessments are regularly used by firms are available to Dunkin Doughnuts. The most relevant selection tool here would be their prior experience in sewing machine operating . There are three critical elements that a candidate must possess in order to succeed within a job: knowledge, skills, and personal attributes. Together they form a \"triangle of success .The major part of the recruitment and selection process of the company should be done via internet. The firm needs to post jobs on its website asking 2 applicants to email their resumes at the portal. The company also has its collaboration with various job portals for recruitment The Human Resource division of the company looks at each resume for choosing potential employees. The company should use the following methods for recruiting: 1. Advertisements 2. Employment Agencies 3. Internet Recruiting (E-Recruiting) Out of these e-recruiting has been the most powerful tool for the company. This method is also cheaper than conventional recruiting methods. Internet recruiting has also improved the company's ability towards handling job applications as well as job postings through minimizing paperwork along with automation of key recruiting activities. Skilled workforce usually searches the internet for jobs and hence this will enable Dunkin Doughnuts industries to look at this recruitment tool. The internet is a very powerful medium for job seekers. Majority of the skilled workforce have their resumes listed on job sites. A good advertisement by Dunkin Doughnuts can link skilled workers to Dunkin Doughnuts. Since the internet is available to all geographies, Dunkin Doughnuts can also look at people who live away from Dunkin Doughnuts but could still find it ideal to relocate. Another important method of recruitment could be through employee referrals for which every employee would be given a bonus. Generally skilled workers have their pivotal talent pool working in other firms of similar skills. Employees should be communicated about the policy in Dunkin Doughnuts for referrals. 3 Just as the recruitment process can be tailored to reduce turnover, the new employee selection process can also be designed to identify candidates who will be less likely to leave the organization after they are hired. Past job performance is an important consideration during the selection process, but it's also a good idea to evaluate characteristics that are predictive of turnover. Every new employee selection should be made as per the current industry benchmark processes. The recruitment is for very skilled workforce hence the best of conditions should be put forth. a. Use Realistic Job Previews to properly manage the expectations of candidates. b. Prepare well for interviews and ensure they are structured with the job in mind. c. Investment in the selection process will be rewarded with higher performance. d. Line supervisors should be allowed to select the right candidate. e. Periodically benchmark the salaries that Dunkin Doughnuts offers so that employees know that there are good wage incentives to join Dunkin Doughnuts. A good recruitment and section tool ensures that the right fit between the workers and the firm is achieved. This not only enables the firm to get good workers but also makes workers look at enhancing their productive abilities and brings in employee loyalty. Training and performance appraisal: Every employee who is hired needs to undergo extensive service training in all aspects of Dunkin doughnuts philosophy, culture ,work and in other related areas . The firm's diversity goals are very clear. It strives to bring in an inclusive employee base which is the most important 4 reason for sustainable business. There is diversity programs built on quantitative and qualitative components and from senior leadership buy ins. The diversity goals program was a corporate philosophy towards sustainable growth initiatives .Employment Practices adhere to world class practices of nondiscriminatory treatment to all employees. The leadership technique and executive resilience to work place diversity is much attuned to the corporate philosophy of senior management serving as external board members of diversity related firms. The recruitment and hiring policies are the multi touch approach where leaders hire people from various sectors to bring in that leveled combination of all types of people. It is very important to understand that for good growth it is important that workplace is all inclusive in affording opportunities for all to grow Conclusion: Dunkin Doughnuts has to tap on the synergies of the right fit of candidates from key pool of applicants from the talent pool and by networking among different consultants. Dunkin Doughnuts should not hire just for the sake of hiring. A process of hiring at Dunkin Doughnuts should look at the right candidate for the highly skilled jobs. This laborious process yields results as this brings in that extra efficiency in recruitment (Kilborn, 1992). References: Kilborn, P. T. (1992, October 4). A company recasts itself to erase years of bias. The New York Times, p. A1. Randall S. Schuler, S. E. (2007). Stretegic Human Resourse Management. Victoria: Blackwell Publishing. 5 Schuler, R. S. (1992). Repositioning the human resource function: Transformation or demise? In Frost, P.J., Mitchell, V.F. & Nord, W.R. eds., HRM Reality: Putting Competence In Context. Cincinnati: Southwestern Publishing Company. 6 Introduction: Staffing is referred to as that process of identifying and addressing the needs of the organization concerned with right hiring and right placement of employees. Staffing also refers to a strategic process whereby organizations are able to identify gaps in case there are number of employees and few jobs or vice versa. Staffing is concerned with identifying gaps and filling up purposefully so that the organization efficacies are maintained. In order to improve the recruitment in Dunkin Doughnuts Industries it is suggested that the firm restructures its staffing process. Dunkin Doughnuts industries needs now to look at strategizing its human resources function by looking at how best to recruit select and retain workers who are skilled . Job design at Dunkin doughnuts? New applicants can be attracted only when they are communicated about the vision of Dunkin industries as being a very good employer. Though initially the wage rates are low, the firm assures the employees that in the wake of the defense contract , their wages will be raised .the firm can also attract new applicants if it is able to bring out the inventiveness of the job .it can also attract new applicants if it is able to assure that as the skilled work force in this industry is not very high, talent would be recognized and a suitable reward and compensation package will be paid . New applicants can be attracted only if Dunkin Doughnuts l is able to make its work profile and inclusive workplace very visible . 1 Skilled workmanship that is needed at Dunkin's s can be translated into an attractive and productive workforce only if the proper attractions, reward and compensation packages are given to workers. Furthermore the workers should also have enough growth opportunities given to them so that it enhances their professional abilities and also affords career growth opportunities. Workers who are highly skilled always look for career growth and so Dunkin Doughnuts industries needs to draw up the growth opportunities that are available in this company. So to make the recruitment look attractive Dunkin Doughnuts should advertise a. b. c. d. e. f. the compensation and reward package the professional growth opportunities the training and knowledge management tools that will be given to employees the inclusive workplace the ability to acquire professional qualifications in the industry. to be associated with a total quality management ethos The selection tools The selection tool that will be very useful for Dunkin Doughnuts industries will be skilled workers. Skills Testing is of prime importance for Dunkin Doughnuts because the workers have to be dexterous in their work and they need to be competent in their area of work .Workers can be tested for their ability through skill tests . These assessments are regularly used by firms are available to Dunkin Doughnuts. The most relevant selection tool here would be their prior experience in sewing machine operating . There are three critical elements that a candidate must possess in order to succeed within a job: knowledge, skills, and personal attributes. Together they form a \"triangle of success .The major part of the recruitment and selection process of the company should be done via internet. The firm needs to post jobs on its website asking 2 applicants to email their resumes at the portal. The company also has its collaboration with various job portals for recruitment The Human Resource division of the company looks at each resume for choosing potential employees. The company should use the following methods for recruiting: 1. Advertisements 2. Employment Agencies 3. Internet Recruiting (E-Recruiting) Out of these e-recruiting has been the most powerful tool for the company. This method is also cheaper than conventional recruiting methods. Internet recruiting has also improved the company's ability towards handling job applications as well as job postings through minimizing paperwork along with automation of key recruiting activities. Skilled workforce usually searches the internet for jobs and hence this will enable Dunkin Doughnuts industries to look at this recruitment tool. The internet is a very powerful medium for job seekers. Majority of the skilled workforce have their resumes listed on job sites. A good advertisement by Dunkin Doughnuts can link skilled workers to Dunkin Doughnuts. Since the internet is available to all geographies, Dunkin Doughnuts can also look at people who live away from Dunkin Doughnuts but could still find it ideal to relocate. Another important method of recruitment could be through employee referrals for which every employee would be given a bonus. Generally skilled workers have their pivotal talent pool working in other firms of similar skills. Employees should be communicated about the policy in Dunkin Doughnuts for referrals. 3 Just as the recruitment process can be tailored to reduce turnover, the new employee selection process can also be designed to identify candidates who will be less likely to leave the organization after they are hired. Past job performance is an important consideration during the selection process, but it's also a good idea to evaluate characteristics that are predictive of turnover. Every new employee selection should be made as per the current industry benchmark processes. The recruitment is for very skilled workforce hence the best of conditions should be put forth. a. Use Realistic Job Previews to properly manage the expectations of candidates. b. Prepare well for interviews and ensure they are structured with the job in mind. c. Investment in the selection process will be rewarded with higher performance. d. Line supervisors should be allowed to select the right candidate. e. Periodically benchmark the salaries that Dunkin Doughnuts offers so that employees know that there are good wage incentives to join Dunkin Doughnuts. A good recruitment and section tool ensures that the right fit between the workers and the firm is achieved. This not only enables the firm to get good workers but also makes workers look at enhancing their productive abilities and brings in employee loyalty. Training and performance appraisal: Every employee who is hired needs to undergo extensive service training in all aspects of Dunkin doughnuts philosophy, culture ,work and in other related areas . The firm's diversity goals are very clear. It strives to bring in an inclusive employee base which is the most important 4 reason for sustainable business. There is diversity programs built on quantitative and qualitative components and from senior leadership buy ins. The diversity goals program was a corporate philosophy towards sustainable growth initiatives .Employment Practices adhere to world class practices of nondiscriminatory treatment to all employees. The leadership technique and executive resilience to work place diversity is much attuned to the corporate philosophy of senior management serving as external board members of diversity related firms. The recruitment and hiring policies are the multi touch approach where leaders hire people from various sectors to bring in that leveled combination of all types of people. It is very important to understand that for good growth it is important that workplace is all inclusive in affording opportunities for all to grow Conclusion: Dunkin Doughnuts has to tap on the synergies of the right fit of candidates from key pool of applicants from the talent pool and by networking among different consultants. Dunkin Doughnuts should not hire just for the sake of hiring. A process of hiring at Dunkin Doughnuts should look at the right candidate for the highly skilled jobs. This laborious process yields results as this brings in that extra efficiency in recruitment (Kilborn, 1992). References: Kilborn, P. T. (1992, October 4). A company recasts itself to erase years of bias. The New York Times, p. A1. Randall S. Schuler, S. E. (2007). Stretegic Human Resourse Management. Victoria: Blackwell Publishing. 5 Schuler, R. S. (1992). Repositioning the human resource function: Transformation or demise? In Frost, P.J., Mitchell, V.F. & Nord, W.R. eds., HRM Reality: Putting Competence In Context. Cincinnati: Southwestern Publishing Company. 6 Assumption and Context: You 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 owns 20 other Dunkin Donuts locations. Your employer took an employee inventory and examined all current employees. It has been noted by the owner that you have a highly successful track record. You have been recognized for doing an exceptional job staffing, leading, training, coaching, and managing people. You have been recognized for successfully managing all key components of your store and have successfully managed key business drivers such as cash, profits, growth, asset utilization and people. In regards to the metrics that are used to measure their stores for sales, quality, and customer service, your store is the top performing store in their system. Congratulations! You have just been promoted to District Manager! The Dunkin Donuts franchisee sees your growth potential and the growth potential in your geographic area. The owner now has committed significant capital and plans to open five new locations over the next two years. You will be given complete autonomy, authority, and responsibility to structure, staff, and operate these five new locations. You will be playing a key role in this expansion for growth. Assignment: Prepare a fivepage paper (excluding the title and reference pages), including at least three scholarly sources, in addition to the textbook, formatted according to APA style guidelines as outlined in the Ashford Writing Center. In your paper, explain your chosen job design, organizational design, your recruiting strategy and methods, and your training and performance appraisal process as the new District Manager for Dunkin Donuts. You must organize your paper using the following section headings and include additional section headings as needed: 1. Introduction 2. Job Design 3. Organizational Design 4. Recruiting and Selection 5. Training and Performance Appraisals 6. Conclusion