Final Dominos

8/3/2019 Final Dominos

1/54

TABLE OF CONTENTTABLE OF CONTENT .................................................................................................... 1

DOMINOS .................................................................................................................. 4

DOMINOS IN PAKISTAN: ............................................................................................................. ...5

DOMINOS`S IMAGE AS AN EMPLOYER: ............................................................................ ........5

FACTS AND FIGURE: .........................................................................................................................5

DOMINOS MISSION .................................................................................................... 6

FOR INTERNATIONAL: .....................................................................................................................6

RELATED TO PAKISTAN: .................................................................................................................6

DOMINOS VISION ....................................................................................................... 7

PRODUCTS .................................................................................................................. 8

DOMINOS PEOPLE PHILOSOPHY ................................................................................. 9

OPERATIONAL EMPLOYEES .................................................................................................... ....11

OPERATIONAL STAFF: ......................................................................................... 12

OPERATIONAL MANAGER: ................................................................................... 12

GENERAL ADMINISTRATIVE EMPLOYEE ................................................................................13

THE RECRUITMENT & SELECTION PROCESS .............................................................. 14

RECRUITMENT .................................................................................................................................14

INTRODUCTION: ................................................................................................. 14

DEFINITION:........................................................................................................ 14

RECRUITMENT IN DOMINOS: .............................................................................. 15

EMPLOYEES ABILITY: ......................................................................................... 16

PLANNING AND FORECASTING ...................................................................................................17

FORECASTING PERSONNEL NEEDS: .................................................................... 17

FORECASTING THE SUPPLY OF INSIDE CANDIDATES: ......................................... 18


2/54

FORECASTING THE SUPPLY OF OUTSIDE THE ORGANIZATION ........................... 18

INTERNAL RECRUITMENT .................................................................................................... .......18

INTRODUCTION: ................................................................................................. 19

DEFINITION: ....................................................................................................... 19

SOURCES OF RECRUITING INTERNAL CANDIDATES ............................................ 21

EXTERNAL RECRUITMENT ..........................................................................................................23

INTRODUCTION: ................................................................................................. 23

DEFINITION:........................................................................................................ 23

EXTERNAL RECRUITMENT AND DOMINOS ..................................................................... ..... .24

SOURCES OF EXTERNAL RECRUITMENT ............................................................. 25

RECRUITMENT PROCESS ..............................................................................................................30

IDENTIFY VACANCY:............................................................................................ 30

PREPARE JOB DESCRIPTION AND PERSON SPECIFICATION:................................ 31

ADVERTISING THE VACANCY: ............................................................................. 31

SHORT-LISTING: .................................................................................................. 31

ARRANGE PRELIMINARY INTERVIEWS: ................................................................ 31

CONDUCT INTERVIEW: ....................................................................................... 32

EMPLOYEES TESTING AND SLECTION ................................................................................. ....32

RELIABILITY: ....................................................................................................... 32

VALIDITY: ............................................................................................................ 33

THE SELECTION POLICY ..............................................................................................................35

EEO: ................................................................................................................... 35

QUALITY OF PEOPLE: .......................................................................................... 36

SOURCE OF PEOPLE: .......................................................................................... 36

MANAGEMENT ROLES: ........................................................................................ 36

SELECTION STEPS ............................................................................................... 40


3/54

CONCLUSION ................................................................................................................................. ...51


4/54

DOMINOS

The Beginning

1. The Domino's franchise started out as just one tiny store. It was purchased and started bybrothers Tom and James Monaghan in 1960. At that time, the restaurant was known, not as

"Domino's," but as "Dominick's Pizza" and was located in Ypsilanti, MI. The two brothers

only worked as a team until 1961, when James traded his half of the business to his brother

for the price of a Volkswagen Beetle. In 1965, the name "Dominick's" was traded for"Domino's."

Growth

2. The second Domino's pizza store was opened in Ypsilanti in 1967, officially starting the

Domino's franchise. Since that time, the chain has experienced record-breaking growth: By1978, 200 Domino's restaurants had been opened, and by 1983, the chain boasted 1,000

openings as well as restaurants in Australia and Canada. By 1985, Domino's was the fastest-

growing chain in the United States, with additional locations in England and Japan.

Obstacles

3. As hugely successful as the Domino's pizza franchise has been, the chain's history has

been riddled with obstacles and troubles. In 1968, the company's headquarters were

destroyed in a fire. In 1975, Domino's entered, and eventually won, a 5-year legal battle over

trademark infringement claims posed by Domino Sugar. In 1989, a man named Kenneth

Noid created a hostage situation at an Atlanta restaurant, angrily believing that the company's"Avoid the Noid" ad campaign (featuring a pizza-stealing, stop-motion animation character

known as "The Noid") to be a personal insult. Luckily, Noid surrendered to police withoutharming his hostages, though he did force them to make pizza for him.

Delivery

4. From the early days of the company, Domino's has had a delivery-focused business

model. This approach helped the business gain a serious leg up during the late 1960s whenthe store's East Lansing location gained massive popularity with Michigan State University

students wanting convenient food options without having to have their own cars. The

delivery-heavy model prompted the restaurant's famous "30 minutes or it's free" guarantee.However, this guarantee was rescinded in 1993 as a result of complaints about recklessdriving and accidents caused by delivery drivers in a rush to meet the requirements.

Today

5. Nowadays, Domino's pizza continues to grow, with over 8,000 store locations worldwide.

The company has continued to develop its business model by featuring many non-pizza
http://www.ehow.com/business/http://www.ehow.com/legal/http://www.ehow.com/cars/http://www.ehow.com/legal/http://www.ehow.com/cars/http://www.ehow.com/business/


5/54

menu items and incorporating new customer service options such as online order. Domino's

has also been listed in Entrepreneur magazine's list of the top 10 best franchise opportunities

DOMINOS IN PAKISTAN:

Aiming to be the world's best quick service restaurant, DOMINOS Pakistan opened its doors in

September 1998 at Lahore and presently operating in six major cities with a network of 20

restaurants. With a strong belief in the Ray Krock phrase when you are green you are growing,DOMINOS Pakistan has an aggressive plan to expand in all other cities of Pakistan and is

rapidly growing with the focus to provide friendly and quick service restaurant experience to our

customers.

DOMINOS`S IMAGE AS AN EMPLOYER:

Our overall image and local reputation as an employer is shaped daily by many factors, including

the benefits programs, compensation package, fun working place coupled with numerousenthusiasm activities, employee development programs, and our world renowned best people

practices.

Employees, the key ingredient play a vital role each day in shaping our over all employment

image through their performance behavior. Realizing our people strength we provide the best

employment experience to our employees in order to achieve the goal of giving the worlds best

quick-service restaurant experience to our valued customers. We strive to recruit the best, hirethe best, and provide the best place to work.

FACTS AND FIGURE:

DOMINOS restaurants are found in 119 countries and territories around the world and servenearly 47 million customers each day. DOMINOS operates over 31,000 restaurants worldwide,

employing more than 1.5 million people. Most standalone DOMINOS restaurants offer both

counter service and drive-through service, with indoor and sometimes outdoor seating. Morethan 75% of DOMINOS restaurants worldwide are owned and operated by independent local

Men and Women.


6/54

DOMINOS MISSION

FOR INTERNATIONAL:

Be the best employer for our people in each community around the world

Deliver operational excellence to our customers in each of our restaurants; and

Achieve enduring profitable growth by expanding the brand and leveraging the strengths

of the DOMINOS system through innovation and technology

RELATED TO PAKISTAN:

DOMINOS mission is to be our customers' favorite place and way to eat with inspiredpeople who delight each customer with unmatched quality, service, cleanliness and value every

time. we invite you to be the part of this winning team and give yourself an opportunity to grow

with the family of people striving to create smiles on the faces of millions of people every day.


7/54

DOMINOS VISION


8/54

PRODUCTS

DOMINOS is a fast food restaurant, and have the variety of products that are served to thecustomers. The range of foods offered depends on the time of day. Lunch items such as pizzas and

fries are generally not served during breakfast time. The food prices vary region to region or

countries.

SOME PRODUCTS ARE:


9/54

RETENTION RECURITING

WORK

ENVIRONMEN

T PERFORMANCE

DOMINOS PEOPLE PHILOSOPHY

RESPECT AND RECOGNITION:

Every employee is consistently treated with dignity and respect. All employees are valued and

recognized for their contribution to the organization.

VALUES AND LEADERSHIP BEHAVIORS:

Every employee is a leader who listens and communicates openly and honestly and every

employee acts in the interest of all other people who contribute to the success of the business,

including customers, owner, and suppliers.

TOTAL COMPENSATION:

To recognize our people part in our business success, our Pay and Rewards program follows aPay-for-Performance philosophy, the better results produced by employees, the greater pay

opportunities.

LEARNING, DEVELOPMENT AND PERSONAL GROWTH:

Employees have the opportunity to advance in skill, contribution and career level through high-

quality training, coaching and feedback.

ACCORDING TO THE HR MANAGER OF DOMINOS:-

At DOMINOS Pakistan, our people are our most important asset. We provide the best

employment experience for our employees in order for DOMINOSs Pakistan to achieve ourgoal of providing our valued customers with the worlds best quick-service restaurant

experience. We strive to recruit the best, hire the best, and provide the best place to work.


10/54

EMPLOYEES DIVISION IN DOMINOS`S

According to the recruitment policy of DOMINOS the total employees are categorized on the

basis of Operational and General and Administration staff. This main division of employeesconsists of 95% Operational workers and only 5% General & Administration (G&A).

EMPLOYEES

G & AOPERATIONAL


11/54

OPERATIONAL EMPLOYEES

The operational staff is further divided into different types according to their job tasks. The

division of operational employees can be identified through following diagram.

OPERATIONAL

EMPLOYEES

OPERATIONAL

STAFF

OPERATIONAL

MANAGER


12/54

The designations which are covered under these two heads are as follows:

OPERATIONAL STAFF:

Floor Manager

Restaurant Manager

1st Assistant Manager

2nd Assistant Manager

Group Leaders

Crew Members

OPERATIONAL MANAGER:

Area Manager

Area Supervisor

Trainee Manager

First line Manager

Quality control Manager


13/54

GENERAL ADMINISTRATIVE EMPLOYEE

GENERAL ADMINISTRATIVE

EMPLOYEES

MARKETING

DEPARTMENT

HRM

DEPARTMENT

ACCOUNTS

DEPARTMENT


14/54

THE RECRUITMENT & SELECTION PROCESS

RECRUITMENT

INTRODUCTION:

The recruitment decision is of prime importance as the vehicle for obtaining the best possible

person-to-job fit which will, when aggregated, contribute significantly towards the Company'seffectiveness. It is also becoming increasingly important, as the Company evolves and changes,

that new recruits show a willingness to learn, adaptability and ability to work as part of a team.

The Recruitment procedure should help managers to ensure that these criteria are addressed.

The Company Recruitment Policy will:

be fair and consistent;

be non-discriminatory on the grounds of sex, race, age, religion or disability;

conform to statutory regulations and agreed best practice

DEFINITION:

Recruitment is the process whereby a firm attracts or finds capable individuals to apply

for employment. Of course, the objective is to find these applicants at the lowest possible

cost

The duties and human requirement of a companys job is defined by job analysis .the next step is

to recruit and select the employee. The process of recruitment and selection is a series of hurdles

It is consist of following steps

Personnel planning and forecasting

Build a pool of candidate(internal & external recruitment)\

Candidates complete application form , go for initial screening interview

Selection tools

o Tests

o Background investigation

Make an offer and final interview


15/54

THE RECRUITMENT & SELECTION PROCESS

RECRUITMENT IN DOMINOS:

Job

Developed

Personnel

planning

and

recruitmen

t

Pool of

candidate

Internal

recruitment

Candidate

application

from

Initial

Interview

Selection

Tool

Make an

Offer

Final

interview

External

recruitme

nt


16/54

The reputation of any business ultimately depends on the quality of its products. High quality

products need high quality people

to create

design

produce &

deliver them

So if a business is to maintain its reputation it needs to do well at recruiting high quality

employees. For any business offering a large element of personal service, an ability to recruit,

train and retain high quality staff is particularly vital.

For DOMINOS, people are its most important Asset. This is because customer satisfaction

begins with the attitudes and abilities of employees and committed, effective workers are the bestroute to success. For these reasons, DOMINOS strives to attract and hire the best, and to

provide the best place to work.

EMPLOYEES ABILITY:

DOMINOS needs people who want to excel in delivering outstanding service. To ensure the

company recruits the right people, it has identified essential skills and behaviours that applicants

should be able to demonstrate. For each position there is a job description outlining typical duties

and responsibilities and a person specification defining personal skills and competences.


17/54

PLANNING AND FORECASTING

The recruitment and selection process starts with employment or personnel planning. This is the

process of deciding what positions the firm will have to fill, and how to fill them. Personnel

planning embrace all future positions, from, maintenance clerk to CEO

Employment planning should flow from the firms strategic plans. Plans to enter new businesses,

build new plants, or tot reduce costs al influence the types of positions the firm will need to fillor eliminate.

If we talk about DOMINOS the management of DOMINOS builds employment plans on basic

forecasts. And there are three things which were kept in mind while forecasting like personal

needs, the supply of inside candidates, and the supply of outside candidates. First of all startswith personnel needs.

FORECASTING PERSONNEL NEEDS:

Here is the forecasting the personnel needs of DOMINOS, the manager should consider

considers several factors when forecasting personnel needs. First of all manager forecast

revenues, and then from that they estimate the size of staff required to achieve the sales volume.

The other factors like resignation or dismissals, decision to upgrade or down grade, technological

changes and the department of financial resources are also kept in mind while forecasting. In any

case DOMINOS use several simple tools for projecting personnel needs as follows.

TREND ANALYSIS:

Trend analysis means studying the firms past employment needs over a period of years to predict

future needs. If we talk about DOMINOS he also do trend analysis, in this technique he take the

data of past employment needs and then he plan the new employs for hiring according to the pastexperience

FORECAST PERSONNEL REQUIREMENTS THROUGH COMPUTERS:

In this type of forecasting DOMINOS uses softwares in which they determine the future staffneeds of projecting sales, volume of production and employees required to maintain this volume

of output.


18/54

FORECASTING THE SUPPLY OF INSIDE CANDIDATES:

DOMINOS will hire the employees inside the organization. The main task of DOMINOS is todetermining which current employee might be qualified for the project opening. Like if

DOMINOS opens a new branch then he check the current branch manager that he is able to

control the function or new branch, if the current employ is fulfilling the requirements thenmanagement hire this manager if he fails then management go for outside hiring.

There are further methods of forecasting of supply of inside candidates.

QUALIFICATION INVENTORIES:

In this organization maintain the records of current employs like his/her education, personalskills, interests, hobbies, in which department he is interesting, special skills, languages, and etc.

on the basis of this organization will decide that which employ is suitable for this post

PERSONNEL REPLACEMENT CHARTS:

In this, the organization use this charts in which the most important positions of inside candidates

by shown his/her present performance and then he promote

POSITIONS REPLACEMENT CARDS:

In this, the organization prepare a position replacement card for each position to show possiblereplacement candidates and there qualification.

FORECASTING THE SUPPLY OF OUTSIDE THE ORGANIZATION

To acquire the potential job candidates in specific occupation like crew members, branchmanager, workers DOMINOS forecast the supply of outside the organization. Mostly this is

done by internet.

INTERNAL RECRUITMENT


19/54

INTRODUCTION:

Internal recruitment means hiring a current employee for the job. It is also known as

current employee or promotions from within

DEFINITION:

Policy that gives preference to existing employee when filing a job vacancy.

Internal recruitments have several advantages like

Increased morale for employees

o The organization is perceived to reward good performance or loyalty. Often, one

promotion leads to another vacant position and this chain effect contributes

further to increased morale.

Employee's work habits are known

o The employee's work habits are known and previous performance appraisals are

on record.

Familiar with the firmo Employee will be familiar with the firm's products, clients, organizational

policies, and corporate culture.

Eliminating orientation sessions

o As an employee already know about that company policies product etc. so

orientation is not required

With having some advantages there are some Disadvantages of internal recruitment some are as

follow

Ifcompany policies mandate internal recruitment, then employees promoted from within maynot have all the requisite skills required for the job. In such cases, employees will have to betrained for their new jobs. This can be a costly process. It becomes even more costly if the chain-

effect of successive internal promotions requires a series of training sessions to be implemented.

Another unintended negative consequence of internal recruitment might be organizationalpolitics. This may occur when more than one employee aspires to the job vacancy. Those not

getting the promotion will be disappointed and may be unwilling to grant the new job-holder the

authority required to do the job


20/54

DOMINOS mostly go for internal recruitment because there is a specific way of working at

MacDonalds. Which they train there employee during their training process. Another reason

DOMINOS go for internal recruitment is this that .DOMINOS offers great opportunities to the

individuals who decide to join their team. They provide

Excellent career paths

extensive training

personal development possibilities &

Attractive reward structures

All of this wrapped up in an international, multi-cultural, dynamic and fun environment. This isreflected in the fantastic team spirit that runs throughout the company. DOMINOS value there

staff and believe in giving people the chance to realize their potential. Thats the reason

DOMINOS is great place to work.


21/54

SOURCES OF RECRUITING INTERNAL CANDIDATES

DOMINOS use two sources for recruiting internal candidates

Job posting

Succession planning

JOB POSTING:

One of the most common means of filling open positions within a firm is by using internal job

postings. One of the most common means of filling open positions within a firm is by using

internal job postings

Advertising of job opening to current employees via bulletin board s, newsletters or

personal letters

Here are some guidelines for job postings:

procedure should be clearly explained to all employees

o procedure must be consistent to avoid employee suspicion

job specifications must be clear

o results in fewer and better applicants

must be specific with respect to the length of time the positions will be open

application procedure must be made clear

o ensure that applicants get adequate feedback once a selection is made

reasons for no acceptance

suggested remedial measures

information concerning possible future openings

assistance in the posting process

DOMINOS go for job posting for many of its position opening. When any job is vacant in

DOMINOS, The HRM department of DOMINOS posts the job opening on bulletin board with

a complete job specification, pay, working hour and a skill required for that position. In

DOMINOS the restaurant manager cater the need of people. Two type of people are recruited in

DOMINOS and they are

staff members

management members


22/54

Under DOMINOS recruitment policy, each individual restaurant is responsible for

filling job vacancy. The human resource department in fortress stadium coordinate the

recruitment of employees.

For recruiting permanent and temporary employees the human resource department of

DOMINOS use several ways. Positions are generally advertised in the restaurant

SUCCESSION PLANNING:

Forecasting the availability of inside executive candidates is particularly important in succession

planning. It is an ongoing process of systematically identifying, assessing, and developing

organizational leadership to enhance performance. Succession planning include three steps

Identifying and analyzing key jobs

Creating and assessing candidates

selecting those who will fill the key position

In DOMINOS Succession Planning senior executives periodically review their top executives

and those in the next lower level to determine several backups for each senior position. This is

important because it often takes years of grooming to develop effective senior managers.DOMINOS do so because there is a critical shortage in companies of middle and top leaders for

the next five years. So Organizations will need to create pools of candidates with high leadership

potential.

DOMINOS careful and considered plan of action ensures that the least possible disruption tothe persons responsibilities and therefore the organizations effectiveness. Examples include

such a person who is

suddenly and unexpectedly unable or unwilling to continue their role within the

organization;

accepting an approach from another organization or external opportunity which will

terminate or lessen their value to the current organization;

indicating the conclusion of a contract or time-limited project; or

Moving to another position and different set of responsibilities within the organization.

A succession plan clearly sets out the factors to be taken into account and the process to be

followed in relation to retaining or replacing the person.


23/54

EXTERNAL RECRUITMENT

INTRODUCTION:

Firms cannot get all the employees they need from their current staff, and sometimes they just

dont want to. As a result of this firms prefer to go for external recruitment.

Where vacancies have not been filled through an internal process or where it is known an eligible

/ suitable candidate is not available internally, recruiters in consultation with Human ResourcesDivision (HRD) will decide if external recruitment is the best option for filling a vacancy.

External recruitment has often been viewed as a necessary evil in that it trades off the need for

outside talent with incentives of inside workers.

The external recruitment and proper campaign increase the popularity of the organization on the

job market, which helps to improve the position for further expansion.

On the other hand, the external recruitment is expensive and takes a lot of energy from the HRMFunction to handle all the job candidates in the selection process.

DEFINITION:

A process of finding and attracting capable applicants for employment outside theorganization the process begins when new recruits are sought and ends when applications

are submitted .the result is pool of applications from which new employees are selected.

ADVANTAGES:

The following are some advantages of recruiting externally:

A larger variety of people will apply for the job.

The person could bring new skills and ideas into the business .

DISADVANTAGES:

The following are some disadvantages of recruiting externally:


24/54

Hundreds of applications may be received. In this case, short listing will be time

consuming.

Money will have to pay in order to advertise the job.

Recruiting externally is a risk. This is because in most cases, a business will not

particularly know the candidates.

EXTERNAL RECRUITMENT AND DOMINOS

In case of DOMINOS it is not very much involved in external recruitment for the operational

level employees however for general and administrative employees DOMINOS prefer external

recruitment. External recruitment plays a very important role. This is because working atDOMINOS is not restricted to restaurants alone. They have a very strong support system.

Already they have provided employment opportunities to accountants, computer operators, real

estate representatives, architects and many others in the areas of marketing, human resources etc.

The External Recruitment allows the organization

to define the right requirements

The organization can select the candidate, which suits the organization best.

brings new people to the organization, which can be a huge benefit for the organization

External recruitment in DOMINOS is a long and difficult process. It managers in taking the

initial job and personal specification, discussing the best cost options for advertising the role,

through to dealing with the response and presenting suitable candidates to your business. The

employees of DOMINOS come from all walks of life.

However while recruiting DOMINOS value people with a positive attitude towards customers,

themselves and other employees and who have high standards of personal performance.


25/54

SOURCES OF EXTERNAL RECRUITMENT

HR department can use various approaches to locate and attract external candidates, oftenlooking to more then one source. Government employment agencies, private employment

agencies, recruiting consultants, head hunters, educational institutions and professional

organization are popular sources, as are advertisements, employee referrals and unsolicitedapplication. Recruiting candidates from all the other sources (like outsourcing agencies etc.) are

known as the external sources of recruitment.

DOMINOS use some of these approaches to attract the external candidates. Through different

external sources they look for candidates who reflect a strong focus on customer and client

service. These sources are described as follows:

ADVERTISEMENT:

Although online recruiting is changing the way the HR managers approach of recruiting.Advertisement through local and national newspapers, magazines, billboards is still used by

many organizations.The choice of advertising media depends on the job for which recruitment isbeing done.

To be effective, advertisers use a guide AIDA to construct ads.

An employment advertisement must have

attention grabbing headlines


26/54

Must be able to create the interest of the reader.

Create the desire by highlighting interestfactors The ad should be able to prompt action

Advertisement must specify the personal qualities, formal qualifications and knowledge, skillsand abilities necessary for success. Moreover the advertisement must enhance the image of the

organization as a good place to wok.

In case ofDOMINOS advertisement of jobs is

on very small scale and it is

based on needs

This is because they mostly recruit employees internally. The reason behind that they are well

known the organizations culture and environment.Depending on your requirements, we canadvertiseExternal advertisements are placed in other regional papers/journals, as required.

UNIVERSITY RECRUITING:


27/54

University Recruiting refers to attracting young professionals and management trainees, many

public and private organizations recruit directly from universities and colleges. Various

management institutes, engineering colleges, medical Colleges etc. are a good source ofrecruiting.

Generally this done via a

University appointments board or career advisory service.

Vacancies are advertised on notice boards and campus interviews are arranged.

Career fairs and career carnivals are arranged for this purpose.

Interested candidates are given a chance

DOMINOS recruits

fresh graduates from the Universities,

For this purpose the company goes to the career carnivals and career fairs of the

universities

Interviews are conducted on the spot.

After interview and criteria test the selected candidates are hired for the job.

It helps to createeffective talent pool and to source the right talent as per job

requirement

They provide facilities for campus interviews and placements. This source is known as CampusRecruitment.

RECRUITING VIA INTERNET/ELECTRONIC RECRUITING:

Electronic recruiting, cyber recruiting or recruiting on the internet present a major change to theway in which companies traditionally recruit personnel

Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract

candidates with the right skill sets and qualifications at the first stage.

A well defined and structured applicant tracking system should be integrated and the

system should have a back-end support.


28/54

Wherever possible, DOMINOS directs applicants towards applying on line. Online

Recruitment technique is relatively a new concept in Pakistani Job Market but DOMINOS

prefer this technique due to its importance of time saving and effective tool to make qualityhiring decision.

The DOMINOS is having a contract with e-recruiting firm www.rozee.pk.

DOMINOS does not have its own website in Pakistan.

They collect online cvc through Rozee.

The Human Resources Department (HR) ofDOMINOS usually handles job applications.

EMPLOYEE REFERRALS:

Recommendation made by current employees can be a useful source of applicants .noticevacancies with request of referrals can be posted on the organizations bulletin board. Prizes and

cash bonuses may be given to who recommend a candidate who is subsequently hired.

DOMINOS also has the policy of recruiting employees with referrals. The existing employees

recommended their friends and relatives for the vacant vacancy. But as mentioned above

DOMINOS focuses on internal recruitment this is done rarely.. Also, the office bearers of tradeunions are often aware of the suitability of candidates. Management can inquire these leaders for

suitable jobs. In some organizations these are formal agreements to give priority in recruitment

to the candidates recommended by the trade union.


29/54

UNSOLICITED APPLICATIONS:

Unsolicited applications often called walk ins and write ins can also be a source of qualifiedpersonnel. Walk ins is people who approach HR department seeking a job. Write ins is those

who submit a written enquiry about job opportunities.

In DOMINOS people normally drop their resume or cv while visiting the restaurant. This type

of cvs are also welcome. Many job seekers visit the office ofDOMINOS, on their own. Such

callers are considered nuisance to the daily work routine of the enterprise. But can help increating the talent pool or the database of the probable candidates for the organization.

JOB CENTERS:

Another way of external recruitment is Job Centers. Job Centre refers that there are candidates

are given the opportunity of an onsite work trial at the work place.

In DOMINOS candidates are given the opportunity of an onsite work trial at a DOMINOS

restaurant as part of their recruitment process. This will gives candidates the opportunity todemonstrate their personal qualities in action, when in different circumstances they might not be

considered for employment on the strength of their CV or an interview with other employers.

The report finds that DOMINOS gives people opportunities to progress that they might

otherwise not have had including aspiration, skills and progression


30/54

RECRUITMENT PROCESS

The recruitment process is a very complex HR Process, which involves many parties and the

clear follow up of the individual process steps is essential. The HRM Function is responsible for

setting and defining the external recruitment process and it has to be sure to solve several successfactors in the external recruitment process.

The company's recruitment history shows this is the best method of hiring quality staff e.g.people living locally and/or friends of existing employees. This process plays a very important

role in recruiting those employees For recruiting external employees DOMINOS follows

several steps.

IDENTIFY VACANCY:

The first step in the recruitment process is to identify the vacancy. The vacancy may arise

due to retiring member of the staff.

In DOMINOS, for operational staff the recruitment is only for the vacancy Trainee

Manager.To join as a Trainee Business Manager in DOMINOS, the candidate also need tobe a logical thinker who can apply common sense as well as relevant background experience

to different situations. Besides this the external recruitment is mostly used for the General

and Administrative staff.
http://www.thetimes100.co.uk/glossary--company-2870.phphttp://www.thetimes100.co.uk/glossary--quality-2984.phphttp://www.thetimes100.co.uk/glossary--company-2870.phphttp://www.thetimes100.co.uk/glossary--quality-2984.php


31/54

PREPARE JOB DESCRIPTION AND PERSON SPECIFICATION:

The job description is updated and an employee specification is written. The job descriptionlists the duties of the job whilst the employee specification gives details of the experience,

skills and abilities needed to carry out the job.

ADVERTISING THE VACANCY:

The next step in the recruitment process is to advertise that vacancy for which the

recruitment is required. This can be done trough a number of ways depending upon the job and

depending upon the organization.

In case ofDOMINOS, it mostly advertise the through the internet. Application forms aresent out along with copies of the job description and employee specification and must be

returned on or before the closing date that has been set.

The application covers general information about yourself, your contact details, work experience,

education and work availability. There will then be a series of multiple choice questions for youto answer at the end. The majority are What if fictional scenarios with others being direct

questions. Each question or scenario will be followed by possible responses from which you

need to choose which is the most appropriate action / response.

1. MANAGING THE RESPONSE :

DOMINOS decentralizes its recruitment process. If candidates have any queries regarding a

vacancy they can contact the DOMINOS at www.DOMINOS.co.uk/careers

After the closing date, the DOMINOS collate and go through all the application forms and pre-

screen them. This process is always conducted by authorized person .All application forms arepre-screened against criteria, as outlined in the person specification.

SHORT-LISTING:

A shortlist is compiled of applicants who are going to be invited to attend for interview. This isdone by the recruitment panel who compare each application form with the requirements of the

employee specification. Feedback can be provided (upon request) to those not shortlisted and

applicants have the right to complain if they feel they have been unfairly treated.

Online applications, at www.DOMINOS.co.uk/careers, are screened for evidence of team-working skills and an understanding of customer service.

ARRANGE PRELIMINARY INTERVIEWS:


32/54

Once the final list of short-listed candidates has been agreed DOMINOS arrange preliminary

interviews for the candidates.

CONDUCT INTERVIEW:

Interviews are held. The panel will use the same set of questions with each interviewee. The

interview may include a selection test. Feedback can be provided (upon request) andunsuccessful applicants have the right to complain if they feel they have been unfairly treated.

The recruitment process of DOMINOS is then followed by selection process that is the finalinterview and the decision makers convey decision and appointment formalities

EMPLOYEES TESTING AND SLECTION

Employee testing is a growing phenomenon. Some companiesuse testing as a way to select candidates in; others use it screen

candidates out. Others use it for training, development or

succession planning. A test is basically a sample of a Person`sbehavior. Using the test assumes the device is both reliable

and valid.

RELIABILITY:

In order to ensure that the company is achieving its desired and planned targets, the managementshould make sure that it is hiring the best personnals. For this purpose all of the steps of

recruitment and selection process should be organized properly.

A reliable test is one that yields consistency scores when a person takes two alternate

forms of the test or when he or she takes the same test on two or more different occasions.

Talking about the tests, the basic requirement is the reliability of the selection test i.e., the

consistency of scores. As everyone knows that DOMINOS is a high standard fast food

organization with higher service expectations of the customers. This factor increases the


33/54

importance of reliability of test for this organization in order to test all the candidates on the

consistent bases and selecting the best ones.

VALIDITY:

If a selection test is not testing what it is supposed to be, then it is a shear wastage of time andresources and also its useless to conduct such a test. In a DOMINOS restaurant, the main thing

is the interaction of the workers with the customers who belong to all types of societies andschool of thoughts. Like people from elite classes to the illiterate persons who even have a hint

how to behave with others, all visit DOMINOS every now and then.

So under such circumstances the test should include the questions like how will you behave if a

customer is not happy with the way you serve him/her, knowing that the customer is wrong?

while if you ask the candidate how many glasses of water you can drink in one minute? then

such question in the selection test of DOMINOS is nothing but a blunder. Being a worldwideknown organization, the importance of reliability and validity of the selection tests is much

higher for DOMINOS as compared with other local or small size businesses where you can by-pass some of the steps or standards

TYPES OF TESTS

Now lets have a look at some of the types of tests that DOMINOS is conducting for selectionpurposes.

W.I.S (WHAT IS SITUATION?) TEST:

The name is giving a clear hint about the nature of the test, i.e, a list of some special situations is

given in this test and the candidates are required to write down to solutions according to best oftheir knowledge, experience and tactical approach. The situations can be the already faced ones

or the supposed ones.

This is a special and main type of selection test that is conducted in DOMINOS and most of the

selection is done on the bases of this test. The good thing about this test is that no one can raise

questions about the reliability and validity of the test as the candidates are asked about thosethings that they are going to face in real after being selected. This test also fulfills the

requirement of Specific Cognitive Abilities Test. Here are some of the sample questions that are

asked in the W.I.S test,


34/54

How will you deal with a customer who is angry because his order is delayed?

What will be your reaction towards a customer who does not want himself to be lined up

and wait for his turn?

One day if you are asked to come to job early and unfortunately you get late due to a

genuine reason, how do you will explain things ti your branch manager?

If you feel that one of your co-worker is not working properly but even then getting the

praises, in this situation will you complaint with the manager or will use some other

approach

These questions are just to give you an over view and create a brief sketch in your minds. InWhat is Situation test, a number of such questions can be asked from the candidate in order totest his mental ability and reactions under sudden and critical actions. Test of motor and physical

abilities

TEST OF MOTOR AND PHYSICAL ABILITIES:

Motor and physical ability tests are two different but inter related types of tests. These are

related with testing the body movements of finger and arm movements and also the stamina and

power of the entire body.

Motor test is related with fingers and arms skillfulness. This type of test is not required at

DOMINOS is not conducted as there is not any skill working is done inside DOMINOS. the

employees are simply required to behave well with the visitors and fulfill their orders as quicklyas possible.

The later type of the test i.e., physical ability test is carried out at DOMINOS and it is quiteobvious why this type of test is conducted. As mentioned earlier, what is required of the

employees is to take the orders and fulfill them as quickly as possible and we also know that

DOMINOS is a rushy place and workers cannot think of time to feel relaxed. But at the same

time, workers cannot show the tiresome expressions on their faces because in this situation theywill not be able to impress or welcome the customers properly. After mentioning the above

factors, the importance and reason of conducting this test has become crustal clear.

MEASURING PERSONALITY AND INTEREST:


35/54

Normally the motor and physical abilities test help the management to explain the candidates

physical abilities of the candidate. To check the manners and behavior in critical situations,

another test is required that can measure such traits. This objective can be achieved with the helpof a personality test

In case of DOMINOS physical fitness also matters but its not the only property that a worker isrequired to possess, the more valuable features are the ethics, attitude, body movements,

patience, etc. Thousands and thousands of people visit DOMINOS on the daily bases. So it is

quite obvious that all these are not well mannered and well educated. Under such circumstances,the employees at DOMINOS must be calm and collective to deal with any sort of people who

respond you well and also those who dont.

The employees are supposed to remain calm whatever the condition is. They cant shout atcustomers, cant show anger and cant behave rude and rough because its not their personal

matter. They are doing it all oh the behalf of DOMINOS which possesses good repute all over

the world. Keep are these factors in mind, short tempered or emotional persons cannot berecruited as they can behave any way when they are disgraced by some ill mannered customers.

To avoid any mishaps the candidates are test in this regard under the personality and interest test.

Another feature that is tested with the help of this test is the will of the candidate in terms of how

much or to what extent, he is determined to make progress and move to the next level.

ACHIEVEMENT TEST:

Achievement test basically measures what a person has learnt. More precisely, it is about testing

the jog related knowledge of a person.

As at the start of the report, it has already been told that in DOMINOS most of the recruitment

done, is the internal one and the candidates are trained with the help of on job training and some

other techniques. Here arises the need of an achievement test as the workers are going to be

promoted on the next level from the existing employees because for the lower level employees,

the external hiring is quite rare in DOMINOS.

The achievement test conducted at DOMINOS is somewhat like a class test. It is conducted

after six months after a batch of the employees is recruited. What happens is the employees keep

on getting on job training for at least six months then a class is arranged

THE SELECTION POLICY

EEO:

DOMINOS strictly follows Equal Employment Opportunity. In every selection test they follow

EEO. They do not discriminate between males and females. The selection criteria is strictly on

merit i.e. every candidate has to pass the tests.


36/54

QUALITY OF PEOPLE:

DOMINOS in their application form prefer graduates as well as those students who want to

apply for a job while completing their studies. They even look forward to High School students

in hiring i.e. if he/she passes the required tests of DOMINOS. A person with more managerial

qualifications gets the job on merit and after a training session of 6-8 months, he/she than joins

the management.

SOURCE OF PEOPLE:

DOMINOS generates applicants domestically.

MANAGEMENT ROLES :

If the applicants are for staff members, than the Staff Manager (Floor Manager) will select the

proper candidates and if the applicants are for a managerial post than they are to be selected

From the HR manager (i.e. the managers select for the managerial staff. The Floor Manager is

the Line Manager. HR department is responsible directly for the hiring of managerial staff.Senior Executives are very less involved in the hiring of the staff members as well as managerial

staff.

SELECTION TECHNIQUES:

Skills of applicants are tested for a month. The applicants are assigned to certain tasks and are

observed by the staff manager. Gradually screening is also being done as well. These steps are

used for both the managerial staff as well as the Restaurant staff. There is no such intelligence

test conducted at DOMINOS but they have a medical examination. They strictly want a healthy

atmosphere for their restaurant. Different sort of interviews are conducted i.e.

preliminary interview

Panel interview.

SELECTION PROCESS


37/54


38/54


39/54


40/54

SELECTION STEPS

1. RECEPTION OF APPLICANTIONS:

Casually speaking, it is the welcoming of the applicants in the organization. It is very important and it

gives a great impression on the applicants. The way they are greeted, the level of interest shown tothem in their discussions, the tone with which the staff holds conversations with them. Negative

attitudes can put a bad name to the organization and their can be a loss of good applicants for the

organization.

Sometimes in larger organizations telephone screening is being done due to the lack of time toconduct interviews for every individual applicant. If they think that the candidate fulfills the

minimum requirements of organization, than they are called for interviews. Electronic applications

are nowadays preferred. Due to the changing technology of today some of the organizations preferelectronic applications through e-mailsDOMINOS also prefers electronic applications. In fact, theyhave an application form on their website, which you can fill at the spot and than send it, which

directly goes to the HR department. In other case, you can mail your CV to the given website. They

have questions related to personal, professional background and in which branch of DOMINOS doyou wish to apply.

2. PRELIMINARY INTERVIEW:

The preliminary interview may be used to check quickly on skills, language, qualifications, and the

enthusiasm of work in the applicant. It should be held in a non-discriminatory and efficient way.

DOMINOS conducts preliminary interviews and screen out those applicants who do not fulfill their

language requirements. Those interviews for conducted by the staff manager and hr manager for particular positions. Staff manager interviews for the restaurant staff applicants. HR manager

interviews for the management staff applicants. Initial screening of DOMINOS is conducted after

the preliminary interviews.

3. APPLICATION FORM:

Application form is the basic source of all employment information that is used in the later steps of

selection as well. It covers all the information about qualification and experience. Nowadays,

multinational organizations avoid discriminating questions and prepare such an application formwhich completely follows the EEO requirements.

DOMINOS also have an electronic source of application form. i.e. if you cannot drop by your CV in

any of the restaurant, than you can fill their application form just by going on their website and fill

the information required for the job. Below is the form which is present at the DOMINOS websitefor the applicants. It has been prepared by fulfilling the EEO requirements.


41/54

4. TESTS:

Tests are an important means of observing the abilities the applicants possess for the required job.

There are different sorts of tests such as employment tests, interest tests, aptitude tests, intelligence

test and personality test.

DOMINOS conducts

Intelligence test

WIS(situational tests)

Aptitude test

Achievement tests

5. STRUCTURED INTERVIEWS:

Employment interview is the most widely used selection technique. There are two patterns of

interviews, structured interviews and unstructured interviews. Structured interviews use apredetermined checklist of questions that usually are asked of all applicants. Unstructured interview

uses a few planned questions, if any, it enables the interviewer to observe in depth, te applicants

responsesDOMINOS use structured interviews with all the applicants. They have a predetermined list of

questions which are asked by all the applicants.

6. SCREENING BY STAFF MANAGER AND HR MANAGER :

Applicants are trained and are practically examined in real type situation. Their behaviors are

observed in the restaurant by the staff manager. Screening is being conducted by the staff manager if

he observes that the particular applicant is not capable of performing the job properly. When themanagerial staff passes the employment tests, than the HR manager conducts their screening. So

basically employment tests are conducted by the staff manager for both the staff and management and

HR manager conducts the screening tests for the management only.

7. PANEL INTERVIEW:

Panel interviews are taken by the managers, of the applicants who have passes the tests. A group ofmanagers conduct this test, including the HR manager. In this interview, the behavior and other

different skills of the applicants are observed.

8. MEDICAL EXAMINATION :

Examinations to check whether an applicant is physically fit to perform the job. DOMINOS keep a

very through check on the Medical examination. They emphasize greatly on an healthy environmentfor their restaurant. The HR manager of DOMINOS,


42/54

9. THE SELECTION DECISION:

The final decision of selecting the candidates is taken by the conjunction of the staff manager and thehr manager whether to hire this person or to reject this person. The staff manager is responsible to

hire the restaurant staff applicants and the HR manager is responsible for hiring the management staff

applicants. The reason the decision of staff manager is required by the applicant is because staffconducts the employment tests for both, the restaurant staff and the management staff.

Successive Hurdle Approach is used by DOMINOS, for as the screen out applicants in each test and

interview.

EMPLOYEE SATISFACTION SURVEY

We also took some questionnaire from the employees, whether Managers or non Managers, of

DOMINOS. And the sample consists of 20 to 25 employees and here we will show their result

in the form of percentage graphically.

Q) HR policies properly communicate to you or not?


43/54

Q) Are you satisfied with the incentive given to you?

Q) Do you think you are getting what you deserve?

Q) Is the Selection process transparent, equitable, and based on merit?


44/54

Q) How were you selected in the DOMINOS?

Q) Does your qualification match with your job?


45/54

Q) Is there career development activities held in the DOMINOS, like facilities of getting

education or training?

Q) Are you satisfied with your performance appraisal procedure?


46/54

Q) Are you satisfied with the incentive given to you?

Q) Who evaluate your performance?


47/54

Q) Do you rewarded by the organization for good performance?

Q) Do you want to work for this organization for the longer period of time?


48/54

Q) Is your work place safe?

Q) Is orientation is provided to new staff?


49/54

Q) Does favoritism exist in the DOMINOS?

Q) Is favoritism matters in the selection procedure?


50/54

Q) Is favoritism matters in the promotion?

Q) Are you given with job description?


51/54

CONCLUSION

DOMINOS believes that the success of the restaurants and the company is achieved through the

people it employs. The company aims to recruit & select the best people, to retain them by

offering ongoing training relevant to their position and to promote them when they are ready. Its

recruitment policies, procedures and practices reflect the company's determination to fulfil its

aim.


52/54

Questionnaire for the Project

Recruitment and selection

1. How do you perform job analysis?2. What type of information you acquire from job analysis?3. What are the uses of job analysis in your point of view?4. What steps you consider in job analysis?5. Please give detail about organization and process charts?6. What is dejobing?Are you applying dejobing in your organization?

7. What are the internal factors of dejobing?8. What are the external factors of dejobing?9. How do you define competencies?10.Are you using competency based job analysis?11.What steps are involved in this analysis?12.What main techniques are you using in employment planning and

forecasting?13.How do you do forcast the supply of inside candidates?14.How do you do forcast the supply of outside candidates?15.What is meant by effective recruiting?

Training and Development

16.Do you have any training program for your employees?17.How do you train your employees after Selection?18.Do you also train your current employees?19.How do you access that current employees need training?20.What methods you use to train the employees?21.Do you provide any audio and visual aid to trainees?22.How do you motivate your employees for training?23.Do you hire any trainer or use seniors staff to train the employees?24.Do you give any certificate to your trainers?25.How do you evaluate your training effort?


53/54

Employees Services Safety, Health and Welfare

26.What type of services you provide to employees?27.Do you provide any incentives and bonuses to employees to motivate them?28.Do you provide any insurance benefits to your employees?29.How much health allowances you give to employees?30.What types of safety you provide to your employees?31.Do you provide transport service o your employees?32.What type of policy do you adopt for vacations and holiday?33.Do you provide any loan facility to your employees?34.Do you offer any hajj services for your employees?35.In case of any disability during the job, how much you pay to the employee?

Manpower Planning

36.How are employees added to your work group?37.What specific procedures are followed?38.How this planning is related to other departments of the organizations?39.Do you have any problems with layoffs?

Salary Administration

40.What is your maximum salary, which you pay to employees?41.What is your minimum salary, which you pay to employees?42.What financial benefits are provided to your employees other than salary?43.On the special occasion like Eid, Hajj what type of benefits is provided to

employees?44.Do the employees enjoy the facility of overtime?

45.Do you offer special or annual increments?46.What the procedure of annual increment of employees?


54/54

Systems of Communication

47.What type of communication system is most preferable?48.What type of communication system is running in the company?49.Do you have internet technology in your organization like internet etc?50.To what extent you have relations with other industries?

Terms and Conditions of Employment

56. Do you recruit on temporary basis?

57. Do you recruit on contract or permanent basis?

58. Has your organization ever gone for Downsizing?

59. Is there promotion criteria based on seniority.

60. Why skilled people are required for job?

Documents

Final Dominos