The paper "McDonald’ s Cashier - Job Analysis" is a perfect example of a management research proposal. A Cashier falls under crew member in the ranking of workers at McDonald's. They are supposed to work within the guidelines of McDonald's provided by the policies and procedure to deliver an outstanding experience for the customer. The primary responsibility of a crew member is to provide customer service to the highest degree possible. The services are offered in a clean and safe environment as stated by the McDonald’ s policies and procedures. Other roles the employee in this position is supposed to play include acting as McDonald's brand ambassador all the time, offering fast, and friendly customer service to all clients visiting the stores, and also unpacking supplies after deliveries are made.
Since crew members are in direct contact with the customers, they take customer’ s orders and collect payments. The requirements for a crew member, include effective communication skills, both written and verbal, also a team player in the attainment of both personal and organisational goals, and adjust to change. Other values to be observed by crew members include time management, good customer relations, and acting with fairness, honesty and integrity. McDonald’ s crew members enjoy some benefits such as competitive wages, paid holidays, medical insurance and get a discount on food at the store.
Promotions from entry-level jobs into restaurant management are also common for high performers. Job analysis Job analysis involves the collection of vital information regarding a job position. An effective job analysis involves the determination of the roles of the employee, the responsibilities and the required competencies to aid in performing the tasks associated with the job (Groves, 2009). In carrying out job analysis, in-depth research regarding the job position and the traits possessed by the applicant that can aid in performing the job is assessed.
To understand job analysis, two aspects are taken into consideration. They include a job description and job specification (Deb, 2006). The job description helps in understanding the content, and the context of the listed job. The content describes the duties and responsibilities associated with the position. Job context helps in understanding factors that affect the way the job is carried out. Such factors include situational factors and include the job location, working conditions and the expected hazards while performing various duties specified in the job (Groves, 2009).
Job specification, on the other hand, focuses on the required skills and knowledge for a performance to be regarded as acceptable. To be able to maximize outputs whereas minimizing the cost of factors of production, organizations are integrating their human resource in management decisions. The trend is due to the human resource being the easiest among the factors of production to manipulate (Groves, 2009). By providing accurate information about all aspects of a job position, job analysis is essential to all human resource activities.
It helps in organizational and manpower planning through coordinating the activities and dividing the roles and responsibility among the labour force. To help achieve the organizational goal, it is important to share the responsibilities between the workers making sure that each worker is assigned the roles he/she qualifies best. The human resource management department in many organizations plays this role with the help of a job analysis.
Deb, T. (2006). Strategic approach to human resource management: Concept, tools and application. New Delhi: Atlantic.
Groves, R. M., Fowler, F. J., Couper, M., Lepkowski, J. M., Singer, E., & Tourangeau, R. (2009). Survey methodology. Hoboken, N.J: Wiley.
Painter, R. W., & Holmes, A. E. M. (2015). Cases and materials on employment law.