Stakeholders, Metrics and Quick Wins
Part 1: Stakeholders
The selected business process is the hiring process at McDonald’s. The two main stakeholders, other than the ones involved directly in the hiring process, are the company’s customers and its employees. The company’s customers are connected to the hiring process because they are the ones that will be served by the hired individuals. The hiring managers need to consider the customers’ needs while evaluating the qualifications of the potential candidates. As such, the management should employ individuals who can consistently make and deliver top-quality, fast food products, and offer the best services. The company’s current employees are connected to the hiring process through their work relationship with the hired individuals. The selected candidates will have to work with the existing employees to advance the company’s objectives. Therefore, the current employees want the hiring process to bring in individuals with good teamwork and interpersonal relationship skills.
The primary intended accomplishment of the hiring process is to have additional employees who are serious about their job responsibilities, committed to performing their work duties, and who are motivated to commit to the company. The process also seeks to bring in individuals who possess the required job skills and can work well with colleagues and customers. The success of the hiring process will be determined by the level at which the process effectively brings in new employees who meet the expectations of the customers, existing employees, and the company’s increased productivity.
Part 2: Metrics
Metric 1: Days to hire
Days to hire is the duration in days it takes to fill a vacant position in the company. This metric is significant because it shows how much time passes from when a company first posts a job opening to when the position is filled. For example, the company could want to fill a given job posting within seven days. The hiring process will, therefore, be successful if a suitable candidate is hired within seven days.
Metric 2: offer acceptance rate
Offer acceptance rate is the percentage of candidates who accept a given job offer (Knight, 2017). It is significant because it shows the competitiveness and attractiveness of the job offer. It also indicates the effectiveness of the hiring process in positioning an open position in the company. For example, if the hiring team extends 100 offers within a given financial year, and only 60 candidates accept those offers, the offer acceptance rate is 70 percent. A higher proportion of offer acceptance communicates profoundly of the external attractiveness of the company.
Metric 3: hiring manager satisfaction
This metric entails the level of satisfaction that the hiring manager is with the new employees. It is significant because it indicates the overall quality of the hiring process. The metric is measured through surveys. A higher level of satisfaction indicates greater success in the hiring process.
Part 3: Quick Wins