Job Design for Dunkin Donuts

Opening New Dunkin’ Donuts Locations
Introduction
As the new district manager for Dunkin’ Donuts, my responsibility is to oversee every aspect of the new stores opening so that they can deliver the expected returns for the investor. Successful returns will depend upon making the right staffing choices, and that will in turn depend upon designing the right jobs and organization to facilitate that process. This paper will focus on explaining the job design, organizational design, recruiting strategy and methods, and training and performance appraisal process that are to be employed by me as the new district manager for Dunkin’ Donuts.
Job Design
Job design is the process of engineering jobs that allow the applicable tasks and responsibilities to be achieved for the organization by people empowered to execute them. This process involves identifying the type of worker and the type of output expected, the goals of the organization and the needs that must be met. The job design for Dunkin’ Donuts is to recognize the pool of talent that is out there and how that pool can best be utilized. As Mirowky and Ross (2007) point out, it is important that health issues be taken into consideration when thinking about people and work. For this particular district, the pool of talent does consist of many older people and designing jobs that both play into their strengths and are conscious of their weaknesses will ensure that the talent brought in is a right match. Job design will be structured around the essential components of each branch and what each branch requires to be fully functioning, and will include description of skills needed, tasks to be accomplished, significance of the work, level of autonomy required, and job feedback.
Job Analysis
Job analysis helps the manager to make sure the right person is selected for the right job. It also allows the manager to see what additional training is required for workers and to evaluate the job over a period of time. The job analysis would show that on average 5 workers are required throughout the day with duties consisting of baking, cleaning, managing and selling. Tasks will have to be balanced out depending on the business of locations and times of day.
Job Description and Specification
Jobs should be described as being oriented around preparing food, greeting and waiting on customers, handling the cash register, opening and closing, and cleaning. Job specifications will provide the minimum requirements of skill and labor required for each position that has a job description.
Organizational Design
The organizational design of the branches will relate to the functions of the workplace that are required and the type of structure the branches should have. As the branches want to appeal to people in the Digital Era, autonomous ordering and online ordering are both to be incorporated into the organizational design, with kiosks available for patrons to use instead of having to wait in line. Workers will be able to fill orders both directly from the counter and from the kiosk which delivers the order to the rear where the donuts can be retrieved immediately upon payment approved at the kiosk. The interior of the branches must also have appeal in terms of attracting customers, as Ivanaj, Shrivastava and Ivanaj (2018) point out: the better looking the interior, the more attractive and appealing it is to customers. The organizational design should thus facilitate the work required of a 21st century Dunkin’ Donuts branch while maintaining the right decorum for a pastry shop.
The organizational design of the branches that I oversee must be adaptive and yet structured so that they are easily accessible and accommodative at the same time. Consumer needs must be taken into consideration and these needs will vary from location to location depending on the communities to which each branch location caters. A branch in a more upscale business district will benefit from having easier access for patrons busily on their way to work (a drive thru for instance or kiosks in the lobby) while a branch in a suburban community should offer ample parking and seating so that consumers can sit and enjoy time with friends over coffee and donuts.
Recruiting and Selection
The recruiting and selection methods that will be used will be based on the idea of using online and social media tools to identify potential top-tier candidates for management positions who can help with staffing the branches with the right kind of personnel for the specific jobs required. As Ladkin and Buhalis (2016) indicate, social media recruitment is an effective means for staffing operations in the 21st century because of the manner in which the talent pool of today is collected so thoroughly via social media platforms like LinkedIn. Using the Internet to identify and reach out to candidates for management, customer service, baking, and other jobs is a great way to go about recruiting and selecting personnel in today’s business world.
Training and Performance Appraisals
The training and performance appraisal process is important for making sure that workers are meeting expectations and achieving the objectives required of them. Properly trained employees will be committed to the company and will help to develop a positive workplace culture. Performance appraisals help to ensure that hires are consistently improving and meeting the goals assigned to them.
Training will be conducted over a period of a week during which time the on-boarding process will be performed. It is critical that on-boarding take place in a positive manner so that new workers feel that they are supported in their new workplace environment. During the on-boarding time, all questions should be answered and the new hire should be made to understand the purpose of the role and the value that it brings to the organization. The training program should be prepared in advance and should cover every aspect of the job in detail so that all tasks are depicted and explained, with the purpose and objective of each identified and understood by the new hire.
Performance appraisals and reviews are essential for knowing whether new hires are meeting expectations. Appraisals will be conducted quarterly and annual raises will be based on the quarterly performance reviews that are kept on each employee’s file. Appraisals will be conducted by managers using direct observation and the interview process, as well as documentation involving the meeting of goals for every week in which the worker is employed. The goals will be oriented to the tasks for each job.
Conclusion
Designing the jobs and the organization of the new branch locations for each Dunkin’ Donuts will depend upon the type of communities in which these locations are based. Recruiting and selecting the right workers for the right jobs will be a process that uses online social media platform networks. Training and appraising worker performance will be standardized across the board so that all workers in every position know the duties expected of them and what they need to achieve every shift throughout the week and the goals they must meet every quarter.

References
Ivanaj, V., Shrivastava, P., & Ivanaj, S. (2018). The value of beauty for
organizations. Journal of Cleaner Production, 189, 864-877.
Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality
employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345.
Mirowky, J., & Ross, C. E. (2007). Creative work and health. Journal of Health and
Social Behavior, 48(4), 385-403.