Dominos Pizza Human Resourse
Dominos Pizza Human Resourse
ON
OF
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CERTIFICATE
She has worked under our guidance and direction. Her work is found to be
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ACKNOWLEDGEMENT
I would like to express my sincere gratitude to Ms. Parul Rajvanshi who has very
kindly guided me for this project report. Her experience, knowledge and support led
I sincerely acknowledge my HOD Ms. Ruchi Sachan for extending her valuable
work.
I would like to thank from bottom of my heart to staff and management team of
DOMINO’S PIZZA management for their great support during the research. They
provided me with guidance and information as much as they could. My work would
My thanks are due to all those who have directly or indirectly helped me in
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RECRUITMENT AND SELECTION
PROCESS
RECRUITMENT
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Definition:-
Objective:
‘The main objective of recruitment is to increase the number of applications for the job
available in the organization, to select the best applicant who is best fitted to the job.
Planned needs: - Such needs arise from changes in the organization policies.
Anticipated needs: - It refer to those movements in personnel which an
organization can predict by studying trends in internal or external needs.
Unexpected needs: - Such need arises due to illness, death and resignation.
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use.
Recruitment process
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To identify and recruit job seekers so as to attract qualified job applicants to build a
pool refers to the process. Process five interrelated stages :
1. Planning.
2. Development strategy.
3. Search.
4. Screening.
5. Assessment and control
Manpower Planning
Evaluation
Searching Screening and control
Strategy Development
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Step 1: the recruitment plan
The first stage in the process of hiring plans. Plan to set goals or targets likely job
vacancies and information on the translation of the nature of these jobs include the
specified
(1) number and Applicants
(2) Type to be contacted.
(3) Contact numbers
Organization, almost always, and to attract more applicants than they would fare
plan. Uninterested, inept or both will be contacted a few of them. Each time a
recruitment program is considered a qualified people to work with the number of
applicants needed to fill all vacancies is expected.
Contact Type
It's basically the kind of people are informed about job openings are concerned with.
Types of people and the tasks and responsibilities include, depending on
qualifications and experience expected. These details through the job description
and job specification are available.
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Organizations must decide whether to hire skilled employees to take training and
education programs and investments, or they can hire skilled labor and business.
Basically, the 'making' or 'buy' decisions organization, skilled professionals for hire
who will pay more for these employees.
Technical sophistication:
Where to look:
To reduce costs, the organizations needed to see most likely to offer job seekers to
labor markets. Generally, companies technical clerical and blue collar workers and
employees of the local market for the management and staff professional, regional
or local market to watch in the national market.
An effective recruitment strategy should determine when and where to learn how to
look for job applicants than decide on the timing of events to see.
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Stage 3: Search:
Once a recruitment plan and strategies are worked out, the search process can
begin. Search involves two steps
A). Source activation and
B). Sell.
Typically, the sources find ways to continue an employee's request are active. This
means that no actual hiring takes place when the only managers to verify that space
do exist. If the organization is well planned and its sources and search methods,
activation results in a flood of early applications did a good job of developing and /
or start.
Applications received should be examined. Those who pass the interview to be
contacted and invited. Unsuccessful applicants should send a letter of regret.
B). Sale:
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Step 4: Screening
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2. Management and professional time job descriptions, job specifications,
advertising, and agency contacts and further spent on preparation.
3. The cost of advertising or other recruitment methods, that is, the agency fees.
4. Recruitment overheads and administrative expenses.
5. The cost of overtime and outsourcing, while vacancies remain unfilled.
6. Selection process for the cost of hiring unsuitable candidates
Search for recruiting sufficient numbers and quality job seekers to get the
application object. Mind, may be involved in evaluating this objective in view:
SOURCES OF RECRUITMENT
Employee Referral
Employees of the company with the advantages of a job acquainting, introduce them
to put up with and encourage them to apply good prospects for their families and
friends can grow. This is a very effective means as many qualified people can be
reached at very little cost to the company. There are other benefits that employees
only referral based on their own experience will be able to fit into the organization
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feels will bring. Organization can be assured of reliability and character of the
referral. In this way, organizations can meet social obligations and create goodwill.
Former employee
The retired employees who are willing to work on a part-time basis, individuals who
quit work and return to higher compensations are willing to covers. Even the laid off
employees are taken again. The advantage here is that people already known to the
organization and there is no need to find out that their past performance and
character. In addition, there is no need for an orientation program for them, because
they are familiar with the organization.
Typically, banks follow this policy. If an employee dies, his / her spouse or son or
daughter has appointed in their place. This is usually an effective social
responsibility to meet and create goodwill.
Recall
Retirements
At times, the management who, after meritorious service was retired on the spot
could not find suitable candidates. Under the circumstances, management may call
the new extension with the retired managers.
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External recruitment
External Recruitment Company seeks applicants for positions from outside sources.
Internal methods they outnumbered. Various external sources
Included
Many organizations provide placement service for its members. The job seeker and
regional or national conferences during compile a list of the members are to provide
access to. In addition, publications of these associations to recruit their members
from employers interested in taking classified ads. These particular highly qualified,
experienced or skilled personnel are useful to attract. In addition, employers zero in
on specific job seekers, especially for hard to fill technical positions can.
Advertising
The demand for recruits, as many employers because of their wide reach like
advertising is a popular method. To describe the benefits of advertising jobs,
employers to identify and to tell those interested to apply. Paper through the most
common, but highly specific recruits, the ad can be placed in professional or trade
journals.
Campus Recruiting
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A college, universities, research labs, sports fields and institutions, is fertile ground
for employers, especially the Institute. Campus Recruiting HLL, Citibank, HCL, HP,
ANZ Grindlays, L & T, Motorola and the global market looking to companies like
Reliance is going global with. Some companies recruit candidates from a given
number of these institutions each year. Campus recruiting is so sought after is that
every college, university department or institution must possess a position to handle
recruiting tasks. However, it is often an expensive process, even if the recruitment
process, job offers and acceptances ultimately produces.
The most common and least expensive approach for the direct application of the
candidates, in which job seekers or submit unsolicited applications. Direct
application to provide a pool of potential employees to meet the needs of the future
can. Staff attitude, walk-ins are better as they associated with other methods of
recruiting troubles are free. While the direct application-specific entry level and
unskilled to fill vacancies is effective, some organizations apply directly to skilled
positions from the pool of potential employee’s collection. Write-ins are sending the
check written. This jobseeker to complete application forms for further processing is
called. Detailed talks point to the job recruitment (the appropriated date) meeting of
the candidates involved. Admitted to an application must be submitted to.
Radio and television for skilled workers as some sort of job applicants is reached.
Radio and television are used but sparingly, and even government departments. Due
to higher costs for private sector companies are hesitant to use the media and also
because they fear that such advertising will make companies look desperate and
damage his conservative image. However, in the use of natural radio and television is
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not desperate. It is called depends on how it is distributed. Internet recruitment is a
popular choice today. There are specific sites like naukri.com.
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SELECTION
Applicants selected to recognize the difference between (and rent) in a job for those
with a greater likelihood of success as the process is defined. Originally selected (a
pool of applicants), the appropriate qualifications and ability to work for an
applicant is taking. To recruit future employees encouraged to apply for a job n
identity.
And selecting the right candidates are selected from the pool of applicants.
Stone has a formal definition, "the difference between selected applicants to identify
(and hire) those with a greater likelihood of success in the job process."
Selection Process
A selection process involves several steps. The basic idea for the maximum possible
information about candidates for employment is recommended to ascertain their
suitability. May vary for different positions since the type of information required, it
is possible that the selection process step may be different for various positions. For
example, more information workers. A standard selection process the following
steps:
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Preliminary Interview
Selection Tests
Employment Interview
Selection Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
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Step -1 Initial interview
Determine how well a person can help with work-related tasks. The work secretarial
typing test given to a potential employer is an excellent example. Also as
"achievement tests are called. Are concerned with what is accomplished. The
applicant's something out an achievement test claims to measure how well they
know that it has taken. Achievement testing is the most common types of business
test. Questions designed and asbestos workers, punch press operators, machinists
tested for strength and course of business, many industries as the test for an
applicant for the position un-standardized achievement typing or stenographic
dictation tested .
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B). Aptitude test
Step - 3 Interview
The next step is an interview in the selection process. Formal interviews, in-depth
conversation to assess the applicant's approval. It is considered very good selection
tool. Face ideas, and ideas between candidates and interviewers look for is a front
for money. In fact, nothing but the interview is an oral examination of candidates
.Interview unskilled, skilled managerial and profession staff can be customized.
Many employers request the name, address, and verify the information and maybe
aim for an applicant to get additional background information, telephone numbers
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of references. Although listed on the application, references, usually a sequential
selection process until a successful applicant has reached the fourth stage are not
checked. The labor market is very tight, sometimes organizations check references
before you hire applicants.
After receiving information through the preceding steps, all steps of the most
important decisions should be selected. Other steps in the selection process have
been used to limit the number of candidates. The final decision pool of individuals
who test, interview and reference Czech steps should be. Line manager's view would
generally be considered in the final selection because he / she is responsible for the
performance of the new employee. Human Resource Manager plays a key role in the
final selection.
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Step – 6 Physical examination
After the selection decision and job offer is made before, the candidate must
undergo a physical fitness test. A job offer, often, the candidate physical test after
contingency has been declared fit. Medical fitness test results are recorded in a
statement preserved in personnel records. There are several objectives behind a
physical examination.
Obviously, a physical examination to detect the reason the person carries any
infectious diseases. Second, the test determines that an applicant is physically fit to
work helps. Third, physical examination information to determine if there is some
physical ability, the successful and less successful employees are different can be
used. Fourth, Medical Czech-up work that may be harmful to them or otherwise the
employer could endanger property undertaking protects applicants with health
defects. Finally, such a test is not valid workers' compensation claim because the
injury or illness were present when the employee was hired to protect the employer
are not.
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Decency demands that rejected applicants be informed about their non-selection.
Their applicants can be preserved for future use, if any. It is a focused application of
the selected candidates must be preserved for future reference needs.
Most employers are going to insist on agreement signed by newly appointed staff.
But software, advertising and media fields such as high turnover is more likely to use
the contract.
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Step - 9 concluding the selection process
Contrary to popular belief, the selection process will not end with the
implementation of the employment contract. There is one more step - amore
sensitive that the candidates not their personality is chosen not because of any
serious shortage, but because their profile did not match organization needs a
confident. They can be said that those who were selected purely on merit would
have been relative.
Comprehensive test of the effectiveness of the selection process has on the quality of
personnel. An organization must be competent and committed personnel. Selection
process, if done properly, will ensure the availability of such staff. How to influence a
selection process to evaluate? Respond to a periodic audit. Human Resources
Department who should conduct the independent audit function.
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COMPANY PROFILE
DOMINO’S PIZZA
Domino's Pizza is an international fast food pizza delivery corporation. It was founded
by Tom Monaghan. There are currently about 8,500 corporate and franchised stores in 55
countries, including all 50 US states. It was the second-largest pizza chain behind Pizza
Hut in the United States. In 1967, the first Domino's Pizza franchise store opened in
Ypsilanti. Domino’s continued to grow and in 1978 opened its 200th store.
On May 13, 1983, Domino's opened its first international store, in Winnipeg,
Canada. That same year, Domino's opened its 1,000th store overall, and by 1995
Domino's had 1,000 international locations. In 1998, after 38 years of ownership,
Domino's Pizza founder Tom Monaghan announced his retirement and sold 93 percent of
the company to Bain Capital, Inc. for about $1 billion and ceased being involved in day-
to-day operations of the company. A year later, the company named David A.
Brandon Chairman and Chief Executive Officer. Involved in day-to-day operations of the
company. A year later, the company named David A. Brandon Chairman and Chief
Executive Officer.
In a simultaneous celebration in 2006, Domino's opened its 5,000th U.S. store in Huntley,
Illinois and its 3,000th international store in Panama City, making 8,000 total stores for
the system. Also that the Domino's Pizza store in Tallaght, Dublin, Ireland, became the
first in Domino's history to hit a turnover of $3 million (€2.35 million) per year. As of
September 2006, it has 8,238 stores which totaled US$1.4 billion in gross income.
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In 2007, Domino's introduced its Veterans and Delivering the Dream franchising
programs and also rolled out its online and mobile ordering sites. In 2001 the company's
stores in New York City and Washington D.C. provided more than 12,000 pizzas to relief
workers following the September 11 attacks on the World Trade Center and The
Pentagon. Through a matching funds program, the corporation donated $350,000 to the
American Red Cross' disaster relief effort.
1960
Tom Monaghan and his brother James purchase "Dominick’s," a pizza store in Ypsilanti,
Michigan. Monaghan borrowed $500 to buy the store.
1961
James trades his half of the business to Tom for a Volkswagen Beetle.
1965
Tom Monaghan is sole owner of company, and renames the business "Domino's Pizza,
Inc."
1967
The first Domino's Pizza franchise store opens in Ypsilanti, Michigan.
1968
Company headquarters and commissary are destroyed by fire. First Domino's store
outside of Michigan opens in Burlington, Vermont.
1975
Amstar Corp., maker of Domino Sugar, institutes a trademark infringement lawsuit
against Domino's Pizza. In 1980, Federal court rules Domino's Pizza did not infringe on
the Domino Sugar trademark.
1983
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Domino's first international store opens in Winnipeg, Canada. The 1000th Domino's store
opens. The first Domino's store opens on the Australian continent, in Queens land,
Australia.
1990
Domino's Pizza signs its 1,000th franchise.
1992
Domino's rolls out Breadsticks, the company's first national non-pizza menu item.
1995
Domino's Pizza International opens its 1,000th store.First store opens on African
continent, in Cairo, Egypt.
1996
Domino's launches its Web site (www.dominos.com).
1998
Domino's launches another industry innovation, Domino's Heat Wave, a hot bag using
patented technology that keeps pizza oven-hot to the customer's door.
2000
Domino's Pizza International opens its 2,000th store outside the United States.Domino's
Pizza celebrates 40 years of innovation and delivering pizza to homes around the world.
2006
Domino’s Pizza introduces Brownie Squares — warm, delicious, bite-sized brownies
delivered with a fudge dipping sauce.
2007
Domino’s rolls out online and mobile ordering.
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Domino’s Pizza India Limited
OVERVIEW
Domino's Pizza India Limited (DPIL) is the master franchisee for India,
Srilanka, Bangladesh and Nepal from Domino’s Pizza International Inc., USA.
The company had been promoted by Mr.Shyam S. Bhartia and Mr. Hari S.Bhartia
of the Jubilant Organosys Group (Formally Vam Organic Group).
The Company was incorporated in March 1995.
The First Domino's Pizza store in India as opened in January 1996, at New Delhi
and today after nine years Domino's Pizza India has grown into a countrywide
Domino’s Pizza India has been consistently rated amongst the top 2
terms of
quality of operations.
"Hunger
Helpline" - 1600-111-123 and Domino’s was the first one to start this facility for
it’s customer.
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DOMINO’S VALUES
Their customers are the reason for their existence. They demonstrate their appreciation by
providing them with high quality food and superior service, in a clean, welcoming
Provide opportunity, nurture talent, develop leaders and reward achievement. They
believe that a team of well-trained individuals with diverse backgrounds and experiences,
working together in an environment that fosters respect and drives high levels of
company employees, is their foundation, and the balance of interests among the three
groups is key.
Sound ethics is good business. At Domino’s, they conduct their business to high
standards of fairness, honesty, and integrity. They are individually accountable and
collectively responsible.
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Give back to their communities
Take the responsibilities that come with being a leader. They help their customers build
better communities, support Domino’s House Charities, and leverage their size, scope and
profitable growth for their shareholders. This requires a continuing focus on their
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Working at Domino’s
Domino's Pizza has become the world leader in pizza delivery and one of the most
successful franchise businesses with more than 8,000 stores in 50 plus international
markets.
The Domino’s Pizza Group Ltd recruitment process consists of various stages and is
dependent on the success rate of the vacancy. Short listing will commence dependent
on application and the matching of the required skills and experience. You will then be
contacted to explain the role in further details and if suitable, an interview will be
arranged.
contact all candidates regarding the status of their application, they may be unable to
contact everyone. If you are not contacted within 28 days of your submitting your
application, it means that your application has not been successful on that occasion.
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e-recruitment
In March 2009 Domino’s launched a dedicated e-recruitment website to help more than
New Zealand followed shortly after with more than 500 available positions. In the first
week more than 10,000 job applications were received. For the first time ever, the
website enabled prospective job applicants to log on and find out exactly what it’s like to
work for
Domino’s, view current job vacancies and play an interactive delivery driver game to
show ‘it’s more fun with us .The 2,500 initial job vacancies came as a result of the
successful launch of the new menu earlier in the year. While providing all relevant
franchisees and store managers with all the relevant tools to recruit staff effectively and
quickly at a store level. Dominosjobs.com.au is now their main recruitment tool with all
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SOCIAL RESPONSIBILITY
CYCLONE LARRY
When Cyclone Larry devastated the coast of Far North Queensland in March 2006,
Queensland and worked around the clock to make and deliver over 2,500 pizzas to
feed the hungry residents and emergency services volunteers of Innisfail, the small
Locally owned and operated, they strongly believe in giving back to the community
that has chosen Domino’s as their number one pizza provider. That it is a major supporter
of local farmers and industries, using fresh, local ingredients and purchasing from local
SUPPORTING COMMUNITY
Domino’s is the principal sponsor of the AYDA; a program that brings together secondary
school leaders, school captains and vice captains, from across Australia, to participate in
leadership programs. AYDA youth will develop to lead organisations such as Domino’s -
and they recognise that investing in their nation’s youth is investing in its future.
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Charities Of Choice
Domino’s Pizza Group Ltd has selected Make-A-Wish Foundation UK, as its charity of
diseases. In Ireland, Domino’s Pizza supports Barretstown, the children’s charity which
provides medically endorsed programme of arts, adventure and fun activities for children
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DOMINO’S DOUGHRAISERS
local communities by raising funds through the sale of pizza products on a particular
Doughraising events are just one way Domino’s, its franchisees and team members give
back to the communities who have supported .Over the past 12 months Domino’s
stores across Australia and New Zealand have raised thousands of dollars for good
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Domino’s Pizza began nearly 50 years ago as one small pizza shop in Ypsilanti,
Mich. Today, recognized world leader in pizza delivery and can find it almost
everywhere on the planet, growing to 8,624 store locations worldwide in more than 55
countries.
and an ever-evolving team of passionate people who love what they do. Their success
Company’s Chariman and CEO, is fond of saying “the pizza company with the best
people will win.” Clearly, the team members in domino’s stores who make, bake and take
more than one million pizzas to customers’ doorstep every day are the backbone of the
company.
The Domino's Pizza Team is hard working, committed to excellence and serious about
having fun. There are more than 170,000 team members employed by 600 corporate-
franchise base that operates more than 3,000 stores in more than 55 counties around the
globe. Of those, 13,000 are corporate team members, and more than 400 at the World
Continuing Success
Through the efforts of a dedicated team, Domino’s Pizza offers great job opportunities
and long-term career options to grow and succeed. They are looking for the best people to
drive their business – managers, store crew and corporate team members with strong
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Building the network
Need for quality team members is rapidly growing as Domino’s experiences the strongest
Age is no barrier at Domino’s. they look for people who are driven to succeed, with the
right approach to hard work and a genuine desire to learn. In fact, many franchisees
and members of the Domino’s leadership team started as pizza delivery drivers and
pizza makers.
QUESTIONNAIRE
Q.1) What are the methods used by the company for your recruitment?
a) Internal b) External
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Q.3) If External then which method?
a) Yes b) No
a) Yes b) No
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Q.8) How many rounds of interviews are conducted in Domino’s?
a) Yes b) No
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