Hiring-Outback Steakhouse Case Study

Pocket

[Total: 0    Average: 0/5]
 

Introduction

 Outback Steakhouse restaurants have been a successful venture with a large number of branches being opened annually in various areas. The company began its operation in 1988 after opening its first restaurant in Florida. The company has approximately 1100 restaurants and 65000 employees. The company has an estimated value of 3.25$ billion dollars.

The companys success may be attributed to its principles and beliefs which support the operational framework of the company. The principles and beliefs greatly value the hiring process and believe that hiring the right people not only improves the companys operations but also lowers turn over, which results creating a workforce that highly experienced and competent (Tom, Chris, David, & Paul, 2004).


1. Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage.

 The hiring process at Outback Steakhouse is one of the greatest, strategic tools which the company uses to ensure it attains high and positive results in the hospitality industry. The company believes in exercising a rigorous process in employee selection in order to acquire the best employees with good qualities that not only enable them to deliver the best services, but also to stay put and thus increase the companys retention and reduce the turn over rate. The selection process involves five major steps.

The first step involves offering employees a preview of the responsibilities and duties that they will be charged with as employees and how they will be held accountable. The second step involves sharing with the prospective employees the dimension of performance stipulations, which states the expected behavior of outbackers. The third step involves the completion of an application form. The fourth step involves assessment through various tests on cognition, personality and much more.


The fifth and last step involves an oral interview which precedes the final selection. Selections to fill higher posts are mostly done through internal selection from proven performers within the company. These processes of selection ensure the company gets the right kind of employees with a will to work and stay at Outback Steakhouse. The resultant high retention ensures that a high quality staff is maintained.  A low turn over also means that employees are able to stay long enough at Outback Steakhouse, to gain enough experience which improves their work delivery.


Additionally, a low turn over rate means that the company spends less on frequent hiring occasions. Internal selection during promotions also ensures that the company gets experienced employees that require less training to further their skills. Maintaining a high quality staff with a low turn over rate enables the company to be competitive in the hospitality industry because of retaining a staff that is highly experienced and thus able to offer good services which keep customer happy and coming back. Additionally, this helps reduce extra expenses attributed to regular hiring.


2. Discuss the importance of fit to Outback Steakhouse.

 

The meaning of fit in an organization simply defines the ability of a new hired employee or prospective employee to adapt to the organizations culture, rules, regulations and required work behavior. Outback Steakhouse greatly values fit and that is why they insist on selecting the best possible employees that can fit in to the organization and work harmoniously.


Fit is important to Outback steakhouse because it ensures high retention and a low employee turn over. Steakhouse employees with a high fitting capacity so as to have low turn over and avoid the need for conducting regular hiring (Jackson & Mathis, 2005).


3. Evaluate Outbacks selection process including the order of selection methods such that applicants first complete an application, then complete tests, and then participate in interviews.

 

The selection process at Steakhouse is a progressive step-by-step process which enables shedding off of unsuitable candidates. The selection process involves five major steps. The first step involves offering employees a preview of the responsibilities and duties that they will be charged with as employees and how they will be held accountable.


The second step involves sharing with the prospective employees the dimension of performance stipulations, which states the expected behavior of outbackers. The third step involves the completion of an application form. The fourth step involves assessment through various tests on cognition, personality and much more. The fifth and last step involves an oral interview which precedes the final selection. Selections to fill higher posts are mostly done through internal selection from proven performers within the company.


The first step is beneficial because it lets the candidates understand the responsibilities that they will be charged with and thus enabling the candidates to assess these against their abilities to determine whether they fit the job positions. The second step allows them to assess whether they can be able to work within Outbacks environment, and this phase allows those that cannot comply with the stipulations of the company to back out. The third step is a formality and the fourth enables the company to assess a persons knowledge and ability. The final step allows the managers to probe further and identify a persons ability (Tom et al. 2004).


4. Evaluate whether or not these selection methods are valid.

 

These methods of selection are totally valid because there are no discriminatory elements in the selection process that could lock out anyone with appropriate qualifications (Allison, 1996). Additionally, the method followed offers the right pre-employment screening model. Conclusively, it is a valid good procedure.


References

 

Allison, K. L. (1996),. Employee Selection: A Legal Perspective, Society for Human Resource Management

 

Jackson, H. J. and Mathis, L. R. (2005),. Human resource management, 11th edition, Thomson Business and Professional Publishing <selecting human resources: chapter 8

 

http://www.scribd.com/doc/10325435/Selection-Process>

 

Tom, D., Chris, S. David, H. and Paul, A. (2004),. How outback steakhouse created a great place to work, have fun, and make money. Journal of Organizational Excellence, Volume number 23, Issue number 4; p. 23

 


James Peter is the author and is associated with meldaresearch.com which is a global custom thesis writing  provider. If you would like help in essays, research papers, term papers and dissertations, you can visit BestEssaySite.Com


© 2018: BusinessCustomWriting.Com, All Rights Reserved | Innovation Theme by: D5 Creation | Powered by: WordPress