本文是留学生assignment代写范例，题目是“McDonalds Australia Human Resource Management（澳大利亚麦当劳有限公司人力资源管理）”，随着业务的不断发展和进步，协会的招聘和选拔程序是最有效的环节之一，决定着一个协会的成败。随着竞争对手的数量不断扩大，对于一个协会来说，签约员工是至关重要的，这可以建立销售，并符合组织的愿景。
本报告的主要目标是区分什么是招聘和选择以及公司介绍的一般最佳实践，以便招募和选择新员工。此外，这份报告还调查了澳大利亚麦当劳有限公司，该公司每年雇佣超过10万名员工。
Abstract 摘要
With business's continually developing and advancing, the recruitment and selection procedure can be one of the most effective parts of an association and can decide an association's prosperity or failure. As the quantity of competitors is continually expanding, it is critical for an association to contract employee's that can build sales up and line up with the organization's vision. The principle goal of this report is to distinguish what recruitment and selection is as well as the general best practice's companies introduce so as to enlist and choose new workers. This report, additionally, looks at the association, McDonald's Australia Limited, that employs more than 100,000 workers every year.
This report, furthermore, distinguishes the rules and regulations that are required to be complied with and how employers are affected by them, including the effect of Equal Employment Opportunity. As each organization differentiates in size and budget, the types of recruitment and selection strategies continually differ and ought to be continuously updated.
此外，本报告还区分了必须遵守的规则和条例，以及这些规则和条例对雇主的影响，包括平等就业机会的影响。由于每个组织的规模和预算不同，征聘和选拔战略的类型也不断不同，应该不断更新。
1.Introduction引言
Having solid and effective recruitment and selection procedures can bring about improved outcomes inside the association. The HR supervisor has a duty to enlist and choose candidates that line up with the organization's way of life and that resultantly, will help achieve their targets (Harky, 2018). Recruitment and selection is a procedure embraced to put in new representatives into the association and must be done productively in order to spare time and assets (Harky, 2018). Recruiting and selecting the ideal individuals can bring about extra worth being added to the association and accordingly bringing about more prominent benefits.
有坚实和有效的招募和选择程序可以带来改善的结果在协会内部。人力资源主管有责任招募和选择符合组织生活方式的候选人，并最终有助于实现他们的目标(Harky, 2018)。招募和选择是将新代表放入协会的程序，必须有效地进行，以节省时间和资源(Harky, 2018)。招募和选择理想的个人可以为协会带来额外的价值，从而带来更突出的利益。
Different strategies for enrollment and determination can be utilized relying upon how large the specific association is. The candidates contracted must almost certainly drive deals forward and share a similar vision as the business in order to succeed (Kapur, 2018). Be that as it may, an association can encounter defeats or issues if this procedure isn't completed accurately.
2.Literature review文献综述
Recruitment can be defined as “the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organization”, (Kapur, 2018). Selection is identified as “the process of attracting and choosing candidates for employment”, (BusinessDictionary, 2019). Recruitment and selection starts with a business vision as the beginning stage and works with the executives so a well-structured organization is developed by having utilized the right and wanted individuals (Argue, 2015).
招聘可以被定义为“确定、筛选、筛选和雇佣潜在人力资源的过程，以填补组织内部的职位”，(Kapur, 2018)。选择被认为是“吸引和选择就业候选人的过程”，(BusinessDictionary, 2019)。招聘和选择从商业愿景开始，作为一个开始阶段，与高管一起工作，因此一个结构良好的组织是通过利用正确的和想要的个人来发展的(Argue, 2015)。
The procedure of recruitment and selection is monstrously significant as it can affect the manner in which a business runs and, basically, if their ideal targets will be met.
3.Recruitment and Selection Process招聘及甄选流程
The recruitment process is a model that is explicit to every association, used to source new candidates with the point of finding and resultantly contracting new workers. This procedure is normally done by the human resource division, the proprietor or a supervisor. Every organization utilizes different strategies, contingent upon the sort of representative they're searching for.
招聘过程是一个模型，对每个协会来说都是明确的，用来寻找新的候选人，并最终雇佣新的工人。这一程序通常由人力资源部门、业主或监理人完成。每个组织使用不同的策略，取决于他们寻找的代表的类型。
The initial step a business needs to accomplish includes determining what type of employee the business needs, what aspect of the business is lacking as well as the job description and how to advertise (internally or externally). Internal recruitment involves sourcing candidates from the present workforce (Richards-Gustafson, 2019. This form of recruitment enables the business to set aside cash and have the representative develop and improve inside the business. It includes promoting, hiring retired or temporary employees (Cameron, 2017). External recruitment is when candidates are sourced from outside the business (Cameron, 2017).
It enables new aptitudes to be brought into the work environment as well as new innovative thoughts (Reddy, 2019)
4.Best Practices最佳范例
Businesses can implement best practices in recruitment and selection in order to be more socially mindful and efficient. When placing a job on offer, a best practice that can be adopted includes setting a time limit for the organisations response which allows the candidate to know when they would be contacted by as well as being explicit about exactly what the organisation is searching for (Paulette, 2014). Moreover, another best practice is to only short-list the candidates that have the fundamental capabilities first, followed by the candidates with the ideal capabilities (Chungyalpa, 2016).
企业可以在招聘和选拔方面实施最佳实践，以提高社会意识和效率。当提供一份工作时，一个可以采用的最佳实践包括为组织的响应设置一个时间限制，这可以让候选人知道他们什么时候会联系他们，以及明确的组织正在寻找什么(Paulette, 2014)。此外，另一个最佳实践是，首先列出具备基本能力的候选人，然后是具备理想能力的候选人(Chungyalpa, 2016)。
This permits the enlisting staff to see how many have all the fundamental prerequisites, before looking at anyone else. Allowing candidates to also demonstrate everything they can offer the organisation is also extremely beneficial as they are able to demonstrate the degree of their capabilities (Paulette, 2014).
5.Issues问题
There are numerous common issues that associations have conducting recruitment and selection. One of the most well-known issues companies have is not knowing the nature of the position that the business is hiring for. Job roles change and advance with time therefore businesses should continuously direct a job analysis or examination for each position (Kokemuller, 2007). In the event that this is not done correctly, the job posted will not correctly reveal the required skills and subsequently the candidates may not be precisely assessed. Another regular issue is a lack of resources companies have for recruitment.
协会在招聘和选拔中存在许多共同的问题。公司最常见的问题之一就是不知道公司正在招聘的职位的性质。工作角色随着时间的推移而变化和进步，因此企业应该不断地对每个职位进行工作分析或检查(Kokemuller, 2007)。在这种情况下，张贴的工作将不会正确地揭示所需的技能，随后可能不会准确地评估候选人。另一个常见问题是公司缺乏招聘资源。
Many large companies may have HR budgets however, some businesses may need to utilize free job boards as they do not have the financial capability to promote on a larger scale. However, online networking is an affordable solution to this issue (VirtualHR, 2019). Therefore, the issues companies face when conducting the recruitment and selection process is able to affect the amount and types of applications they receive.
6.Company background公司背景
McDonalds Australia Limited, began in 1971 with their first store being in Yagoona, Sydney (WhichfranchiseAustralia, 2015). It was opened 16 years after the business was established in the USA. It is an establishment with 80% of the organization claimed and worked by individual representatives and ladies (McDonald's, 2019). In 1985, the Ronald McDonald House Charity was enlisted as an official charity inside Australia (McDonald's, 2019). As of now there are more than 970 restaurants spread the nation-wide with over with more than 100,000 representative's. (McDonald’s, 2019).
麦当劳澳大利亚有限公司成立于1971年，在悉尼亚古纳开设了第一家店(WhichfranchiseAustralia, 2015))。它是在美国成立16年后开业的。这是一个80%的组织由个人代表和女士们声称和工作的机构(McDonald’s, 2019)。1985年，麦当劳叔叔慈善会被列为澳大利亚的官方慈善机构(McDonald’s, 2019)。截至目前，全国共有餐厅970多家，代表餐厅超过10万家。(McDonald’s, 2019)。
In outline, every association utilizes various techniques for recruitment and selection, contingent upon the measure of assets accessible. Be that as it may, in order to have a proficient and developing association, candidates that have similar visions as the business must be selected so as to help the association in accomplishing those objectives.
The EEO majorly affects the manner in which recruitment is done and enables every individual to have a reasonable and equivalent experience. Organizations may likewise introduce best practices inside their enlistment and selection process in order to expand proficiency. With an expanding measure of issues organizations may confront, it is immensely imperative to remain mindful of any changes throughout the association.
均等就业机会主要影响招聘的方式，并使每个人都能获得合理和同等的经验。组织同样可以在他们的招募和选择过程中引入最佳实践，以扩大熟练程度。随着组织可能面临的问题的扩大措施，保持注意整个协会的任何变化是非常必要的。
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