1.

0 Introduction about the organizations

1.1 Introduction about KFC

KFC Corporation, based in Louisville, Kentucky, is the world's most popular chicken restaurant
chain, specializing in Original Recipe®, Extra Crispy®, Kentucky Grilled Chicken™ and
Original Recipe Strips with home-style sides, Honey BBQ Wings, and freshly made chicken
sandwiches.

Every day, more than 12 million customers are served at KFC restaurants in 109 countries and
territories around the world. KFC operates more than 5,200 restaurants in the United States and
more than 15,000 units around the world. KFC is world famous for its Original Recipe® fried
chicken made with the same secret blend of 11 herbs and spices Colonel Harland Sanders
perfected more than a half-century ago. Customers around the globe also enjoy more than 300
other products from Kentucky Grilled Chicken in the United States to a salmon sandwich in
Japan.

KFC is part of Yum Brands, Inc., the world's largest restaurant company in terms of system
restaurants, with more than 36,000 locations around the world. The company is ranked #239 on
the Fortune 500 List, with revenues in excess of $11 billion in 2008.

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1.2 Introduction about Pizza Hut

In 1958, frank and Dan Carney had an idea for a great local pizza restaurant in Wichita Kansas.
The small 25 seat restaurant only had room for 8 letters on the sign on the door and the building
looked like a hut. So “Pizza hut” was born.

On June 13, 1958 the first Pizza Hut Restaurants opened. By September it was grossing $700 to
$800 a week, by December, over $1,000 a week Pizza Hut restaurants number two and three soon
followed.

Franchising began in 1959 when Dick Hassur, Manager of Pizza Hut Unit No. 3 signed the first
Franchise Agreement. For a fee, he would have the right to use the Pizza Hut name and 'secret'
recipes. He also would receive management assistance from the Carneys.

Pizza Hut Restaurants were patterned for growth. In 14 years (1958-1972) franchise and company
Restaurants numbered 1,000. In the next three years (1972-1977) they numbered 3,000.

Home delivery is a fast growing segment of the pizza market worldwide, and Pizza Hut Delivery
was developed in 1985 to compete aggressively in this highly competitive

Today, Pizza Hut is the largest pizza chain in the world with more than 12,000 Pizza Hut
Restaurants and Delivery Units operating worldwide.

In Sri Lanka there are 14 branches located in different parts of the country.

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All the Pizza Hut sites work to the CHAMPS standards

• Cleanliness
• Hospitality
• Accuracy
• Maintenance
• Product
• Speed

These six items defines the very core of customer expectations. CHAMPS have become the
vehicle which drives Operations Excellence into their business and is also supported by a reward
and recognition scheme for the Team members.

Mission

We take pride in making a perfect pizza and providing courteous and helpful service on time all
the time. Every customer says, "I'll be back!"

We are the employer of choice offering team members opportunities for growth, advancement,
and rewarding careers in a fun, safe working environment.

We are accountable for profitability in everything we do, providing our shareholders with value
growth.

Vision
To improve the well being of our customers, community and people connected to our enterprise.
Run-Great-Restaurants

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Core values

• Service
• Human
• Dignity
• Wisdom & Integrity

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Task 1

2.0 Clear description of Personnel Management

Personnel management means Skills in communicating effectively, developing teams, managing

diversity, managing conflict, delegating responsibility, coaching and training, giving and
receiving constructive feedback, and motivating and guiding either individuals or groups to
achieve specific goals. Personnel Management attempts to maintain fair terms and conditions of
employment. This is assumed that the outcomes from providing justice and achieving efficiency
in the management of personnel activities will result ultimately in achieving organizational
success and will reach greater heights in the future.

2.1 Human Resource management and its activities in an organization

Human Resource Management has evolved considerably over the past century, and experienced a
major transformation in form and function primarily within the past two decades. Driven by a
number of significant internal and external environmental forces, HRM has progressed from a
largely maintenance function.

2.2 The role of the Human Resource Management Function

Organizations today are striving to increase productivity, improve service, and ensure that the
company can adapt to ever-changing business conditions. And success on this entire front
depends on the organization’s people an asset that executives regularly cite as a primary
differentiator in a fast-moving, knowledge-driven world. Human resource management plays a
significant role in trying to achieve this by being involved at the strategy, policy and decision
making process. The human resource management team ensures this is delivered by recruiting
and selecting the right and qualified staff to ensure the goals and objectives of the organization
are achieved.

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Also we can mention the roles of Human Resource manger as follows,

 To keep HRM Function focused on helping the line management to implement

improvements and to gain Zero defects.
 To keep HRM Function focused on tracking and implementing new trends in the industry
to gain competitive advantage over the competitors.
 To keep HRM Function focused on operational excellence.
 To keep HRM Function responsible for developing the Human Capital potential in the
organization.

The HR managers of KFC and Pizza Hut described that Human Resource Management as
evolved form of Personnel Management. This is because it has better policies such as
Training and Development and Employee Relationship which the Personnel Management
didn’t have, and he also told that training is a must at KFC in order to provide the
customers with a high service to satisfy the customers. Employees understand this fact and
cooperate well him the human resource management.

The HR manager of Pizza Hut told that Human Resource Management is very easy to
follow; there by the advantages are Allocated training sessions for employees, Develop
test plans for employee, Performance Appraisals and to create internship opportunities.

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3.0 The history of employee management (HRM and Personnel management)

The history of personnel management begins around the end of the 19th century, when welfare
officers (sometimes called 'welfare secretaries') came into being. Their creation was a reaction to
the harshness of industrial conditions, coupled with pressures arising from the extension of the
franchise, the influence of trade unions and the labour movement, and the campaigning of
enlightened employers, often Quakers, for what was called 'industrial betterment'.

3.1 The growth in personnel management: 1914-39

The First World War accelerated change in the development of personnel management, as it did
in many other areas of working life. The number of welfare officers grew to about 1,300, largely
because of the Munitions of War Act, 1915, which sought to control the supply of labor to
munitions factories and made welfare services obligatory in them. During the 1920s, jobs with
the titles of 'labour manager' or 'employment manager' came into being in the engineering industry
and other industries where there were large factories, to handle absence, recruitment, dismissal
and queries over bonuses and so on. Employers' federations, particularly in engineering and
shipbuilding, negotiated national pay rates with the unions, but there were local and district
variations and there was plenty of scope for disputes. Officials were employed by the federations
to help settle them.

3.2 1979 - Present: the rise of HRM

The 1980s in particular saw substantial changes as a result of legislation, a shift in the intellectual
climate away from post-war collectivism and towards individualism, and changes in the structure
of the economy. In 1979 a Conservative government under Margaret Thatcher was elected with a

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radical agenda and, with wide public concern about perceived abuses of union power, a mandate
to reduce it. Legislation was introduced to outlaw sympathetic and political strikes, remove the
closed shop (under which union membership was compulsory), and generally increase the power
of individual union members. High unemployment (reaching three million in the early eighties)
and structural change in the economy with a move to services from manufacturing (where union
membership was strongest, other than in the public sector), would in any case have meant a
decline in union membership. But the legislation assisted employers who wanted to reduce the
influence of trade unions; personnel departments played their part in this process, most notably
and symbolically in national newspapers where, after bitter disputes, closed shops were ended and
trade unions removed.

As the 21st century advances, there seems no reason to suppose that the various roles and
traditions will disappear, although their relative importance will change and evolve depending on
the political, legislative and intellectual climate of the time and organisational needs and culture.
For the immediate future, the change agent and business partner roles seem likely to grow in
importance, although there will continue to be a part of the function which, if it is not about
implementing rules and legislation, is about ensuring that line managers are enabled to do so
competently.

We are where we're heading. Survey report. London: CIPD. Available at:
http://www.cipd.co.uk/subjects/hrpract/hrtrends/hrsurvey.htm

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4.0 Differences between Personnel Management and Human Resource
Management

Key Aspect Personnel management HRM

Beliefs and assumptions

Contract Careful delineation of Aim to go beyond written
written contract contract – go by the spirit of
the contract
Rules Thrust on devising clear can do” attitude –
rules impatience with rules
Guide to management Procedures Business and customer
action needs, flexibility,
commitment
Behaviors In line with customs and In line with values and
norms mission
Strategic aspects

Corporate plan Marginalized Central

Speed of decisions Slow Fast

Line management

Management role Transactional Transformational leadership

Key managers P&IR experts Line managers

Key levers

Attention Personnel procedures Cultural and structural

issues and personnel
strategies
Selection Marginal importance Integrated and key task

Pay Job evaluation Performance based

Communication Restricted flow / indirect Increased flow / direct

Job design Division of labor Team work

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4.1 Similarities between Personnel Management and Human Resource Management

Personnel management is defined as an, “administrative discipline of hiring and developing

employees so that they become more valuable to the organization in all means. It includes
conducting job analyses, planning personnel needs, and recruitment, selecting the right people for
the job, orienting and training, determining and managing wages and salaries, providing benefits
and incentives, appraising performance, resolving disputes, communicating with all employees at
all levels.”

Whereas Human Resource Management is defined as, “administrative

activities associated with human resources planning, recruitment, selection, orientation, training,
appraisal, motivation, remuneration, etc. HRM aims at developing people through work.”

4.2 The importance of role and tasks of a HR practitioner?

Human resources manager is responsible for policies and practices that deal with recruitment and
selection of employees, training and development, improvement of performance and productivity,
pay and fringe benefits and creating good relationships between managers and employees. When
it comes to a large organization like KFC and Pizza Hut, the work of the HR manager also
increases. Human Resource is a key to the success of a company by keeping in connection with
the organization's objectives. Human Resource managers should be knowledgeable of other
cultures, languages and business practices. They will be required to develop and manage an
international workforce, maintain written and unwritten corporate policies for transportability to
other cultures, keep top management informed of the costs of not paying attention to the
transnational issues and provide their services to a variety of locations worldwide. This will help
the HR manager to understand the wants of the workforce.

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4.3 The HR Manager offers a full range of services:

Employee and Labor Relations

• Facilitating and negotiating effective and compassionate solutions

• Coaching executives and line managers through sensitive issues
• Creating performance management programs
• Assisting with employee outplacement
• Developing performance metrics for employees and departments

Staffing
• Finding key talent to fill your organizational needs at all levels
• Organizing job fairs for your organization
• Identifying and implementing strategies for reaching out to community
organizations

Training and Organizational Development

• Creating a comprehensive training program or coordinating company events

• Creating custom courses or presentations for your staff to use
• Conducting cost effective on-site classes in a variety of subjects
• Performing organizational reviews, conducting talent assessments and creating
succession plans
• Defining mission statements and strategies to develop a company culture and brand

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Compensation

• Writing Job Descriptions

• Conducting salary surveys and analysis
• Creating Total Rewards and Recognition Programs
• Reviewing and updating compensation programs
• Conducting benefit surveys and performing vendor analyses

Regulatory Compliance and Audits

• Conducting assessments of existing programs for regulatory compliance,

effectiveness and efficiency (ADA, wage & hour compliance, turnover, safety and
workers' compensation, risk, recordkeeping, hiring practices, etc.)
• Analyzing issues and facilitating solutions
• Providing a cost effective alternative to helping you with regulatory issues such as
investigating complaints and negotiating agreements (labor unions, etc.)
• Conducting investigations (harassment, embezzlement, theft, workplace violence,
discrimination, other potential misconduct, etc.)

Programs
• Developing and implementing programs and policies that meet the needs of the

organization, your employees and applicable regulations

• Updating or writing Employee Handbooks, plans, plans, and programs
• Creating forms and brochures to implement your programs

HRM Guide Network contributors. (2009). Types of Interviews. Available:

http://www.jobskills.info/resume_edge/types_of_interview.htm. Last accessed 20/02/2010

5.0 The roles and duties of the HR manager in KFC and Pizza Hut

As far as KFC and Pizza Hut is a big fast food chain all over the world, the HR manager always
have great responsibilities and plays a very important role in KFC and Pizza Hut. HR manager
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has to be an Administrative expert, So that he can always make sure that the administration falls
in the right place, who can do all the administrative work and personal management work, she/he
has to be a change champion who can take the change and give it to others as in, the change
always has to be a positive to the employee. The decisions taken by the HR Manager of KFC and
Pizza Hut has to somehow benefit the employee. Even if the HR manager implements the new
culture to the organization, he should first make sure that its satisfies all the employees because
some employees want like the decisions taken by the HR Manager and the employees would end
up eliminating themselves from the organizations. When the employees leave from the company,
recruiting new employees will be an additional cost to the organization. HR Manager should

5.1 The Line Managers contribution to effective HR practices in the organization.

Line management is the work of a business manager to administrate the enterprise activities that
contribute directly to the output of products or services. In a corporate hierarchy, a line manager
will hold authority over a vertical product line or chain of command. They are charged with
meeting corporate objectives in a specific functional area or business. The line managers within
an organization will include finance manager, marketing manager, operations manager, HR
manager, Front office manager etc. They are working together to achieve organizational
objectives by performing the planning, organizing, leading, and controlling functions. The goals
of the organization can only be achieved if the line managers cooperate with the HR manager.
There should be a good binding with the Hr managers and the line managers to recruit new
workers and take new decisions within the department. They are working together to achieve
organizational objectives by performing the planning, organizing, leading, and controlling
functions.

A Successful management requires downward communication to subordinates, because

downward communication is very fast and can react to the changes in the market. Getting a task
done, perhaps through delegation, is just one aspect of the manager's job. This will be welcomed

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by the employees X who wants to more responsibilities. Delegation will also help the employees
improve and gain experience. Downward communication is more than passing on information to
subordinates. It may involve effectively managing the tone of the message, as well as showing
skill in delegation to ensure the job is done effectively by the right person. In upward
communication, tone is even more crucial, as are timing, strategy, and audience adaptation. In
neither case can the manager operate on automatic as the messages are sent out.

5.2 The most effective way of communication

• Face to face is the most used way of communication; it is very effective because both the
parties will exactly know what is expected. Always face to face give both the parties and
better understanding.
• Meetings could be held with all the managers and senior executives to discuss about the
day to day functions and progress, failures, and an evaluation is done at that meeting about
the overall performance. Meetings help to make an important decision.
• E-mail allows the member to communicate quickly, share ideas, and transfer information
and team members do not need to be in the same place at the same time in order to
communicate effectively. Email is one of the fastest ways of communication.KFC gets a
lot of suggestion through emails.

• Telephone - Use the telephone to discuss matters and to reach a quick decision on a course
of action. But spend few minutes writing down the discussion points before making the
call. Thereby there won’t be unnecessary talk. Telephone cannot be trusted because a lot
of confusion occurs.

• Video Conferencing- this type of communication gives almost an effect like face to face.
This type of communication helps to have a face to face communication and helps to
transact agreements.

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5.3 The role of a line manager

The line manager is in a unique position to reinforce learning from management training or other
forms of development, by integrating them into an employees working life and promoting a
positive approach to these types of activities.

1. The first area of involvement is for the line manager to set clear expectations with their
staff, both in terms of what they need to deliver (job responsibilities, targets etc) and how
they are expected to deliver these things (approach, behavior at work, etc).

2. The next area of involvement is conducting performance appraisals and agreeing personal
development plans, i.e. measuring the “gap” between what an individual delivers (and
how they do it) and what is needed.

3. In agreeing personal development plans line managers should not just ask “What are this
persons weaknesses?” but should also ask “Where will learning and development add the
greatest value to their performance?”

4. Line managers should understand the breadth of learning and development interventions
that are available to them.

5. Line managers should also take on more of a coaching role with their staff. Significant
relationships exist between the effective provision of coaching and guidance by the line
manager and levels of employee satisfaction, commitment and motivation.

6. Finally, to be truly effective line managers need to understand their role as a “sponsor” of
an individual’s or team’s learning and development. For example, it sends completely the
wrong message to someone if a manager asks them to attend a management training
course but then prevents them from attending some or all of it.

5.4 When we take a look at the KFC and Pizza‘s line managers

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When I spoke to the HR managers of KFC and Pizza Hut, they say that line managers are really
cooperative and very united. They also say that without the support of the line mangers, these
organizations wouldn’t have been so successful. Both the organizations think that they are
satisfied with the Human Resource Management. I personally think that line mangers should be
give more freedom in decision talking when it comes to recruiting. Line managers at KFC and
Pizza Hut have great responsibilities, they should always look that they don’t over or under
recruit employees. Line managers should help the Organization to produce products at a low cost,
without cutting down the quality of the product.

Task 2

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6.0 Identify separate factors; say how they are related and how each one
contributes to the need for human resources planning.

6.1 Human Resource Planning

Human resources planning refers to classic HR administrative functions, and the evaluation and
identification of human resources requirements for meeting organizational goals. It also requires
an assessment of the availability of the qualified resources that will be needed. Human resources
planning should be a key component of nearly every corporation’s strategic business planning. To
ensure their competitive advantage in the marketplace, organizations must implement innovative
strategies that are designed to enhance their employee retention rate and recruit fresh talent into
their companies.

6.1.1 Why human resource planning?

1. Determining the numbers to be employed at a new location

If organizations overdo the size of their workforce it will carry surplus or underutilized staff.
Alternatively, if the opposite misjudgment is made, staff may be overstretched, making it hard or
impossible to meet production or service deadlines at the quality level expected.KFC has always
keen in recruiting employees to suit the location.

2. Retaining your highly skilled staff

Issues about retention may not have been to the fore in recent years, but all it needs is for
organizations to lose key staff to realize that an understanding of the pattern of resignation is
needed.

3. Managing an effective downsizing programme

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This is an all too common issue for managers. How is the workforce to be cut painlessly, while at
the same time protecting the long-term interests of the organization? A question made all the
harder by the time pressures management is under.

4. Where will the next generation of managers come from?

Many senior managers are troubled by this issue. They have seen traditional career paths
disappear. They have had to bring in senior staff from elsewhere. But they recognize that while
this may have dealt with a short-term skills shortage, it has not solved the longer term question of
managerial supply: what sort, how many, and where will they come from?

6.1.2 How can HRP be applied?

The report details the sort of approach companies might wish to take. Most organizations are
likely to want HRP systems:

• which are responsive to change

• where assumptions can easily be modified
• that recognize organizational fluidity around skills
• that allow flexibility in supply to be included
• that are simple to understand and use
• Which are not too time demanding.

To operate such systems organizations need:

• appropriate demand models

• good monitoring and corrective action processes
• comprehensive data about current employees and the external labor market
• An understanding how resourcing works in the organization.

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6.2 Advantages of HR planning process

• It helps to satisfy the individual needs of the employees for the promotions transfers,
salary enhancement, better benefits etc.

• It helps in anticipating the cost of salary, benefits and all the cost of human resources
facilitating the formulation of budgets in a society.

• It helps to foresee the need for redundancy and plans to check of human resources and to
change the techniques of management.

• It helps in planning for physical facilities, working conditions, the volume of fringe
benefits like canteen, schools, hospitals, conveyance, child care centers, quarters,
company stores etc.

• It causes the development of various sources of human resources to meet the

organizational needs.

• It helps to take steps to improve human resource contributions in the form of increased
productivity, sales, turnover etc.

• It facilitates the control of all functions, operations, contribution and cost of human
resources.

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6.3 Human Resource Planning: Data required are

Internal External
• Employee analysis – numbers, • Regional employment trends and
gender, qualification, trade and job, unemployment levels demographic
skills, experience etc projections
• Categories of staff • Skill level and shortages
• Staff suitable for promotion and • Education level and proposals
redeployment • Labour mobility
• Overtime levels and trends • Migration and immigration trends
• Labour turnover analysis and
reasons

7.0 Human Resource Planning with KFC and Pizza Hut

Human Resource Management is an essential part for any organization. Moreover, development
of this department is the first step, the ground on which the future of the company depends. It is
essential for every single business unit and especially for such fast food shops such as KFC and
Pizza Hut. It is the global company and it is impossible to create certain policies or procedures
applicable in all divisions of the company, cultural and political differences need to be taken into
account. Basically the HRM practices are necessary for all the organization. But unfortunately in
Sri Lanka and some of the Asian countries don’t use much used HRM practices. KFC and Pizza
Hut have been practicing HRM, since they are a multinational company. Pizza hut has been
benefited a lot because of HRM.Pizza hut has been maintained a standard service to the customers
for more than a decade. This was possible, because of HRM.Specailly in a fast food, customers
always expect a speedy service, and inorder to give a good service the organization has to recruit
the right person at the right time, who is motivated in all means. HRM planning plays a vital role
at KFC and Pizza Hut.

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7.1 What are the stages involved in the HR planning Process?

An Organization will have to have a long term plan for its human resources. HR Plan will be
based on the Organization Strategic plan. HR will also have to be properly mobilized to support
other strategy.

Strategic analysis

Forecasting

Job analysis

Implementation

7.1.1 Strategic Planning

In today's highly competitive business environment, budget-oriented planning or forecast-based

planning methods are insufficient for a large corporation to survive and prosper. The firm must
engage in strategic planning that clearly defines objectives and assesses both the internal and
external situation to formulate strategy, implement the strategy, evaluate the progress, and make
adjustments as necessary to stay on track.

A scan of the internal and external environment is an important part of the strategic planning
process. Environmental factors internal to the firm usually can be classified as strengths (S) or
weaknesses (W), and those external to the firm can be classified as opportunities (O) or threats
(T). Such an analysis of the strategic environment is referred to as a SWOT analysis.

Steps of the Strategic Planning Process. Available:

http://www.entarga.com/stratplan/plngsteps.htm. Last accessed 24/02/2010.

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7.1.2 Forecasting

Forecasting is the use of information from the past and present to identify expected future
conditions. The main forecasting methods are judgmental and mathematical.
Under the forecasting aspects internal demand and supply, external supply and the gaps will be
considered. HR manager should always forecast the percentage of the employees who leave the
work. Demand aspect is that the labor requirements for an organization to carry out the functions
and the supply aspect will look at what is available in HR within as well as the outside the
organization. The organizations should make sure they recruit new employees on time. In this
skill inventory become important in terms of special skills, competencies, knowledge and etc.
normally the organizations use three different forecasting periods for forecast their future
requirements.

8.0 Job analysis

Job analysis is a primary function of HRM as it produces a set of information that is essential for
successful performance of many other HRM functions. It is a systematic investigation of jobs and
job holder characteristics in order to create a collection of information that can be used to perform
various HRM activity function. The end of job analysis would be,

• Job Description
A job description is a list of the general tasks, or functions, and responsibilities of a
position. Typically, it also includes to whom the position reports, specifications such as
the qualifications needed by the person in the job, salary range for the position, etc. A job
description is usually developed by conducting a job analysis, which includes examining
the tasks and sequences of tasks necessary to perform the job. The analysis looks at the
areas of knowledge and skills needed by the job.

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Following is a quick look at the categories that make up a well-written job description:

• Title of the position

• Department
• Reports to (to whom the person directly reports)
• Overall responsibility
• Key areas of responsibility
• Consults with (those who the person works with on a regular basis)
• Term of employment
• Qualifications (necessary skills and experience required)

• Job Specification
Job specification summarizes the human characteristics needed for satisfactory job
completion. It tries to describe the key qualifications someone needs to perform the job
successfully. It spells out the important attributes of a person in terms of education,
experience, skills, knowledge and abilities (SKAs) to perform a particular job. The job
specification is a logical outgrowth of a job description. For each job description, it is
desirable to have a job specification. This helps the organization to find what kind of
persons is needed to take up specific jobs. Preparing a job specification is always not easy.
Regarding the human resource requirements of a job, there is scope for disagreement.

8.1 Implementation

The process of ensuring that the provide system is operational and then allowing users to take
over its operation for use and evaluation is called implementation. For implement the HR Plan the
companies doing training and developing their existing staffs and recruiting required staffs.

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8.1.1 Training and Development

Training and Development helps to enhance the Knowledge, skills and Attitudes of the employees
with a view of developing the potential of the individual and providing opportunities for
Advancement while Achieving the Goals & Objectives of the Organization.

KFC and Pizza Hut strongly agree that providing the correct training to a employee would help
he/she to perform better. Even though KFC has a self serving system the order of the fast food
should be fast. When we take a look at KFC, it has its own training center at Bathramulla,

8.1.2 Training off the job

Off the job training is provided to the new employees outside the work environment off the job
training helps the employee to gain more knowledge of the work , because it takes place at a
training centre. Off the job training courses might be run by business training department or by
external providers.

8.1.3 Training on the Job

This training is given at work, because so that the new employee learns what he/she has to do.
The main and common methods of on the job trainings are; demonstration, coaching, job rotation
and projects.

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9.0 Recruitment process on the selected organizations

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the process to recruitment
agencies.

The recruitment process of KFC and Pizza Hut is quiet similar before an employee leaves the
company, they will have to give a notice in advance about resigning the work. These
organizations advertise the vacancies giving the right job description. The applicants for the work
have to send their CV, so that they meet the requirements of the company. There after they will be
called for an interview.

There are two types of recruitment

1. Internal recruitment

2. External recruitment

9.1 Internal Recruitment

An internal recruitment a person from inside the company will be selected, since internal is faster
than the external recruitment. The company will already know the person and the risk of making
the wrong decision is less. Internal recruitment is also cheaper and it saves the advertising cost.
Internal recruitment will result in high motivation, commitment and loyalty.

9.1.2 External Recruitment

In external recruitment the person from the outside will be selected. External recruitment gets the
large number of candidates and the company has a high range of candidates. External candidates
can come with new ideas. A person who selected outside the company will know what’s
happening in the market.

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9.2 Media used for recruiting candidates to KFC and Pizza Hut

Advertising, this is very important in recruiting new candidates to the company.

Television- is a very effective source of media, where people watch a lot of local channels in Sri
Lanka.this will definitely will bring more candidates

- Newspapers – Newspaper is one of the oldest form of advertising. There is a lot newspaper in
Sri Lanka. In the newspaper, the vacancies should be advertised at right time and target at the
right news paper. For eg : advertising it on a Sunday, and advertising it to well known newspaper.

- Internet - is a form of promotion that uses the Internet for the expressed purpose of delivering
marketing messages to attract customers. The advertisng in the internet is much easier, faster and
only less cost is required.
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9.3 Head Hunting

If a person has reputation and he is well known in the industry, the company will come in search
in such people to make an offer. Recruitment consultant will do this work.

9.4 The ways of Internal Recruitment within KFC and Pizza Hut

• Internal transfer
In KFC they are using internal transfer and job rotation techniques as an internal recruitment.

• Job rotation
Job rotation refers to the moving of workers among different tasks without affecting the flow of
work. It is done as a part of training and development process of employees. They are following
job rotation techniques to have to have effective and efficient work by employees because if they
work in same in whole day or week they will be getting bore to continue that work. Mostly they
consider the Accounting people who are working under accounts department. They give the
change them to work in other department with the training.

• Promotion
If the employee works hard and accurately they provide promotion to them in the same field.
Then the employees will motivate and do their work more effectively more than before.

9.5 The ways of External Recruitment within KFC and Pizza Hut

• Advertising

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 KFC and Pizza Hut follow open advertisements method which has the company name in the
Advertisement. KFC and Pizza Hut have a good reputation in the market They publish their
advertisements through News Papers such as Sunday Observer, The times, Veerakesari and Etc

• Job agents
Through the job agents KFC and Pizza Hut recruit the employees. It has some job agents. When
they want employees the agents brings out the people who are having enough qualification to get
that work. If the person selected to that company then the company give some agreed percentage
of amount to the agents.

• Personal recommendation

Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A
full assessment of the candidate is still needed however but potentially it saves on advertising
cost.

9.6 Alternative Selection Methods

Employment tests

Many types of tests are available to be used in selection process.

• IQ and general knowledge tests

• Aptitude tests
• Attitude
• Job knowledge and proficiency tests
• Interest tests – To ascertain the candidate’s most preferred occupations which
mostly satisfy him.

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Types of interview

• Face-to-face interviews - This may be one-to-one between you and the interviewer, or
you may sometimes find that there are two interviewers, such as a functional specialist and
a member of the resourcing or HR team.
• Panel interviews - These involve several people sitting as a panel, usually with a
chairperson to coordinate the questions. This type of interview is popular in the public
sector.
• Telephone interviews - Telephone interviews are increasingly used by companies as an
integral part of the recruitment process, often at an early stage of selection. If you are
offered a telephone interview, the most important fact to remember is that the employer
wants to find out the same information as they would face-to-face, so your preparation
needs to be just as thorough.
• Group interviews - Several candidates are present and will be asked questions in turn. A
group discussion may be encouraged and you may be invited to put questions to the other
candidates.
• Sequential interviews - These are several interviews in turn, with a different interviewer
each time. Usually, each interviewer asks questions to test different sets of competencies.
However, you may find yourself answering the same questions over and over. If this does
happen, make sure you answer each one as fully as the time before.

I would recommend face to face interviews as a most compatible for interviews. It is a two way
communication, and it is quiet effective. The interviewer will get answered to all the questions
and he can also observe the body language of the candidate.

KFC and Pizza Hut use face to face interviews, so that they can give them the intelligence test and
an attitude test. So that they can select the most appropriate candidate. Face to face an interview
also helps to check on emotional ability of a person.

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Types of Interviews. Available:
http://www.jobskills.info/resume_edge/types_of_interview.htm. Last accessed 20/02/2010

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10.0 Conclusion

When talking about the openness of the organizational activities both the Organizations are more
likely to be less open and be closed in revealing certain information. As this assignment was to
analyze the Human Resource practices within the organizations I would conclude that that both
KFC and Pizza Hut has more modernized approaches in achieving goals. Always the revelation
for fast foods in Sri Lanka has been good. The advertising campaign of these organizations is very
poor, and they don’t have to market their brand, because they are well reputed all over the world.
The recruiting methods of both the organizations are similar, and they use face to face interviews.

KFC and Pizza Hut is adapting more modernized Human resource practices approach, it makes it
easier for them to face global challenges more successfully than their competitors in the market.
This Assignment was designed in different tasks in order to develop the students’ practical
knowledge in this module “Human Resource Management”. The fact that I have I learned about
in this module is, how HRM is important to all the business. I also understood that improvisation
and the most important aspect is management practices of resources efficiently and to utilize the
correct resource at the correct time.

This is a very good opportunity where I got a practical knowledge of how to practice the
theoretical factors which we learn in lectures and deal and achieve our own goals accurately and
efficiently.

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11.0 Reference

• Bretz, R., D., Jr., & Judge, T. (1994). The Role of Human Resource Systems in Job
Applicant Decision Processes, Journal of Management, 20, 548-549.

• Alan Price and HRM Guide Network contributors. (2009). Types of Interviews. Available:
http://www.jobskills.info/resume_edge/types_of_interview.htm. Last accessed
20/02/2010.

• Free Management Library. (2010). Types of Interviews. Available:

http://managementhelp.org/trng_dev/trng_dev.htm. Last accessed 21/02/2010.

• enTarga (Ross A. Wirth, Ph. D. (2010). Steps of the Strategic Planning Process.
Available: http://www.entarga.com/stratplan/plngsteps.htm. Last accessed
24/02/2010.

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