Company profile

McDonalds

McDonald's is the world's largest chain of hamburger fast food restaurants, serving around 68 million customers daily in 119 countries across 35,000 outlets. Founded in the United States in 1940, the company began as a barbecue restaurant operated by Richard and Maurice McDonald. In 1948, they reorganized their business as a hamburger stand using production line principles. Businessman Ray Kroc joined the company as a franchise agent in 1955. He subsequently purchased the chain from the McDonald brothers and oversaw its worldwide growth.

A McDonald's restaurant is operated by either a franchisee, an affiliate, or the corporation itself. The McDonald's Corporation revenues come from the rent, royalties, and fees paid by the franchisees, as well as sales in company-operated restaurants. In 2012, the company had annual revenues of $27.5 billion and profits of $5.5 billion. According to a 2012 BBC report, McDonald's is the world's d1.5 million of whom work for franchises.

McDonald's primarily sells hamburgers, cheeseburgers, chicken, French fries, breakfast items, soft drinks, milkshakes, and desserts. In response to changing consumer tastes, the company has expanded its menu to include salads, fish, wraps, smoothies, fruit, and seasoned fries.

Marlboro

Marlboro is the best selling brand of cigarettes in the world. It is made by Philip Morris USA (a branch of Altria) within the United States, and by Philip Morris International (now separate from Altria) outside the United States. It is well known for its billboard advertisements, magazine ads of the Marlboro Man, and its long associated history in the sponsorship of motorsport. Richmond, Virginia, is the location of the largest Marlboro cigarette manufacturing plant.
2.
Furthermore we will discuss about the layout decisions from both of the companies, McDonald’s and Marlboro.
Now the questions are:

1) What is the importance of job design? 2) How it companies design its job workflow and environment ? 3) What sugestion?
3. Discussion

The objective of human resource strategy is to manage labor and design job so people are effectively and efficiently utilize. The goals of human resource strategy are to increase quality of work life. High quality of work life means that the job is not only safe but also serve as a good approach to both physical and psychological aspects of the employees. Another way to develop is the quality of work life is by developing a good mutual commitment and trust amongst the employees. Mutual commitment means that bot management and employee share the same objective as while mutual trust is reflected in reasonable and documented policies A. McDonald
In McDonald the human resource manager keep the number of employee as constant irrespective of the demand. By using this approach, McDonald can maintain a constant labor cost, but this approach also has its own drawbacks in which when the number of customers are spiking, it will take more cost. When the numbers of customers are raising the workers will get troubled, because it will take a long queue of customers. When the numbers of customers are decreasing, the worker will do nothing and paid for nothing it is actually a waste of money because McDonalds in the end of the month will still pay their salary without calculate their quantitates and regarding how many customer they serve on that month. So the human recourse must find the average of the customers, the human recourse manager should calculate the right number of employees that can serves the branch effectively.

B. Marlboro

In Marlboro the human resource manager keep the number of employee as constant irrespective of the demand. By using this approach, Marlboro can maintain a constant labor cost no matter the number of sales is increase or decrease Marlboro will not change their number of employee. Different with McDonald’s case Marlboro will get no trouble when the number of demand is increasing drastically in short and this condition because they are in is also happen when the number of sales is decreasing because no matter the number of demand Marlboro will produce the same amount of production everyday, hence the human resource manager should calculate the sales average to minimize loss when market demand gone bad

Job Design

Job design is an approach to specifies the tasks that constitute a job for an individual or a group (Heizer, 2011)
Job design itself consists of job specialization, expansion, psychological components, self-directed teams and motivation and/or intensive system. Here we will analyze the job design of each company and determine whether its effective or not in that specific company.
In a company there are two ways to decide how the employees will work: specialization and expansion, in which specialization makes the employees works on just one specific task where the employee required to master it while expansion will create more job diversification for the employee respectively.
For McDonalds, the human resource management chooses to use job specialization

* Work schedule
McDonalds have 8 hours work time every shift twice a day morning and night shift for no-24 hours branch and 3 shift system for 24 hours McDonald branch and employee is allowed to take overtime as extension of their working shift or when they asked to cover their colleague in some condition

For Marlboro we will take example from Marlboro factory in Bekasi, West Java, in Marlboro there are no shift system, every worker have 7 hours work time everyday and they are allowed to take overtime outside of their primarily work hours.

Labor specialization Labor specialization is when an individual or group of individuals focuses on developing expertise and skills unique to a particular output. In McDonalds, the human resource managers tend to assign a specific employee to specific task, like in the cashier, drive-thru, and the kitchen. This approach can benefit McDonalds in sense that the specialized employee can works effectively because of his/her familiarity with that job. This kind of approach also have its own drawback, namely when one of their employee is resigning, McDonalds should train new recruited employee or change their present employee to the new position which cost money for the training. From our perspective, the specialization employed by McDonalds were effective and efficient enough to support their stores.

Job expansion
Job expansion defined as a couple methods of increasing the responsibilities of someone in a given position. Vertical job expansion or job enrichment occurs when an employee takes on more decision-making authority, autonomy or higher-level responsibilities. Job enlargement occurs when an employee's job is expanded horizontally to cover more responsibilities. In Phillip Morris’ factory, the workers sometime do more than one job initially provided to them, i.e. while originally they are work to roll the cigarette, they can also pack them to the box. In this sense, Phillip Morris can save their spending on new workers and utilize their present workers to their potential.

ERGONOMIC

Ergonomic is the applied science of equipment design, as for the workplace, intended to maximize productivity by reducing operator fatigue and discomfort. Also called biotechnology, human engineering, human factors engineering.
Ergonomic are Design factors, as for the workplace, intended to maximize productivity by minimizing operator fatigue and discomfort: The ergonomics of the new office were felt to be optimal.

1. Ergonomic in the McDonald
As we know that ergonomic is the applied science of equipment design, in McDonald they also use it to maximized their performance to reach the best action to serve the customers. They make the equipment of workplaces as comfortable as they can. McDonald’s outlets are design effectively and efficiently. Like they set the drive trough way, the computer application, the position of the kitchen, the cashier, the drink machine. They put it in the best place and the right place, so the employees can do their job efficiently, no need to waste their time. 2. Ergonomic in the Marlboro
As a cigarette company, they set the workplace for the worker as comfortable as they can. Marlboro set the table of the worker to make the cigarette as efficient as they can, so the workers no need to move their body too much. Which mean that the workers just need to move their hand for making a cigarette. So the worker can produce more cigarette with less energy they use.

Self-directed team

A self-directed work team (SDWT) is a group of people, usually employees in a company, who combine different skills and talents to work without the usual managerial supervision toward a common purpose or goal. Typically, an SDWT has somewhere between two and 25 members. An optimal SDWT is said to be between five and nine members. An SDWT is similar to a skunkworks except that an SDWT is not temporary and is not limited to a single project.

1. McDonald
McDonald use the self-directed team because they are a team between the cashier, chef, and other workers. The cashier input the orders from the customer in their commuter then the chef will read the orders and directly make the orders, after the chef done with the orders the chef will say to the cashier that the order is finished and the cashier will give the orders to the customer.

2. Marlboro Marlboro not use self directed team, they do their job start from taking the piece of paper until they pack the cigarette alone, different with in the McDonald, it is very similar with ford’s line of production.

III. Conclusion

So overall from this paper we can conclude that companies must find the average of the customers, the human recourse manager should calculate the right number of employees that can serves the branch effectively, to minimize the number of capital that been waste, and for specific position it is better to not rolling the position because it can give negative impact to workplace dynamic.