Human Resource Management of Subway : Subway is an American restaurant franchise that primarily sells submarine sandwiches (subs), salads, and personal pizzas. It is owned and operated by Doctor's Associates, Inc. (DAI). Subway is one of the fastest growing franchises in the world with approximately 33,578 restaurants in 94 countries/territories as of October 1, 2010.[1] It is the largest single-brand restaurant chain globally and is the second largest restaurant operator globally after Yum! Brands (35,000 locations).[1][2][3]

Subway's main operations office is in Milford, Connecticut, and five regional centers support Subway's growing international operations. The regional offices for European franchises are located in Amsterdam, Netherlands; The Australia and New Zealand locations are supported from Brisbane, Australia; the Middle Eastern locations are supported from offices located in Beirut, Lebanon; the Asian locations from Singapore and India and the Latin America support center is in Miami, Florida. In the UK and Ireland the company hopes to expand to 2,010 restaurants by some time in 2010


Aside, from the operations and amenities being offered by the airlines, the other problems that an airline industry faces are the cultural differences. The cultural differences have a significant effect on the evaluation of the service and this happening not only in airline industry but also in all business setting. The other race might be experience cultural shocks which lead to a consumer dissatisfaction. The common form of the cultural shock or dissatisfaction is when the provided service did not meet or failed to meet the expectations of the foreign customers (Mattila, 2001). People in all parts of the word has different perceptions in the kind of service or the way on how the service being rendered therefore, it is ideal to the airlines and can gain more advantage when the organization is composed of diversified employees.

The innovation in technology in airlines is undoubtedly accelerated. Through the efficiency of the travel and management of the services, the airlines already made a name in the transportation. Added to that is their different approach on the innovation of the clean fuels that can help lessen the pollution. An airline bearing the biofuels may not meet the demand for affordability because they can subject additional charge to their customers to lessen the burden of the organization in carrying its cost. In fact, the prices on food continued to rise and the investors of the organization cannot accommodate all the investment (Draper, et al., 2009).

Purpose of Recruitment

- Determine the present and future requirements of the organizations.
- Increase the pool of job applicants at minimum cost.
- Help increase the success rate of selection process.
- Help reduce the probability that job applicants once recruited and selected, leave the organization after a short period of time.
- Meet the organizations legal and social obligations regarding the compositions of its work force.
- Begin identifying and preparing potential job applicants who will be the appropriate candidates.
- Increase organizational and individual effectiveness in short & long term.
- Study the effectiveness of various recruiting techniques and sources for all types of job applicants.

Factors governing Recruitment
1) External Factors
a) Unemployment Rate
b) Political and legal considerations.
c) Constitutions which prohibits discriminations.
d) Preferences to son of the soil
e) Company Image


2) Internal Factors
a) Recruiting Policy
b) Temporary & Part – Time employees.
c) Preference to local citizens in MNC.
d) Size
e) Cost.

A good recruitment policy is that which :

• Complies with government policies
• Provides job security
• Provides employee development
opportunities
• Flexible to accommodate changes
• Ensures its employees long-term
employment opportunities
• Cost effective for the organization

SOURCES OF RECRUITMENT

1. Internal search
rnal Search
HRIS
Job portals
Notice boards
Circulars

2. External search

Advertisements
Educational institutions
Employment agencies
Interested applications
Employee referrals







Process of recruitment


Human resource planning
Identify HR requirements
Determine numbers, levels & Criticality of vacancies
Choose the resources & Methods of Recruitment
Analyze the cost & time involved
Start implementing the Recruitment program
Select and hire and

Evaluate the Program :

• The recruitment policies, sources &
methods have to be evaluated from time
to time
• Successful recruitment program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
















Selection

1.0 Introduction

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment

2.0 Factors (Conditions) for Selection Process

The basic idea in a selection process is to solicit maximum possible information
about the candidates to ascertain their suitability for employment, and given the fact that, there are factors which affect the seeking of such information(Prasad, 2005, p. 246), he proposed the following factors which determine the steps involved in a selection process;

Firstly, various steps involved in a selection process depend on the type of personnel to be selected. For example, more information is required for the selection of managerial personnel as compared to subordinate workers.

Secondly, selection process depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates
e.g. In advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment; the process is shortened and may be completed in a day.

Thirdly, selection process depends on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. However, where the number of applicants is small, lesser number of filtering points are required.



3.0 Steps in Selection Process

The strategy and method used for selecting employees
varies from firm to firm and from one job to another.

Scholars of Human Resource Management such as Gupta, Prasad, and Armstrong6 suggested the following steps to be involved in employees’ selections process, though not necessary to be implemented chronologically:-

4.0.1 Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organisation, at the same time, the necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like.

It helps to determine whether it is worthwhile for a candidate to fill up the application form. At this juncture, test of authenticity for candidate’s relevant certificates is done.

4.0.2 Application Form

Application form is a traditional and widely used device for collecting
information from candidates. It should provide all the information relevant to selection, where reference for caste, religion, birth place, may be avoided as it may be regarded an evidence of discrimination.



4.0.3 Selection Test

Psychological tests are being increasingly used in employee selection, where a test may involve some aspect of an individual’s attitudes, behavior and performance.
Tests are useful when the number of applicants is large, as at best it
reveals that the candidates who scored above the predetermined cutoff points are likely to be more successful than those scoring below the cutoff point.

4.0.4 Employment Interview

Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews, where the information collected through application letter or application forms and tests can be cross-checked in the
interview, where candidates demonstrates their capabilities and strength in relevant to their academic credentials.

4.0.5 Medical Examination

Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose.
Such examination serves the following purposes:-
a) It determines whether the candidate is physically fit to perform the job, where those who are physically unfit are rejected.
b) It reveals existing disabilities and provides a record of the employee’s health at the time of selection. This record will help in settling company’s liability under the workmen compensation Act for claim for any injury.
c) It prevents the employment of people suffering from contagious diseases.
d) It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies.





4.0.6 Reference Checks

The applicant is asked to mention in his application form, the names and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions or public figures. These people are requested to provide their frank
opinion about the candidate without incurring any liability. In government and public sector
.
4.0.7 Final Approval

In most of the organizations, selection process is carried out by the human resource department, where the decisions of the department are recommendatory. The candidates shortlisted by the department are finally approved by the executive of concerned departments or units.

4.0.8 Selection

Appointment is generally made on probation of one or two years, where upon satisfactory performance during this period, the candidate is finally confirmed in the job on the terms employed with, whether permanent or contractual basis.




Based on the communication theory and studies on the other prosperous airlines, the total quality of service can be achieved through the integration of the people, process and performance. As a human resource manager of an airline, it is appropriate to understand that people plays an important role in accomplishing the service. The initiative that the human resource can contribute is the improvement of the process through the initiatives of facilitating, coaching, and mentoring the entire workforce. In addition there is high value on the motivation of the personnel that can affect the performance of the employees in giving the quality of services. Through the knowledge management as the main tool of the human resource, the techniques in determining the right action for the quality of service can be obtain (Leacock, 2008).

The quality of service can start at the beginning of recruitment and selection of the employees and training. It can be monitored through the open feedback system. By the efficiency of the feedback system, the weakness of an employee can be identified and promote the call for the strategies that is more focus in offering a quality service. In providing the quality service in the tourism or hospitality or airline industry is in need of management. The deliverance of the services should not stop innovating but should continue and create additional ways to satisfy the undying demands of the customers in order to achieve the optimal advantage necessary for the airline organizations.
 
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Human Resource Management is one of the key factor which drives organisation. The main function of human resource department s to maintain the internal communication efficiently. Nepotism is very common problem in human resource and that is why the company has to incur huge loss and this happens frequently.
Here are the Swot Analysis on Subway.The main idea behind sharing link on Subway because it will provide a full information regarding Subway.
Swot Analysis of subway.
 
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