Basic Concepts and Techniques of Human Resources Term Paper

Basic Concepts and Techniques of Human Resources - Term Paper Example KFC restaurants provide several fried and non-fried chicken foods such as sandwiches, chicken strips and several other delicious products. Besides, it also offers variety of additional items which are best fitted in terms of local food preferences of customers (Yum! Brands, 2011). In the year 1997, PepsiCo acquired KFC along with other two brands namely Taco Bell and Pizza Hut renaming the acquired group as Tricon Global Restaurants. In the year 2002, the Tricon Global Restaurants was again renamed as Yum Brands, Inc collectively (KFC, 2011). Purpose of the Paper This paper provides a brief description of the job role of a restaurant manager in KFC. The objective of the paper is to develop a training program for the recruiting the most suitable restaurant manager in KFC. In this regards, it undertakes the aspects such as major tasks, major specifications and job standards of the restaurant manager in KFC. Furthermore, each step of the training program has been described in the paper along with the requisite activities that needs to be performed. Strengths and Weaknesses of KFC The major strength of KFC is its brand identity. KFC is known all over the world and enjoy a strong brand reputation of fast food restaurant services. KFC’s other strength in the international market is its attractive menu offerings which acts as its competitive advantage. However, the major disadvantage of KFC can be identified in terms of the frequent conflicts in work culture with its parent company PepsiCo. It is in this context that the conflicting cultures of both brands tend to have a substantial impact on the performance of the employees. The cultural conflict is also considered as a hindrance while entering into other foreign markets. Besides, the company has been identified to have a record of weak performance with respect to franchisee business (Scribd Inc., 2012). Scope and Size of KFC The scope of KFC as a restaurant business is quite high as the products of the compan y are increasingly desired by numerous people globally. Data collected during the year 2006 suggests that above one billion units of ‘finger lickin’ chickens were served by KFC per annum in almost 80 nations (Yum! Brands, 2011). In the year 2010, the number of employees in KFC was almost 455,000 internationally (Yum! Brands, 2011). Furthermore, KFC has been identified to have made a tremendous progress in the developing nations including China and India. KFC is also leveraging its assets for developing additions to its menus. The sales growth figure in countries where KFC operates is also impressive indicating a significant scope of success. In the year 2010, KFC had generated almost US$ 14.7 billion excluding the United States market. With more number of outlets internationally, the sales figure of KFC is expected to increase considerably in the future (Chancey, 2012). Section 2 Job Analysis Job analysis is a vital process for determining the sole functions of a partic ular job. Job analysis is supposed to be the fundamental aspect for human resource management activities where development of training program necessitates a complete investigation of the job. It is in this context that KFC has engaged numerous managers for several tasks which can range from area managers and assistant managers to trainee managers and restaurant managers. The restaurant manager is liable for the overall operation of the allocated restaurant. The major