Significance of Employee Relations in Decision Making

This report discusses the significance of employee relations in influencing the decision-making process in organizations. It explores various employee relations strategies and their impact on HRM decision making. The report also examines essential employment legislation and its impact on HRM decision making.

Human Resource
Management (Project
1)

Introduction of the report
Human resource management is one of the most effective practice consist of recruiting,
hiring, selecting, provide training and various other functions which as a result assist in
accomplishing organizational goals in an appropriate way. Human resource manager is the
person who is responsible for performing all the task in an appropriate way. In the present report,
McDonald’s is chosen as the base organization. It is an American based fast food company
established in the year 1940. McDonald’s provide range of food products such as French fries,
Hamburger, milkshake, dessert, coffee and various other products and have their outlets all over
the world. In this report, the first section includes various elements which are going to be
covered, functions and purpose of HRM, various HRM practices along with discussion about
workforce planning.
Define and brief explanation of HRM and workforce planning
Meaning of HRM
Human resource management is a procedure used by business entity for facilitating
workers and individuals working in the organization. It has been said that human resource
management define as the practice of hiring, recruiting, managing as well as deploying the staff
members of the business organization. With the help of effective human resource management it
has been said that performance and behaviors of employees will be enhanced so that the
organizational goals and objectives will be achieved.
Workforce Planning
It define as an indispensable process associated with the human resource management.
This is the procedure mainly concerned with analysis which is done in order to understand the
requirements of the business entity in terms of knowledge, skills, experience and whether the
current staff members fulfil all the necessities. This will help in analyzing the gap as well as
bridging the gap so that pre define goals and objectives will be attained.
Explanation of the purpose and functions of HRM, application to workforce planning and
resource of the organization
Importance as well as Purposes of HRM

It is considered as one of the most necessary function for each and every business organization
such as McDonald’s. In relation to the chosen organization, some of the purpose of HRM are
going to be discussed in detail as follows:
 The main purpose of human resource management in the premises of McDonald’s is to
develop healthy, positive and strong working atmosphere in which every single person
can conduct their work in more effective and appropriate manner.
 Another purpose within McDonald’s is to develop the whole organization well equipped
with all the safety measures so that every staff member feel secure and motivated while
operating functions.
Functions of HRM
In the present context of McDonald’s some of the functions are given below which help
them to perform all their work in a well structured and systematic manner which as a result leads
towards the attainment of organizational targets.
Recruitment and selection: Recruitment is a function of HRM which have the motive to
attract or influence large number of candidates for a particular job role within the organization.
In relation to McDonald’s, managers of the organization recruit highly skilled, qualified and
talented staff members so that they can easily fill the job positions in an effective and appropriate
manner.
Training and development: Another function emphasize on executing training and
development programs at workplace so that skills and knowledge of employees will be improved
according to the changing environment. In reference to McDonald’s, managers provide training
session to their workers within every six months so they can easily understand the needs of
customers and satisfy their requirements in an effective manner.
Role of HR in Workforce Planning
It says that workforce planning define as comprehensive procedure of human resource
management which provide guidance to the higher authorities of McDonald’s to attain talented,
capable and skilled candidates. As a result effective workforce planning help human resource
management team to hire right person at right place at right time and in right manner.

Assessment of how function and HRM provide talent and skills applicable to fulfill the business
objectives
Functions and purpose of human resource management help in creating positive working
environment at the workplace which increases the level of customer satisfaction along with this
with the help of effective human resource department managers of McDonald’s hire skilled,
talented and capable staff members so that they can attain their organizational goals and
objectives within given time period. Along with this, it has also been said that HR manager of
the company fulfil all the vacant position within the workplace by hiring skilled and qualified
candidates which as a result satisfy the work force gap and accomplish predefined targets
effectively.
Critical Evaluation of strength and weakness of various application to the recruitment and
selection used within the organization
Every organization adopt some methods in order to recruit and select best and skilled
candidates in their company. In the present context of McDonald’s, best method is promotion as
well as interviews in order to recruit as well as select candidate for the vacant job position. With
the help of promotion and interview large number of people will be hired and selected with the
assistance of which satisfaction level of employees will be increased and remain loyal towards
the organization for a longer period of time.
Exploration of effectiveness of various HRM practices
. There are various sort of HRM practices which consist of training and development, 360
degree appraisal, reward system and so on. It is essential for the business entity to examine the
effectiveness of implementing different sort of HRM practices. For better understanding and
knowledge, a comparison between two companies are done on the basis of HRM practices. For
this, McDonald’s and KFC are chosen for conducting a comparison.
Rewards system: It is the approach where staff members get both monetary as well as non
monetary benefits and rewards which motivate and encourage them in order to enhance their
performance so that they can attain their business targets and objectives in an effective manner
and within given time period. It has been identified that the strength of reward system HRM
practice is that all the functions and task will be completed within a predefined time frame. On
the other hand, weakness of the company is that it creates sense of jealousy and insecurity among

the staff members who are unable to get benefits. This as a result creates negative working
environment at the organization and affect the performance of business entity.
McDonald’s KFC
Rewards help in encouraging as well as
motivating the staff members which assist
them in order to perform their task in more
effective way. In relation to McDonald’s
Reward system practice help in keeping all
the workers motivated and focussed towards
their work so they can produce high quality
products and services.
This is a business organisation who have their
own system for reward with the help of which
they can motivate them to give their efforts
for the attainment of organizational goals and
objectives. .
Training and development session: Another most essential human resource
management practices includes training and development session where by providing training to
employees they gain opportunities at the competitive marketplace. With the help of giving
training sessions to workers on a regular basis help in improving their skills, knowledge and
capabilities so they can grab ample number of opportunities at the market. Strength of this
practice is that it help in making all the staff members capable enough for perform all the task in
a proper manner whereas weakness is that it increases the extra cost of business functions which
directly affects the overall revenue of the company.
McDonald’s KFC
Management team of McDonald’s provide
training and development session to their staff
members on a regular basis so that they can
enhance their performance and effectiveness.
Along with this, it will help them in grabbing
opportunities at the competitive marketplace.
In the present context of KFC, managers of
the company provide training to their existing
staff members so their knowledge and
understanding will be increased so they can
produce products and services which are of
high quality and satisfy the requirements of
customers.

Critical evaluation of HRM practices as well as application within the organization
It has been said that McDonald’s undertake huge range of techniques which acts as
effective HRM practices support in attaining their corporate objective in an appropriate manner.
Positive impact is that employees performance will maximized and enhanced in an effective
manner by adopting effective human resource management practices whereas negative impact is
that application of such practices highly affect the overall business operations and requires lot of
knowledge and understanding about HRM practices.
Conclusion
With the assistance of above mentioned information, it has been concluded that human
resource management function plays very essential role in the growth and development of an
organization. It has also been analyzed that there are various sort of selection and recruitment
process according to which HR manager of the company hire and recruit skilled staff members.
Along with this, human resources practices with the help of which business organization can
conduct their operations in an effective manner.
Reference
Books and journals
Aswathappa, K. and Dash, S., 2020. International Human Resource Management|. McGraw-Hill
Education.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. SAGE Publications Limited.
Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review, 30(1), p.100700.
Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue.
Festing, M., and et. Al., 2020. Wolfgang Weber (1939–2019) Professor of Human Resource
Management and Founding Editor of the German Journal of Human Resource Management.
German Journal of Human Resource Management, p.2397002219900087.

Carnevale, J.B. and Hatak, I., 2020. Employee Adjustment and Well-Being in the Era of
COVID-19: Implications for Human Resource Management. Journal of Business Research.
Ogbeibu, S., and et. Al., 2020. Technological turbulence and greening of team creativity, product
innovation, and human resource management: Implications for sustainability. Journal of Cleaner
Production, 244, p.118703.
Singh, S.K., and et. Al., 2020. Green innovation and environmental performance: The role of
green transformational leadership and green human resource management. Technological
Forecasting and Social Change, 150, p.119762.

Human resource
management (Project
2)

Introduction of the report
Human resource management plays very essential role in the growth and success of
organization. Effective implementation of human resource practices and functions at workplace
leads towards the attainment of business objectives in an effective manner. In this report,
McDonald’s is the base entity which is an American based fast food company deals in various of
food products and drinks. The company was incorporated in the year 1940 where they provide
French fries, hamburger, chicken burger, dessert and many more food items across the world. In
the second section of this report, discussion about the significance of employees relations along
with its impact on the process of decision making. Along with this employee legislation are also
going to be discussed in this section.
Analysis of the significance of employees relations in order to influence decision making process
Employees’ relation refers to the effort which is conducted within the business
organization in order to develop healthy, positive as well as strong relationship among both the
employees and employers. In reference to McDonald’s, it has been identified that management
team of the company adopt various strategies, plans and policies so that they can effectively
develop positive and strong relationship with the staff members. This will help them in
improving the quality of products as well as influence the decision making of human resource
manager. Below mentioned are some most effective employee relation strategies which are
going to be discussed and examine their impact on the process of decision making.
Collective agreement: The first and foremost strategy adopted by management team of
an organization is collective bargaining. This is the strategy where an agreement or contract is
formed between trade union as well as employers which consist of various policies and norms.
All these policies and strategies need to be adopted by each and every employee along with the
employers so they can perform all the functions effectively and manage positive relationship
with their staff members. In the present context of McDonald’s, human resources manager
formulate a written agreement which includes staff members while developing as well as
executing the same within the workplace. Along with this, it has been examined that if any kind
of decisions are going to be taken by the management team it is necessary for them to follow

each and every condition discussed with the staff members. As a result, this will help in creating
strong and positive relationship between both workers and employers and help in attaining
desired goals and targets within given time period.
Grievance: It is the another formal method with the assistance of which employees can
share their issues and problems related to the management or any other aspects face by them
within their workplace. It has been analyzed that grievance is one of the most effective strategy
commonly adopted by HR manager of McDonald’s in order to create positive working
environment at the workplace. This is the strategy which help in giving opportunities to every
worker where they can easily share their issues, thoughts which has been faced by them and
highly affect the process of decision making in a negative manner. With the help of all these
queries managers can take further decision which influence the working of the business entity
while doing business operations at marketplace.
According to the above information, it is said that there are various sort of human
resource management strategies with the help of which positive working environment can be
developed by human resource manager at workplace. Along with this, all these strategies help in
retaining potential and skilled candidates at the business entity for a longer period of time.
Identification of essential employment legislation as well as their impact on HRM decision
making
For each and every business entity it has been identified that it is necessary for them to adopt
some legislations related to employees so they can perform all the activities effectively. Reason
behind this is that human resource are the key aspects for an organization and are highly
responsible for the attainment of organizational goals. By adopting legal policies and legislation
it has been identified that managers can easily create positive working environment and produces
high quality products and services. In reference to McDonald’s, human resources manager adopt
various acts and implement them at their workplace so they can easily secure the interest of
employees and leads towards the attainment of business targets effectively. Some of the most
common employment legislation are going to be discussed as follows:
Health and Safety (1974): This is the act which defines that it is quite necessary for the
higher authorities of each and every organization that they create healthy, safe, secure and strong

working atmosphere to the employees . In relation to the HRM team of McDonald’s, it has been
identified that they provide safe working environment to the workers which are highly equipped
and secure which increases the performance of employees. Implementation of this act within the
workplace help in securing the needs and requirements of workers with the help of which they
can increase the quality of products and services offered by them.
Equality Act 2010: According to this act, managers of the company protects workers
working within the business entity from discrimination and provide them equal opportunities to
develop their knowledge and personality. In relation to McDonald’s, HR manager of the
company ensure that every person get equal opportunities while performing their business
functions according to their performance and skills. This will help them in order to motivate
their staff members and increases the performance of employees.
Sex Discrimination act 1975: This is the act, according to which there must not need to
be any kind of discrimination at workplace on the basis of age, gender, color, cast, educational
background and many more. In the present context of McDonald’s. Human resource manager of
the company make sure that there must be discrimination free environment so that every person
feel safe motivated and encouraged while performing their business.
Illustration of the application of two HRM practices
(A) Job specification
Title: HR Assistant
Address: McDonald’s, United Kingdom
Overview of the job role: Have the responsibility to create positive working environment by
giving equal opportunity to every staff member. Hire skilled, capable and competent candidates
as per the need of organisation and changes in the environment.
Qualification:
 Degree in Business administration
 Post Graduation in HR
Experience & knowledge:
 Basic knowledge about payroll
 How to conduct Training and development sessions

 Work experience of around 1-2 year in the human resource department.
Skills:
 Problem-solving
 Listening skills
 Team management
 Communication skill.
(B) Curriculum vitae:
John David
Address: ABC Street, UK.
Contact no: 08534-42679
Objectives: To work in well organized and systematic organisation where I can show my
learning, knowledge so that goals and objectives Of the company will be attained by hiring best
and suitable candidate.
Work experience:
 1 year in human resource field.
 Workshop, internship and any kind of training in HR.
Qualification:
 Bachelor in Business administration
 Masters in HR
Critical evaluation of employee relation and the application of HRM practices which inform as
well as influence the decision making
Employee relations along with employment legislation are two most important aspect
which are mainly for the protection of workers right and have the capability to influence the
overall decision making of human resource management. It is said that by examining the
requirements of employees, monitoring their performance, provide them guidance, honest
communication with them help in developing positive relationship with the workers. On the
other hand by implementing different types of employment law assist in maximize the

performance and efficiency of the workers. In the present context of McDonald’s human
resource manager, it has been said that in reference to employment legislation it becomes
necessary to consider health & safety act, equality act which affects the process of decision
making in both positive and negative way.
Conclusion
With the assistance of above stated information it has been concluded that there are various
types of strategies and policies with the help of which positive employees relation will be made
and retain them for a longer period of time. Along with this, it has been said that by adopting or
implementing some legislation related to employment help in developing positive relationship
with staff members as well as increases the performance of employees which leads towards the
attainment of organizational goals and objectives in an effective and appropriate way.
Reference
Books and journals
Sowa, J.E., 2020. Reinvigorating the Spirit of Strategic Human Resource Management.
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Handbook of Research on Positive Organizational Behavior for Improved Workplace
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Froidevaux, A., Alterman, V. and Wang, M., 2020. Leveraging Aging Workforce and Age
Diversity to Achieve Organizational Goals: A Human Resource Management Perspective. In
Current and Emerging Trends in Aging and Work (pp. 33-58). Springer, Cham.
Gurmu, A.T. and Ongkowijoyo, C.S., 2020. Predicting Construction Labor Productivity Based
on Implementation Levels of Human Resource Management Practices. Journal of Construction
Engineering and Management, 146(3), p.04019115.
Wuen, C.H., Ibrahim, F. and Ringim, K.J., 2020. The Impact of Human Resource Management
Practices on SMEs Performance: An Exploratory Study in Brunei Darussalam. International
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Liu, Y., and et. Al., 2020. Talent management and the HR function in cross-cultural mergers and
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p.100744.
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