Human Resource Management

According the assignment brief

Human Resource
Management
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Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
P1Explanation of main objective and functions of HRM and its usefulness of workforce
planning within McDonald’s.......................................................................................................4
P2 Description of strength and weakness of different approaches of recruitment and selection 6
M1 Explanation of how HRM functions are help in proved talent and skills to the
organization.................................................................................................................................9
M2 Evaluation of strength and weakness of recruitment approaches.........................................9
D1 Critically evaluation of recruitment approaches with examples............................................9
TASK 2..........................................................................................................................................10
P3 Benefits of HRM approaches for employer as well as organization....................................10
P4 Effectiveness of HRM practices for raising organization profit ad productivity.................11
M3 Explanation of different method used in HRM practice.....................................................12
D2 Evaluate HRM practices and application regarding McDonald’s......................................12
TASK 3..........................................................................................................................................12
P5: Analyse the importance of employee relations in respect to influencing HRM decision
making.......................................................................................................................................12
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision making.........................................................................................................................14
M4: Evaluate the key aspects of employee relation management and employment legislations
that affect HRM decision making in an organization context...................................................15
D3: Critically evaluate employee relations and the application of HRM practices that inform
and influence decision making in an organization context........................................................15
TASK 4..........................................................................................................................................15
P7&M5: Illustrate the application of HRM practices in a work related context, using specific
examples....................................................................................................................................15
CONCLUSION..............................................................................................................................17
References......................................................................................................................................19
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INTRODUCTION
Every business organization run their business by using various types of resource, human
resource are play major role for run business corporation, the process of managing human
recourse is known as human resource management. HRM encompasses those business activities
which are designed to provide for and coordinate human resource of the business organization.
To understand this concept, McDonald’s has been take, which is based on America, it was
founded in 1940, it is the biggest, restaurant chain of the world which serve, French fries, soft
drinks, desserts, burger, and breakfast items. This report has 2 part, in first part, importance of
HRM approaches, practices, role function of HRM define in brief manner it also includes, the
benefits of training development, recruitment approach on the organization as well as employee.
In the second part relation of employees and ethical and legal rules affect HRM practices has
been define in brief manner.
PART 1
P1Explanation of main objective and functions of HRM and its usefulness of workforce planning
within McDonald’s.
HRM: Business organizations are social system which are made of roles, interactions,
relationship among people occupying different place in organization structure. Human resource
are most vital part of the organization a its is essential for managing all resource by using certain
systematic process this process is earlier known as staffing and personal management but now in
present time it is refers as Human resource management. In other words, HRM is a procedure
through which organization use their human recourse in most effect way to achieve their
business goals. Human resource management is a series of integrated decision which form
employ relationship their quality contribute to the ability of the organization. Following are the
main objective of HRM
Achievement of goals of business organization: It will help in achieving business organization
goals by providing best class of workforce to the organization (Saks and Gruman, 2014).
To assist employee in achieving goals: Management department of human resource of
McDonald’s influence their workfare they motivate them towards achievement of goal and
object of their organization.
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Integrated individual and organization goal: For achieving objects an mission of organisation,
HRM is helpful in integrating organization goals with individual goal by analysis requirement
and need of their employers.
Increase employee’s job satisfaction rate: McDonald’s HRM department’s work of providing
full satisfaction and positive atmosphere of working environment through which employer
turnover rate reduces.
Communicate HR policies: The main purpose of HRM is o community all the essential policies
to employers.
Developed and maintain quality of work life: Human resource management is work on
increasing the balance life and improving standard of personals.
Increase efficiency of employer: By motivation and an influencing workforce, HRM improved
performance and capabilities of employers
Optimum utilization of resource: The main objective of this department is to achieve goals
with proper utilization and allocation of resource.
Functions of HRM use in workforce planning: Following are the functions McDonald’s HRM
departments done to improve workforce planning
Managerial function: Theses functions are related with management procedure which are help
in workforce planning (Gürbüz and Albayrak, 2014).
Planning: HRM help in planning related to department policies and allocation of human
resources.
Organizing: They are work for organising all the employer and workforce according to their
skills in the department.
Directing: The department work on directing and motivating workforce towards completion of
takes of the organization.
Controlling: HRM, main function is to control any conflict and issue aeries between employers
and labours and also control illegal or wastage activities which incurred cost .
HR Operational: These are related with day to day functions of the HRM .
Employment: Human resources management, focus on recruiting best skilled workers for
workforce planning.
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HR development: After selection they focus on providing training and start campaign of
development programme and enhance skills of employers.
Compensation: They also work for providing compensating to those employers
who suffered from financial or physical problems
Human relations: HRM main function is to build strong connection between
workforce of the organization so that organization will get their objective.
P2 Description of strength and weakness of different approaches of recruitment and selection
Recruitment is the process of searching best personal for specific job designate of the
business organization and selection is the process of taking decision regarding hiring and not
hiring of each job applicant .There will be 2 types of approves are used in recruitment process,
internal method of recruitment, Following are the strength and weakness of each approach , in
context with McDonald’s
Approached Definition Strength Weakness
Internal approach In this approach ,
organization hire those
personals which are
already on the payroll
of the company and
those who worked for
the organizing in past.
They are related with
organization, it
includes, transfer,
promotion, job position,
employ regrets and
selection of formal
employers (Desa,
Asaari and Yim, 2020).
If McDonald’s use
this approach of
recruitment that they
have advantage of
familiarity The
management
department know
about the skills and
capabilities of
personals.
It useful in better
utilization of
internal resources ,
some employers are
such have
capabilities that they
deserve promotions
it will help in
It restrict the
pertains for
recruitment.
If organization
depend too much on
the internal sources
it show that
company denies to
take fresh talent with
the organization.
It reduces
competition.
There may be
chance of conflict
arises among those
who get promotion
and those who did
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reducing turnover
rate and increases
goodwill of the
organization.
By recruitment
though internal
source the cost of
training and
development is also
safe.
It help in motivating
personals as wit
promotion,
employer get more
influent and
motivated towed
achievement of
goals of business.
It useful in saving
time of recruitment
process of finding
perfect job seeker.
not get any reward.
External approach When organization
recruit persona from
outside the company it s
call external approach.
In this approach
mangers, use direct and
indirect method,
campus selection, by
adverting, scouting,
If McDonald’s use
this method then
they have wider and
more choice for
select best personal
for the job position.
People with special
skills and
knowledge could be
Hiring personals
from eternal
approach is
expansive and time
consuming process.
It de motivation the
existing employers
as they don’t get
promotional their
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through third part to
hire personals for
company (Martínez-
Jurado and Moyano-
Fuentes, 2014).
hired to stare up the
existing employees.
It also useful in
motivating
employers by
increasing
competition rate.
Talented personal
join by their rank
they give new idea
and suggestion
which help in
improving
qualitative the
company.
hard work.
There are that the
organization will be
able to hire the
services of suitable
be candid on time.
Selection Methods
BASIS STRENGTHS WEAKNESS
Skill/aptitude tests
.
 This is procedure in
which PERSONALS
ability and skill are
resolute as well as
evaluate which are
connected to exact
job roles.
 It increase workers
information to think
significantly and
deeply.
 Then, every so often
it demotivates
candidate’s incentive
if not passed
successfully
 Also, due to anxiety,
workers are unable to
obvious the test.
Interview
 It is move towards in
which candidate are
being asked question
and individual with
most apposite
answered is selected.
This is conduct to
check the
 Sometimes
BUSINESS and
inequity is also done
by the interviewers.
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acquaintance of
person.
Presentations/ GD’s  Strength is that it
analysis individual
confident to
verbalize in public
and also their
transportation skills.
In this, alteration is more by
interviewers and spectators
which makes broadcaster
anxious and hesitate.
M1 Explanation of how HRM functions are help in proved talent and skills to the organization.
With the use of managerial and operational function HRM of McDonald’s help in
identifying the best personals for the organization and they provide training to their
employers though which they increase their capabilities which help in attain goal of
business organization by using effective planning organizing and directly HRM function in
day to day business life cycle (Findik and et.al. 2017).
M2 Evaluation of strength and weakness of recruitment approaches
Recruitment process help in identifying best job seeker for the job position, internal
approach useful in reducing cost and provide best job applicant with the organization , on the
other side, external source are useful in find out skilled personal for the job designation help in
increasing the competition. Both approaches has be benefit internal approach reduce the
competition rate and external source are highly cost incurred source to hire personals.
D1 Critically evaluation of recruitment approaches with examples
For recruitment basis McDonald’s management department use advertisement and campus
recruitment process, to hire personals it will any help in getting best personal but it adversely
affect on the organization as the cost of advertisement and searching campus and taking job
interview will take high cost and time.
TASK 2
P3 Benefits of HRM approaches for employer as well as organization
In HRM there are many approaches are applied by organization which play major role in
achieving the goals of business organization. Rewards, promotion help in enhancing motivation
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of the employers. Following are the benefits of approaches used by HRM department of
McDonald’s .
Training and development: It is one of the most useful approach and process of HRM. In
context with McDonald’s , the organization is one of the biggest corporation in hospitality sector
in the world its market area is across the whole market. They are famous for service , to maintain
the quality HRM approaches training to their employers.
Benefits to organization: With the use of training and development campaign, the case related
to conflict and issue decrease and training process help in improving the relation between
workforce and organization and build positive goodwill of the organization towards employees.
Benefits to employees: Training help in identify weakness of the employees and increase
capabilities and skills bin them (Ployhart, Schmitt and Tippins, 2017).
Flexible working hour: This useful in attain the objective and min goal of business entity. In
relation with McDonald’s, the organization always proves freedom to their employer regarding
taking decision and given suggestion during decision taking process.
Benefits to organization: Flexibility in working hour and proceeding better working facilities
with positive environment help in improving qualify of production and service and save time as
well as cost also.
Benefit for employee: Flexible time help employee to reduce their working stress and tension
they work according to their way help in building performance level of the employees.
Job and workplace design: HRM practice decide and help in chose the workplace and job
potion for sleeted employee. McDonald’s always allocated personals on the basis of their skills
and capabilities.
Benefit to organization: Allocating right job for right personal help in building trust problems
toward the organization and it also help in achieving the goals of the organization by selecting
effective workplace design.
Benefits to employees: With the suitable job position ad workplace design employers are able to
learn so many thinks their level of knowledge is increase and their experience is also increase.
Employees are able to enhance their capabilities by using approaches of HRM.
With all of these approaches and [reacted of HRM, McDonald’s able to attain their vision.
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P4 Effectiveness of HRM practices for raising organization profit ad productivity.
HRM practice, includes human resource planning, motivation, enhancing the work
environment, satisfaction to employees and providing compensation to employers. All these
practices play vital role in the organization, they are help in decision making process .
McDonald’s use these approaches to increase their productivity and profitably level
Effectiveness of HRM practices
Motivational reward: It is the most useful factor for workforce of any organization. According
to Maslow‘s theory, organization will able to lead success when their workforce is fully motivate
towards the organisation and it is possible only when organization able to fulfil basis and social
need of the orkforce.HRM use in analysis they want and desire of employer and work on
fulfilling McDonald’s provide motivating to their employees by providing intrinsic and extrinsic
rewards, They give pleasure, achievement, recoganization incentive promotion to motivate
employers.
Advantage: Motivation approach help in increasing the productivity and profitably as if
workface is motivation then they do their work with full of potential without wasting time on
politics and conflicts (Mallén, Chiva, Alegre and Guinot, 2016).
Disadvantage: Giving reward of promotion and incentive sometimes becomes the reason of
conflict.
Flexibility: HRM follow the rules that the more workforces get flexibility the more they attract
toward organization and work in effect manner. McDonald’s proved flexibility and give power
of decision making which help in build trust and mind strong relation and connection with
employers and organization.
Advantage: Employers have right to take decision regarding specific area and they also enjoy
from of work. They get motivated and stress less toward organization.
Disadvantage: Employers take negative advantage and engaged in unethical or illegal business
activities.
Performance and reward: In business organization performance and reward and positively
connected with each then, organization able to achieve their mission their department
performances with high rate. Manager always five reward to the employers who’s performance is
extra ordinary.
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Advantage: HRM practices, according to these practices, employers get incentive and reward if
their performance is outstanding and they fulfil their target with give time period. It helps them
to achieve the target on.
Improve efficacy and skills of the business organization as well as employers.
Employees towards attain individual as well as organization goal
Disadvantage: Employee of the McDonald’s expected more rewards according to their perform
but when organization not promote them ad not given sufficed reward then it will adversely
affect the behaviour of the workforce of the organization which negatively reduce the profit rate
of the organization (de Zubielqui, Fryges and Jones, 2019).
M3 Explanation of different method used in HRM practice
McDonald’s use motivation ‘s intrinsic and extrinsic method, they provide, incentive,
promotion, through which the workforce of the business organisation influence and attract
towards achievement of the goal of the organization by giving their best performance.
D2 Evaluate HRM practices and application regarding McDonald’s
Various HRM practices are used by McDonald’s in order to get their mission. They use
recruitment approach select best employers also they proofed promotion to maintain trust and
build strong connection by motivating an providing best facilities through using training and
development practices to the work.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision
making
Employees are the most essential asset of an organisation that helps in carrying out the
reaction with the aim to attain predetermined objective. Most of the organisation tries to enable
desirable interrelationship between the employee as well as employer so that they feel as a
desirable part of entity and remain motivated to carry out desirable performances. It has been
overviewed that better employee relationship helps to improve the productivity of organisation as
it encourages innovative decision making that helps to cope up with the external challenges
successfully (Sanders and Lin, 2016). Along with that the chances of internal conflict, clashes as
well as grievances are common in an organisation that somewhat leads to existence of poor
performance. So it is the responsibility of internal manager of McDonald’s Company to focus on
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the well-being of their personnel due to which they will remain competitive to carry out
successfully performance.
The skill oriented job approach: Based on skill oriented approach employee
relationship can be maintained by offering adequate training and development session that
focuses to enhance the existing skill, talent, knowledge as well as capabilities of staff. This
promotes them to put forward desirable effort and remain competitive in terms to wipe out the
competition. The manager of McDonald’s company based on this approach can promote
employee engagement under which they effectively understand their responsibilities. Along with
that inner staffs remain competent to prepare better decision which promote adoption of new
technology and bring out favourable changes. Thus, it is significant for respected entity to
promote employer of choice as employees get opportunity to function as per their abilities.
Human relation approach: Based on this approach the staffs are considered as desirable
financial instruments with which good relationships are sustained to promote the better
functioning of entity. Human relation approach is successfully adopted by the McDonald’s
company as staff directly contact with customer due to which based on effective interpersonal
relationship efforts are taken to improve their existing performance. So that they can effectively
communicate with customers and understand their requirement as it helps in building viable
image within global market. It even encourages the interaction between employees with their
superior so that they can put forward their opinion on the basis of their experiences. All
constructive suggestion is entertained by top executive in order to make effective decision.
McDonald manager get the advantage to promote employer of choice as it maintain successive
relation based on which employees feels job security and can effectively work for long tenure.
Thus, application of all these approaches immensely helps McDonald’s company to
promote secured relationship between employer and employee in order to carry out uniform task.
Along with that to become employer of choice helps to maximising the overall engagement, long
term profitability and productivity.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision making
Employment legislation comprises of the laws which is necessary for the enterprises to
adopt successful as they are planned and implemented by the local authorities to sustain the
interest of different stakeholders (Shen and Zhang, 2019). Explanations of some of the
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legislation which are adopted by McDonald’s company that positively impact HRM decision-
making process are discussed below:
Employment Relations Act 1999: This act was passed with the objective to sustain
relationship between the employee as well as employee working in the particular work place. As
desirable relationship helps to enhance the performance of employees in order to carry out better
performance successfully (Turulja and Bajgoric, 2018). Following this legislation assist the
internal manager of McDonald's company to conduct group discussion through face-to-face
interaction or video conference that helps both employee as well as employer to make the
significant decision as per the circumstances. It basically promote innovated decision making
that is the desirable way to engage the efforts of an employee as they consider themselves as a
essential part of the entity due to which they carry out best possible efforts to maintain
significant position. Further, the chances of lack of transparency and inadequate flow of
communication breaks the interpersonal relation which further leads to high possibility of
absenteeism and turnover rate.
Minimum wage act, 1998: According to this act it is the responsibility of an
organisation to prepare the desirable remuneration structure after maintain minimum wage rate
structure. This is designed by the government with objective to safeguard the interest of each and
every worker working in the organisation and get this benefit out of their performances
Trappmann, 2017). For instance, people who are currently of 25 years old and more than that
should get at least 7.83 pounds each hour. Workers fall under the age group of 21 to 24 as well as
18 years to 20 years are announced to get minimum wages that is 7.38 and 5.90 pound each
working hour respectively. As McDonald’s operate in various parts of countries so before
carrying out the operations manager of food outlet examine the rules and accordingly design the
salary criteria. This process helps in effective allocation of work and carries out significant
decision in terms to delivering the wages or salary. This is the better way to retain the interest of
the customer for long tenure (National Minimum wage act 1998, 2016).
M4: Evaluate the key aspects of employee relation management and employment legislations
that affect HRM decision making in an organization context
As an organisation function in competitive environment that keeps on changing so to
maintain updated performance it is prominent for an entity to liaison the relation between
employer and employee. Coordination between the internal staffs helps in taking informed
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decision successfully. As to maintain employee relation, human relation approach is promoted
that focuses on developing competitive team that is desirable enough to bring transition and take
effective decision (Para-González, Jiménez-Jiménez and Martínez-Lorente, 2016). Along with
that McDonald's promote employment legislation that offer them fair condition and remuneration
to work significantly.
D3: Critically evaluate employee relations and the application of HRM practices that inform and
influence decision making in an organization context
Employee relation supports an organization's functioning as it favorably affects the
decision-making process as a whole. In case McDonald’ employer does not share a productive
relationship with workers, they may remain unwilling to develop their skills and function
appropriately. Effective employee relationships help an organization to boost up profitability by
maintaining a healthy employee relationship. Therefore, all these HRM activities probably helps
in effective decision making and need to be implemented depending on changing situation
(Zeuch, 2016)
TASK 4
P7&M5: Illustrate the application of HRM practices in a work related context, using specific
examples
Application of HRM practices in an organisation
Person Specification
Position: Restaurant manager
Company: McDonad’s
Attributes Essential Desirable
Qualification & Experience It is essential that applicant
need to successfully complete
their graduation as well as
post graduation from well
approved university.
Throughout their career they
It is preferable that potential
candidate needs to have at
least two years of working
experience.
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need to approximately get 60
% percentile.
Skills or Knowledge To effectively deal with
customer company encourages
the candidate that have
effective listening,
communication and
persuasion skill to better deal
with end user.
Better knowledge of
technology and customer
dealing experience are highly
entertained.
Questions from a business manager
Q 1) Demonstrate the role performed by restaurant manager?
Q 2) How well restaurant manager can recognise changing preferences of customer?
Q 3) What are your strengths and how it can help in enhancing overall performance of an
organisation?
Q 4) How implementation of changes can improve functioning of entity?
JOB DESCRIPTION
Organisation: McDonald’s
Designation: Restaurant manager
Job Address:
Job summary
The organisation are keen to recruit the candidate that can effectively understand the changing
dynamics and promote favourable changes to promote the interest of ultimate user.
Role:
To maintain coordination with other kitchen staff
Systematically maintain the records or orders of customer and place them on time
To carry out multiple tasks appropriately
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Selection criteria
 Promote team work and encourage staff to bring out better transition in their
performance.
 Effective listening and time management skills to carry out better operations.
 Excellent communication skill to mitigate the chances of dissonance.
Job offer letter
20th February 2019
Critina Jones
McDonalds company
Dear ma’am,
We are glad to inform you that on the basis of your evaluation process our team is quite
impressed with your existing skill and knowledge. HR manger offers you the opportunity to
join the vacant pots of Restaurant manager on 20th July’ 2020. Kindly forward all your
documents and we are looking forward to see you as a responsible candidate of our
organisation.
Best regards,
HR manager
CONCLUSION
From the above report it has been concluded that human resource management is a
prominent part of the organisation that helps in maintaining the performance of employees by
transforming plans into desirable actions. The purpose of department is to promote desirable
employees and motivates then to flourish the operation of entity. There are various approaches of
the recruitment and selection process it is the responsibility to use diverse evaluation process for
different post in order to select the most suitable candidate amongst the large pool of audience.
Therefore, employment legislation needs to be effectively followed to achieve sustainable
performance significantly.
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National Minimum wage act, 1998. 2016. [Online]. Available through:
<https://www.gov.uk/hmrc-internal-manuals/national-minimum-wage-manual/
nmwm01030>
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