Understanding Human Resource Management: Functions, Approaches, and Practices at Burger King

This article discusses the functions, approaches, and effectiveness of HRM practices at Burger King. It also highlights the importance of employee relations and employment legislation in HRM decision-making. The article covers topics such as recruitment and selection, benefits of HRM practices, and employee retention. It also includes a discussion on the key elements of employment legislation and its impact on HRM decision-making.

UNDERSTANDING HUMAN
RESOURCE MANAGEMENT
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Table of Contents.
PROJECT-1.....................................................................................................................................3
Introduction......................................................................................................................................3
P1: Purpose and functions of HRM.............................................................................................3
P2: Approaches to recruitment and selection: strengths and weaknesses....................................3
P3: Benefits of HRM practices....................................................................................................3
P4: Effectiveness of HRM practices............................................................................................3
Conclusion.......................................................................................................................................4
PROJECT-2.....................................................................................................................................4
Introduction .....................................................................................................................................4
P5:Importance of employee relation in HRM decision-making..................................................4
P6: Key elements of employment legislation and its impact on HRM decision-making............4
P7: Application of HRM in work related context........................................................................4
Conclusion.......................................................................................................................................4
REFERENCES................................................................................................................................6
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PROJECT-1
Introduction
Human resource management refers to employee management which concentrates on
human resources as assets of the business (Aust, Matthews and Muller-Camen, 2020). Burger
king is a multinational chain of fast food restaurants serving food and drink beverages in all
around the world. This project will discuss definition of HRM and workforce planning, its
functions, approaches and effectiveness of those approaches.
P1: Purpose and functions of HRM
Human Resource Management(HRM):
HRM is a collective approach to managing employees and cultures of an organization. It
focus on recruitment, direction and management of people working in a company.
Definition:
As per the words of Ahammad (2017), HRM can be defined as the practice of
recruitment, staffing and managing the human resources of an organization.
Workforce planning:
It is a method to analyze workforce and determining the steps which organization can
take for fulfilling its future staff requirements.
Definition:
According to Singh and Kamal, (2019), Workforce planning refers to the procedure of
analysis, forecasting and planning of workforce requirements, supply and demand to ensure right
people at right job.
Purpose of HRM:
The purpose of HRM in Burger king is as follows: Forecasting trends: HRM of Burger King try to forecast future trends in HR demand
depending upon the current situations and differences. It helps the company in balancing
the supply and demand of Human Resources (Burger King Corporation, 2021). Employee potential assessment: Burger king's Human resource management evaluates
the potential of employees regularly though discussions, training and reviews.
 Initiating Career development initiatives: In the chosen company, career development
plans are established frequently after yearly evaluation of performances and potential of
employees. On the contrary, some plans are developed only when the need arises.
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Functions of HRM applicable to workforce planning and resourcing:
Functions of HRM at Burger King which contribute to the development of talent and
skills of the employees are as follows: Attracting top talent: A tactical human resource management can provide the company a
chance to appeal the most talented and skilled workers available (Richards, 2020). HRM
of Burger king generates the owner brand which fascinates the potential talents. This in
return, to contribute to the development of organizational performances and outputs. Development of future leaders: After the potential talents have been recognized, HRM
of burger king ponder various ways through which it can hold them for a longer period.
This process concentrates upon the training and monitoring do those talents for preparing
them into future leaders of the company. Performance management: Human resource management of Burger king uses various
employee engagement techniques to make work of employees more interesting and
challenging.
 Knowledge management: Increased global competitiveness requires an educated,
knowledge and skilled workforce. Human resource management of Burger king searches
and look after the personnel with more knowledge and skills.
P2: Approaches to recruitment and selection: strengths and weaknesses
Following approaches to recruitment and selection can be used by Burger king:
Recruiting
Recruiting is a process of activities involving identification, selection, screening and
interviewing eligible candidates(Klepić, 2019.). Two types are:
Internal recruitment
It means when company hires candidates from within the company that is internally
hiring candidates. It's primarily sources are:
 Transfers- It means transferring employee internally for the same job profile in a different
branch of the company. Promotions- It is a process of upgrading the status of employee by upgrading salaries,
responsibilities and perks.
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Strengths:
 Reduces time- As track records of the candidate are already known it saves time and also
doesn't have to attract new candidates. Cost effective- As it does not involve any job posting. Screening of resume, short-listing
candidates it is very cost-efficient (Singh and Kamal, 2019).
Weakness:
 Limited choices- As recruitment is done on the current list of employees it limits the
choices . Stagnate culture- as the employees get too comfortable which can rust the company's
culture.
External Recruitment
It means when company hires candidates outside the boundaries of the company(Dany
and Torchy, 2017.). There are various method that are:
 Advertisement- By giving advertisement in newspapers Job portals- It means finding employees via third party.
Strengths
 Attracts new blood- It attracts new candidate which results acquiring new skills and ideas
for the organization. Choice of candidates- Unlimited choices of candidate is there as its scope is wider which
attract many new candidates.
Weaknesses
 Time consuming- As it involves screening, short listing and many things it is very
time-consuming.
 Non economical- the process of hiring is very complex like screening resumes,
interviewing. Therefore, it is costly.
Burger king also uses the external method of hiring candidates that is job applications are
been posted on the official website of the company. Candidates can apply online.
Selection
It is a process of selecting a right candidate with required qualification and knowledge to
fill the vacant position in the organization The first step is the preliminary screening in which the
background and the skill of the candidate are checked. The second step is receiving applications.
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After clearing screening candidates have to fill a form containing information about the age,
experience and qualification. The third step is the screening, a screening committee is step up to
interview the shortlisted candidates. After that a test is taken on the basis aptitude and knowledge
Next step is to check reference (Hamza and et.al. 2021). These are checked to know the conduct
and behaviour of the candidate. Lastly, the medical examination where the mental and physical
fitness is being checked. And finally the selection, the candidate who qualifies all rounds is given
the appointment letter.
Strengths
 Avoids biasness among candidates.
 Eliminate candidates who do not fit in criteria.
Weaknesses
 Does not provide the whole picture.
 Complex process.
 Candidates can lie too.
Burger king selects its candidate on the bases of an assessment test which comprise of
mathematical reasoning and verbal reasoning. The assessment helps the company to evaluate the
candidates skills and knowledge and afterwards an interview is conducted if the candidate pass
the assessment test. On the basis of the test and interview final selection of candidate is done.
P3: Benefits of HRM practices
Benefits of various HRM practices to Burger king are as follows:
Benefits of HRM practices to employer: Selective hiring: HRM helps employers to select employees who are more suitable for
the job and place them onto the right jobs. This enhances organizational performances
(Milliman and Clair, 2017). Self managed effective teams: HRM help in creation of self managed teams at Burger
king which do not need to micromanaged and supervised. This saves efforts and time of
company.
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 Better performance evaluation: HRM practices such as performance evaluation helps the
employer to better judge performances of employees in order to make decision about
promotion or demotion.
Benefits of HRM practices to employee:
 Provide security: HRM provide job safety and security to the employees. Job security
motivate the employees to work more effectively and efficiently. Ease the information flow: HRM eases low of information between the management and
employees which saves time and efforts of employees.
 Training in relevant skills: HRM identify activities in which the employees lack skills
and knowledge. HRM then provide training to employees to fill these gaps for self-
development (Burger King Corporation, 2021).
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Illustration 1: Benefits of HRM practice to employees
Source: 12 Types of Employee Benefits Every HR Practitioner Should Know, 2019

P4: Effectiveness of HRM practices
HRM practices such as training and development helps the company to attain its
organizational objectives and enhancing revenue. The best HRM practices and their effectiveness
of HRM practices used at Burger king are as following:
Recruiting as best HRM practice:
Recruitment refers to the procedure of creating a pool of candidates for a vacant position
and encouraging them to apply to the same.
 Evaluation: It is considered as the best practice as it allows the organization to
gain potential talents which can contribute more in attainment of organizational
profits and outputs (Hamza and et.al. 2021).
 Application: For example, Recruitment is the bet HRM practice as it allows
Burger king to attract the top talents form the population and fill the vacant
positions by placing right person at right job.
Creating favourable working conditions:
HRM identify and maintains the needs of employees for a favourable working
environment in the companies.
 Evaluation: This practice of HRM allows employees to stay motivated and
engaged at their workplace.
 Application: For example, in Burger king, HRM introduced the flexible work
culture to provide the employees some relaxation from work load
Access to knowledge and tools:
HRM allows the companies to identify the need and requirement of skills and training to
the employees.
 Evaluation: It helps employees to use the equipments, tools and machinery in a
safe and best way possible (Milliman and Clair, 2017).
 Application: For example in Burger king, employees are given training frequently
to keep them updated with the changing trends of market.
Employee retention:
Employee retention refers to the techniques and tools of management which are used to
retain the best employees of a company to itself.
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 Evaluation: When employees are motivated to work in a company, they
contribute more in the production and outputs.
 Application: For example, Burger king uses both financial and non-financial
methods of motivation to retain its employees.
Conclusion
It can be concluded that HRM is an important function of organization will help the
companies like Burger king to retain its employees and enhance its output and resources.
Company uses various approaches of HRM such as recruitment and employee engagement
which are beneficial for both the employees and employers.
PROJECT-2
Introduction
Human resource management is strategic approach to effective and efficient
management, control and evaluation of human resources in an organization. Burger king is an
international chain of restaurants catering fast food in almost all the planet. This project will
discuss the employee relations and employment legislation which impact decision-making and
the application of HRM.
P5: Importance of employee relation in HRM decision-making
Employee relations refers to the formal and information relationships the employees
creates in a workplace (Oates, 2017). Good employee relationships at workforce are essential for
the employee so that they can deliver their best performances and efforts. Assessment of
employee relations which influences the decision-making process of HRM at Burger king as
following:
 Assistance in decision-making:
There are certain things on which the managers cannot take decisions alone. Healthy
employee relations can help the company in assistance of those decisions. This can influence the
entire decision-making process of the company (Ugoani, 2019).
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In Burger king, the management involve employees in its decision-making process
regarding production and marketing. Their opinions are welcomed which makes the employees
feel valued in the company. Unique ideas given by employees can help the company in attaining
its objectives at a faster rate.
 Shared workload:
When the employees have good relations among them, they can help each other in their works
and responsibilities. This helps human resource management to evaluate the performance of
employees easily from the teamwork and coordination.
In Burger king responsibilities are divided among team members to accomplish a specific
task. This helps them in creating a good rapport with other employees which increases their
productivity leading to more contribution in output.
 Motivational factor:
Employees feel motivated when they are in company of people they can trust and rely on.
The motivational factors differ from individual to individual (Ugoani, 2019). Good employee
relations can help human resource management to identify the gaps of motivational factors and
what is needed to motivate them.
In burger king, human resource management creates mentor on which employees can
reply and share their issues with. It helps the management in realizing the gaps and deciding the
different motivational plans for each employee.
 Grievance management:
Grievance management refers to the procedure of handling the employee issues complaints and
dissatisfaction at work place. If the employees have healthy relationship with the management,
they will feel safe to communicate their issues. If they are unable to express their issues they will
take frequent leaves, affecting the organizational performances. This can influence the decision-
making process of Human resource management regarding their promotion, demotion and
transfers.
In Burger king, HRM have made a separate grievance handling committee which
supervises and manages the conflicts between the employees. It helps the HRM in facilitating
better communication and taking effective decisions regarding employees.
Evaluation:
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When a company has good and healthy employee relationships, it benefits the entire
organization. Maintaining healthy relationships among the employees at Burger king can allow
the company to have better employee engagement and higher productivity. It also increases the
morale and motivational level of the employees (Yadav and Hazarika, 2021). If company
cultivate its peer relationships, it can improve the culture, growth and revenue of the company. It
also allows the better and smooth flow of information among the employees and managers.
Healthy and respectful relationships among the employees create a happy and productive work
environment.
P6: Key elements of employment legislation and its impact on HRM decision-making
Employment legislation refers to the laws which covers right of employees and regulates
their relationships with the organizations and employers.
Key elements of employment legislation:
Some key elements of related to employment are included in employment legislation are
as follows:
 Equal job opportunities: Equal job opportunities are ensured through the
legislations such as The Equality Act, 2010. It legally protects the people from
discrimination and biasness in the workplace an in society. The Act provides a
basic framework of protection against direct and indirect discrimination,
victimization and harassment at workplace. It also provides the right to equal job
opportunities regardless of age, gender, race or colour of people (Pierce, 2017).
 Employee safety:Employment legislations such as Health and Safety at Work Act, 1974 and
Health and Safety at Work Regulations, 1999 states the duties and responsibilities of the
employer towards employees. It describes the employers what they are required to do for
managing he health and safety of their employees under the legislation. It set the standards for
health and safety which employees are to be provided and maintained at workplace.
 Fair wages and remuneration: The employment laws such as National Minimum
wages Act 1998, sets a collective mechanism to achieve fair wage ate for a fair
work day. It describes minimum daily and weekly wage rate, rest periods and
holidays for each year that the employer is obligated to provide the employees. It
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provides the employees minimum legal rights that they have regarding their work
(Lieberman, 2020).
Impact of Employee legislation on HRM decision-making:
Human resource management is responsible for compliance of employment and
workplace and employment related laws in the organization. Human resource managers have the
obligations to ensure that these laws are upheld throughout the organization. These laws impact
the HRM decisions as follows:
 Employment legislations set the standard pay rate which every organization have to
follow. It affects the salary and wage rates fixed by the organization (Oates, 2017).
 Employment laws prohibits any kind of discrimination. It affects decision-making
process of Burger king such as promotion, transfer and demotion activities.
 Employment legislations also states activities at workplace are to be regarded as the legal
and illegal activities. It can influence decisions of HRM related to production.
 These laws also set out the framework for minimum working hours, leaves and holidays
which can affect the decision of HRM regarding extra work and over time.
P7: Application of HRM in work related context.
Application:
The application of various HRM practices in Burger king can be as following:
1. Person specification: Person specification refers to the document which describes the
required qualifications, experience, knowledge and skills by a candidate to perform their
jobs. In simple words, it is a selection criteria describing the attributes candidate must
have to perform a particular job (Dupouy, R. and et.al., 2018).
For example: Person specification for marketing manager at Burger king can be as following:
Person Specification- Burger King
Marketing Manager
Basis Essential (E)
/Desired (D)
Identified in
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Qualification:
 A Bachelor's degree in marketing or related
field
 A Master's degree in marketing or related field.
E
D Documents
Experience:
 10- years of responsible position in marketing.
 2 Experience in supervision.
 3 years of experience in employee management.
E
D
E
Documents
Knowledge and skills
 Strong communication skills
 Team leading and teamwork skills.
 Ability to coordinate work and employees.
 Ability to lead the teams and employees.
 Customer handling ability.
 PR management
 Global marketing
 Internet and social media handling.
 Knowledge of computers
E
E
E
D
E
E
D
E
E
D
Interview
Tests
Tests
Tests
Interview
Tests
Documents
Documents
Tests
Documents
Languages:
English
French:
Chinese:
E
D
D
Interview
Job requirements:
Researching and identification of new product
opportunities.
Marketing strategy and execution of plans.
E
E
Tests
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Managing product launch campaigns.
Managing channels of distribution.
Ensuring branded marketing communication through
print media, websites and advertisements.
Media management
PR and marketing staff management.
E
D
D
E
E
Employee sign:
Date:
2. Curriculum Vitae (CV):
A CV is a written description of education, qualification, experience and personal
information which is recorded in a single document with the purpose to applying for a job.
For example: A CV for the applying the job of Marketing manager at burger king can be a
follows:
First name Last name
Address:
Contact
Email:
Objective:
To secure my employment with a company which provides a positive learning environment to
advance and implement my knowledge and skills in the betterment.
Education:
Harvard university
M. B. A in marketing
(September2001- April 2003)
Experience:
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 Marketing manager at Education technology pvt.
May 2018- present, California
 Marketing manager at Financial services company
January 2011 -March 2018
 Marketing analyst at AB marketing company
July 2003-November- 2011
Key skills:
 MS project
 MS Office Suite
 Team leadership
 English/ French
 Dreamweaver
Awards and recognition:
 Employee of the month
AB marketing company
 Employee of the month
Education technology pvt.
Personal information:
Marital status: Married
Gender: Female
Alternative contact: 254565
Reference: Mr. AK
(HOD marketing at Education technology pvt.)
Evaluation:
Person specification is an important part of the recruiter's toolbox in the process of
recruitment and selection. It can help selection of Burger king in communication of traits and
attributes desired from an ideal candidate such as education, work experience and skills that are
relevant. A CV on the other hand CV can provide chance to candidates to showcase their
knowledge, skills and best attribute acquired. It helps the candidate in selling their skills,
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knowledge experience and show companies such as Burger king that they are right person for the
job offered.
Conclusion
It can be concluded that temployee relations such as healthy and complicated influence
the decision-making process of HRM. Employment legislations are the laws that companies like
Burger king have to follow in order to survive in the industry. Documents like person
specification helps the company to look for a best candidate whereas, CV helps the candidate to
apply for the job showcasing their attributes.
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REFERENCES
Books and journals:
Ahammad, T., 2017. Personnel management to human resource management (HRM): How
HRM functions. Journal of Modern Accounting and Auditing.13(9). pp.412-
420.Ahammad, T., 2017. Personnel management to human resource management (HRM):
How HRM functions. Journal of Modern Accounting and Auditing.13(9). pp.412-420.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-88).
Routledge.
Dupouy, R. and et.al., 2018. Requirements Specification: OptiCue
Hamza and et.al. 2021. Recruitment and Selection: The Relationship between Recruitment and
Selection with Organizational Performance. International Journal of Engineering,
Business and Management. 5(3). pp.1-13.
Klepić, I., 2019. Correlation of recruitment and selection of human resources and the
performance of small and medium enterprises. Naše gospodarstvo/Our economy. 65(4).
pp.14-26.
Lieberman, M., 2020. Impact of proposed federal public employee bargaining on state
legislation. In Labor/Management Relations Among Government Employees(pp. 195-
217). Routledge.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People. (pp. 49-73). Routledge.
Oates, A., 2017. Industrial Relations and the Environment in the UK 1. In Greening People. (pp.
117-140). Routledge.
Pierce, J., 2017. Employee Inventions in the United Kingdom. les Nouvelles-Journal of the
Licensing Executives Society. 52(3).
Richards, J., 2020. Putting employees at the centre of sustainable HRM: a review, map and
research agenda. Employee Relations: The International Journal.
Singh, H. and Kamal, R., 2019. Recruitment practices in IT sector: A study of Employees
perspective. Pramana research Journal. 9(1). pp.318-323.
Ugoani, J., 2019. Managing Employee Relations and its Effect on Organizational
Success. International Journal of Social Sciences Perspectives. 6(1). pp.1-10.
Yadav, S. and Hazarika, L., 2021. Managing Employee Relations in Multinational Firms:
Challenges and Opportunities. In Critical Issues on Changing Dynamics in Employee
Relations and Workforce Diversity (pp. 18-44). IGI Global.
.
Online references:
12 Types of Employee Benefits Every HR Practitioner Should Know.2019. [Online]. Available
through: <https://www.aihr.com/blog/types-of-employee-benefits/>. [Accessed
on 27 August 2021]
Burger King Corporation. 2021. [Online]. Available through:
<https://www.britannica.com/topic/Burger-King-Corporation>. [Accessed on 27 August
2021]
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