Human Resource Management: Practices and Impact on Decision-Making Process at McDonald's

This report discusses the importance of HRM practices in the decision-making process at McDonald's. It covers topics such as workforce planning, recruitment methods, HRM functions, and employee legislation. The report also evaluates the effectiveness of HRM practices in the company.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
PROJECT 1......................................................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
HRM and workforce planning:...................................................................................................1
Purpose and functions of HRM:..................................................................................................2
Talent and skills to fulfil business objectives:............................................................................3
Methods of recruitment and selection:........................................................................................3
Effectiveness of HRM practices:................................................................................................4
CONCLUSION................................................................................................................................5
PROJECT 2......................................................................................................................................6
INTRODUCTION...........................................................................................................................6
Importance of employee's relation in decision-making process of the company.......................6
Key element of the employee legislation which impact the HRM decision-making process....7
Application of two human resource practices for organisation..................................................8
HRM practice to influence on decision-making process of organization...................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

PROJECT 1
INTRODUCTION
The action of recruiting, hiring, allocating, and managing an organization's employees is
refereed to as human resource management (Delery and Roumpi, 2017). HRM is usually
referred to as “resource management”. McDonald, the world's largest food service supplier with
many outlets in many countries and serving millions of consumers every day, has been included
in the report. This study will focus on a discussion of HRM and work force planning, as well as
the goal and value of HRM in relation to workforce planning and resources, as well as some
other organizational considerations.
MAIN BODY
HRM and workforce planning:
Human resource management is the work of recruiting, selecting, inducting employees,
providing solutions, position, transmission of training and evolution, appraising the proposal of
workers, determining compensation and providing with the wellness, motivating employees,
keeping nice relations with employees and their trade. Additive human resources practices
include compensation and welfare, recruitment, complaint and keeping up to date with any
regulation that may affect the organization and its employees. Numerous companies have stirred
away from traditional in-house human resource administrative duties and outsourced work like
payroll and morality to outer vendors (Lorincová and et.al 2018). Human resource management
works through devoted HR professionals, who are accountable for everyday performance of
HR.-related functions.
Work force planning is the procedure of examining, forecasting, and designing
workforces supply and need, assessing space, and determining target expert management
participation to assure that an company has the accurate people with the suitable skills in the

right places at the correct time to fulfil its mandate and important objectives. Workforce
planning involves the following:
Strategic direction: To realize important operation aims and forthcoming objectives fixed by
organization leadership and how the workforce wants to be aligned to attain them.
Supply analysis: to know the existent workforce and how it is formed to varied over time, due
to corrosion and other ways.
Demand analysis: To interpret the company's current and coming workforce needs.
Gap analysis: to realize the gaps among workforce need and demand and to specify high
priority gaps with the superlative result on organizational presentation (Makedon and et.al
2019).
Solution implementation: The appropriate workforce engagement and activities to close best-
known workforce gaps and enable McDonald to meet its essential goal.
Purpose and functions of HRM:
HRM department is an integral part of any organization. Also, the human resource
manager is a portion of the management. Four special purposes of HRM are:
1)Planning: It assists to establish the high-grade methods to reach the aims, some effectual
managers commit an essential part of their time to planning. With regard to HRM subdivision,
planning involves determining the personnel programs that can impart to gaining the company's
goals.
2)Organizing: The HRM wants to plan and evolve the organizations structure to move out the
various operations. Processing the organizations structure includes grouping of department
activity into purpose or positions, distributing various groups of activities to different
individuals, subordinating activities of various multitudes etc.

3)Directing: This function includes inspiring people to work volitionally and expeditiously to
attain the aims of the organization. In easy words, the guiding functions of HRM imply
directing and motivating people to fulfil the department programs.
4)Controlling: It is one of the essential purpose of HRM as it helps manger to measure and
control the presentation of the division with respect to assorted effective functions. It also
involves appraisals, audited account, statistics, etc.
-The functions and purposes of HRM are useful in work plan and resources, It acknowledges
every employees value inside the McDonald, suggesting that the company acknowledge and
worth respective presenters. These purposes negotiate groups, and multitudes bring fresh skills
and thoughts into McDonald and fuel the evolution of business (Obedgiu, 2017).
Talent and skills to fulfil business objectives:
The tailing functions of HRM can be effectual in providing proper talent and quality to
accomplish business objectives, encouraging McDonald to reach true forms and numbers of
employees in command to execute the functional and important goals of the organization.
Creating a conductive surrounding in McDonald for the employees that help in the betterment
and utilization of their skills.
Helping the employees to hold the standards of their performance and upraise
productivity through possible job plan, giving them with adequate position, performance
supported feedback and ascertaining two-part connection. Holding an employer-employee
kinship with sympathy, and also, keeping safety at workplace and processing a flourishing
position for the employees. Other primary activities of HRM regard, HR designing, job plan, job
investigation, recruiting employee, executive and employee earnings, motivating the employee
etc.
Methods of recruitment and selection:
McDonald have both external and internal sources for recruitment, in the following
ways:

Internal sources of recruitment:
This is the filling of job vacancies from internal business where existing employees are
taken rather than employing somebody from external. A business might consider that it already
has the correct people with the right skills to do the occupation, especially if its training and
development curriculum has been effectual. The employees of McDonald are transferred from
one division to few other accordant to their skilfulness and experience (EYDI, KARIMI and
Mohammadi, 2019).
Advantages:
Internal recruitment evolves motivation in the individual of McDonald, as they think that
necessary positions can be engaged by them if they show the accuracy and potential for them. It
cut down boredom by effectual job rotation.
Disadvantages:
It limits the amount of manageable individuals for a job. External contestants might be
better suitable or eligible for the job. Existent team may feel they have the automatic right to be
advance, whether they are resourceful or not.
External sources of recruitment:
This is filling of job vacancies from outside the company business. Most businesses
engage in external recruitment within explanation often times, peculiarly those that are
prospering strongly, or that roles in industries with large staff number. Employment and
recruitment bureaus are specialized in recruitment and choice. They usually give a shortlist of
candidates based on the people registered with the agency. Likely the most average method is
advertising, it license the employer to reach a broad gathering.
Advantages:
Helps transport good thought and formulation which comes with an individual from
outside the company (Ali, Sharhan and Alsaedi, 2021). Company can evolve by recruiting
people from outside at the high positions to force the modification throughout the company.

Disadvantages:
It can force campaigner who are not relevant or worth of the open position. Since
maximum candidates are entire strangers to the recruiter, the risk of bringing a misfit onboard
cannot be subordinate out fully.
Effectiveness of HRM practices:
Effective HRM practices ensuring the upper limit productivity:
1)Recruitment and training: It is accommodating in on boarding the right type of people.
HRM practices will not only approach all the correct people in a concern of days but will also
make the job report that will set absolutely to each chosen function.
2)Performance management strategy: HRM is effectual in measuring the work wellness and
scheming an execution management strategy accordingly. Which aid employees know more
skilled and given rewards for their occupation and effort.
3)fulfilment of employee: employee's fulfilment is the major key strategy of HRM practices.
It's important to know how employee's opinion about the company, is company's environment is
able to fulfil the desires of employee. If all these criteria is suitable for the employee then they
will be more productive for the company. Therefore, Mcdonald company must need to provide
better workplace culture to their employee to achieve their company's objectives.
Critical evaluation of HRM practices for Mcdonald's
Therefore, HRM practices for mcdonald's company must need to implement effectively
to retain their employees for the growth of their company. Company has to give equal
compensation to their employee so that they will work for them for a long time. Company fails
in providing the adequate information to their employee which also impact their work
performance. Therefore, they need to provide their employee adequate information and better
work culture to increase the productivity in their sales.

CONCLUSION
The above report concluded to modify the Human resource management with its
practices. The report shows the brief explanation of HRM and work force planning. The purpose
and functions of HRM that is applicable to workforce planning and resourcing in the
organization are been given. Information about acts of recruitment with its capability and
weaknesses is given. Information of effectual of HRM in organization is reflected. Evaluation of
HRM practices in administration and its deserving part. Also, about company's environment that
how HRM goodness can be reinforced to attain successfully towards business goals using proper
management formulation.
PROJECT 2
INTRODUCTION
HRM practices help the organization to reach their successive goals or to develop
competitiveness for the company (Metz, Ilies and Hörmann, 2018). Importance of relationship
between employee and HR management can improve the decision-making process. This report
will cover how Mcdonald's company involve their employee's opinion in their decision-making,
it includes application of two HRM practices and evaluation of HRM practices in McDonald
company.
Importance of employee's relation in decision-making process of the company
For every organization it is important to make good relationship with their employees in
order to carry out their operations. It is the responsibility of the organization to interact with
their employee to encourage them for the better work. HRM plays an important role to develop
relationship with the employee by providing them proper training, coaching which helps their
employee to fit in the company's environment (Stewart and Brown, 2019). Mcdonald's
company should also implement the good relation with their employee for their better decision
process for the company. It's important to involve participation of employee in company's
decision-making process as different perception of employee can increase the value of
information which can give the benefit to the company. It also saves the time of management

team, also enhance the communication skills of the employee and help them to work together as
a team to accomplish company's objectives.
Improve the Industrial democracy:
Industrial democracy is the process in which all the industrial unit as employee,
employers work together for achieving the company's goals. HR management team of the
Mcdonald's company need to improve their industrial democracy process for the effective
involvement of employee in their decision-making process. It improves the relation between the
employee and employers which also allow them to enhance the interaction so that employee feel
motivated and focus on their work for the productivity of their company.
Reduce the employee's grievance:
Employee's grievance describe as employee demand to their Human resource
management team to provide secure environment for them. Therefore, human resource
management team of the Mcdonald's company must need to provide, safety, respect
compensation to their employee so that they will be able to continue their work for the
company. Employers need to develop good relation with their employees so that they build trust
and faith towards the company. Through which company will be able to retain their potential
employee.
Reduce the pressure from employee:
Mainly pressure on employee coming from their higher authorities, which affect their
work performance. It gives negative effect on health of employee therefore HR team of
mcdonald's company need to provide adequate information to their employee or to enhance the
communication between them to reduce the pressure from their employee. Also they can
organise the activities for the employee so that they feel fresh and work effectively, which also
help their employee to enhance their knowledge to provide better opinions for decision-making
process of the company.
These are the factors through which Mcdonald company can be able to develop the good
relationship with their employee's. So, they can effectively influence their opinion in HRM
decision-making process to achieve the potential growth of company.

Key element of the employee legislation which impact the HRM decision-making process
Employment legislation is the law that defines the relation of employee with their
employers. These are generally introduced for the protection of employee's rights. Such laws
are-
Anti discrimination law:
This law is made to address the any kind of discrimination towards the employee which include,
race, age, gender, cultural discrimination. This law is applied during the recruitment procedures
of the company. If organization does not consider disable applicant or select candidate on the
basis of age, gender then it is the violation of the rule (Pattrick and Mazhar). Therefore, HR
management team of the mcdonald's company must recruit the candidate based on their
knowledge and skills. Decision of the HRM should be based on this law so that it would be
justice for the applicants, which also improve the brand reputation of the company among its
market.
Statuary rights for the employee:
This is the most important right for the employee as through which company can't terminate the
contract of the employee as for the one month. Also, employee can ask for the sick leaves,
maternity leave and company can't say no to them as it's their right. This law is made for the
employee and their management team to give legal protection. Through which employee can
take sick leave, maternity leave as if they required. Therefore, HRM team of the mcdonals
company must provide a legal contract to their employee which helps them to follow the rule so
that their employee does not feel injustice and discrimination which allow them to work for
their company to achieve their successive goals.
Equal pay act 1963:
This law describe as there should be no discrimination in the workplace. All the employee
should pay equally for their work. As in most companies women are paid less than compared to
men therefore which negatively impact their work performance so that this law protect the rights
of the victim employee which enables the company to pay equal wages to all their employee.
Therefore, Mcdonald company's HRM should manage all the resources effectively and track the
performance of their employees and provide equal salary to all the employee to develop the
good relation with employee to the company.
Safer workplace environment:

There are some law which are design to provide healthy and safer environment to the employee.
It is the responsibility of the company to provide safer culture to their employee so that they
interact with each other for the effective team work to achieve the company's goals. Therefore,
HRM of the mcdonald's should provide better environment to their employee in which they
operate and help them to carry out their task, management team should also interact with tehir
employees not only professionally but also personally so that employee does not feel pressure
and develop focus in their work (Johennesse and Chou, 2017).
Application of two human resource practices for organisation
Human resources practices involves strategies and rules which helps the HR
management team to manage their work. These practices for the Mcdonald's company are-
Ensuring security of the employee:
It can be understood as in term of job security to the employee as they work for
themselves and for their family, they required a security from the organization so that they will
work for the company for long time (Boateng, Okoe and Mensah, 2017).The HR team of the
mcdonald's ensures the safety of their employees for their better work. As it develop the good
relationship between the employer and employee otherwise why would employee come to work
for the company. This practice also help the mcdonald's organization to keep their employee
together with their organization as they invest in recruitment and training process for their
employee if they do not give security to their employee then all their money invested become
waste and loss for their company (Koednok and Sungsanit, 2018).
Recruitment process for employee:
Right recruitment of the employee play an important role this HR practice allow HR
team to hire a applicant who posses good skills which required in their work. As for the
Mcdonald company their HR team hire a applicant who add the value in their work culture to
achieve their goal of success. HR team ensure that the applicant posses all the skills and
knowledge which will fit for their business. They take interview on the basis of applicant's
ability, knowledge so that they will carry out their task efficiently (Liu, 2018).
HRM practice to influence on decision-making process of organization
Job description

Title of job: Assistant manager
Job location: Chicago, Illinois, United State
Job summary: Assistant manager has to recruit or train the new applicants, or to ensure the
better managerial work for the growth of organisation.
Reporting to: management team of the company
Working conditions: working as a assistant manager under senior manager
Job duties: hiring the skilful employee for Mcdonald company, also to provide the training to
employee to ensure the better sale and productivity for the company.
Job specification
Qualification: Bachelor degree, MBA degree in accountancy or diploma, G.E.D.
Training: 1.5 year of internship under recognized company.
Experience: 2 year of work experience is required in management job.
Skills: Good communication skills, interpersonal skills, command on English language.
Responsibilities: To hire a potential applicant to add values in work culture of the company, to
manage the productivity of the company.
Curriculum vitae
Jack Spencer
Contact no. : [phone]
Email id: [e-mail]
Having 2 years of experience in a management field having all the skills and knowledge

required for this job post.
Experience: 1 year of experience as a consultant manager
1 year of experience as a associate manager
Education: MBA in accountancy from William college
Skill: effective communication skill
good coordination with team
critical thinking
Question asked in interview process
Q:1 Tell me about yourself?
Q:2 what is your qualification?
Q:3 why do you choose our company for work?
Q:4 How long will you able to work for our company?
Rational for the application:
HR management team of the Mcdonald's company hire the candidate who fits their job role.
Practices such as job description and job specification describe about the company's requirement
for their job role. Therefore, further candidate apply for the job by sending their CV through
which Mcdonald company can proceed with their interview process.
CONCLUSION
Thus from the above report it is concluded that application of HRM practices improve
the relation between employees and employers. Companies could promote their employee to
share their opinions for the decision-making process so that it would develop the opportunities
for the company. Employee legislation law protects the legal rights of the employee as well as
employers, which allowed them to develop faith and trust in each other for the betterment of

their company. HRM practices must implemented effectively in the work culture of the
organization so that employee does not feel discrimination which allowed them to work for the
company for long time.

REFERENCES
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