Human Resource Management in Burger King

This article discusses the purpose and functions of HRM in Burger King, including workforce planning and resourcing. It also explores the benefits of different HRM practices for both the employer and employee. The article further examines the approaches to recruitment and selection used at Burger King, along with their strengths and weaknesses. Additionally, it discusses the functions of HRM in providing talent and skills suitable to fulfill business objectives and the effectiveness of diverse HRM practices in increasing organizational profit and output. Finally, it highlights the different methods used in HRM practices at Burger King.

HUMAN RESOURCE MANAGEMENT
CONTENTS

INTRODUCTION.....................................................................................................................................1
TASK – 1.................................................................................................................................................1
The purpose and functions of HRM applicable to workforce planning..............................................1
Benefits of different HRM practices in Burger King for both the employer and employee................2
TASK – 2.................................................................................................................................................3
Approaches to recruitment and selection used at Burger King.........................................................3
Strengths and weaknesses of approaches to recruitment at Burger King.........................................4
Functions of HRM in providing talent and skills suitable to fulfil business objectives.......................5
Effectiveness of diverse HRM practices in regards with increasing organisational profit & output...5
Different methods used in HRM practices at Burger King..................................................................6
CONCLUSION.........................................................................................................................................6
REFERENCES..........................................................................................................................................7

INTRODUCTION
Human resource management is an organized procedure for administering policies,
programs, developing plan and evolving human capital of the organization. The main
emphasis is being given on utilizing the human asset effectively so as to have better outcomes
(Gilmore and Williams, 2009). The current study also focuses on HRM, its concepts and
application in the firm. In this regards, Burger King has been taken as a case company, which
is one of the leading firm in fast food industry. As a human resource manager of the firm,
discussion of the main purpose and scope of human resource management will be done. The
report will also pay attention on the effectiveness of its key elements within the Burger King.
TASK – 1
The purpose and functions of HRM applicable to workforce planning
Burger King is a multinational hamburger fast food restaurants founded in United
States. It has more than 12000 outlets all across the globe and is expanding continuously by
adopting effective franchisee model. The main purpose of the HRM in Burger King is to
create plans, processes, developmental programs and executing policies for the development
of its human asset (Polachek and Tatsiramos, 2008). Other than this, the human resource
management in Burger King also focusses on utilizing the present resources effectively so
that better outcomes can be reaped out. The human resource function of the organization also
helps in building good relationship with the staff members and the company that further
motivates them to produce more through healthy and conductive working environment. HRM
also drives to train the existing employees and carrying out recruitment process so as to select
skilled workforce within the firm.
Contemplating in relation with the human resource approaches in relation to
workforce planning and resourcing at Burger King, there are numerous functions being
involved and some of them are as follows: Training and development – Training and development programs within Burger king
is being designed depending upon the positions of the job. Different training programs
are being designed by the HR department for managerial job position within the firm
such as shift control skills, supervisory skills, supervisor evaluation etc. Furthermore,
training for the shop floor employees is also arranged in regards with gaining
knowledge about the products, counter service, environment knowledge and many
more (Crick and Spencer, 2012).
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 Recruitment and selection – It is being regarded as one of the most vital approach in
relation with the workforce planning and resourcing at Burger King. Recruitment of
talented workforce is very essential for attaining the pre-determined goals of the
company. In addition to this, staff members are also needed for accomplishing the
future needs of the firm (HRM functions, 2018). Consequently, Burger King has
adopted effective procedures for recruiting and selecting best employees. For
searching the right applicant for the vacant job position, the HR department of Burger
King makes use of educational institute, employment agencies, professional bodies
and employee referral methods. The employees are being selected after clearing
various aptitude tests and then they are provided with effective training according to
their job position to meet out the skills requirements of the firm. The approach of the
Burger King in relation with selecting the applicants is also very different as they
adopts psychometric tests and group exercises for scrutinizing the candidates.
 Performance management & reward system – Motivation is being referred as an
important driver that leads the employees to achieve higher level of performance. For
motivating its employees, Burger King makes use of effective performance
management and reward system in place (Davidson, McPhail and Barry, 2012). The
supervisors and managers of the company is liable to evaluate the performance of the
workers and feedback is being offered to them according to that evaluation. Burger
King adopts 360 degree feedback as well as ranking methods. Additionally, the
employees are also defined clear goals and standards by their sub-ordinates which is
than being reviewed by measuring their level of performance. If any deviations are
found, then corrective actions are taken immediately to improve the performance.
Other than this, an effective reward system is also followed within Burger King. Both
financial as well as non-financial rewards are being given to the productive employees
such as recognition, bonus, incentive, challenging tasks, praise and promotion.
Benefits of different HRM practices in Burger King for both the employer and employee
Both the employer and the employee makes use of human resource management
practices in Burger King for the purpose of controlling the activities as well as to make an
improvement in the performance of the organization. Some of the typical activities being
included in the human resource management of Burger King are training, recruiting, firing,
paying and administering (He, Lai and Lu, 2014). If there is lack of coordination of both the
employees and employer with HRM, the workforce within the firm will be highly
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demotivated and the firm will find it challenging to manage and control the same. Some of
the benefits of different HRM policies for both employer and employee are being defined
underneath: Encouragement of positive behaviour – Positive working environment and numerous
other advantages are being offered to the staff members of Burger King that motivates
them to produce more. Retention of qualified employees – Burger King offer flexibility in employee’s benefit
which helps them in having qualified workforce on board. Improvement in the performance management system – HRM practices helps the
employer to make their employees feel motivated. Further, through this they
recognize and reward the best workers (Burger King, 2018).
 Good relationship – Good relation with the workers helps the employer to track their
progress. They can easily evaluate their performance and can take required action to
control the same. Higher level of satisfaction – Employees gets satisfied if effective practices are
followed within the workplace. Motivation to work hard – Employees feel motivated if company thinks about their
people. They feel a sense of belongingness to the company and work hard.
TASK – 2
Approaches to recruitment and selection used at Burger King
Since, Burger King is a large fast food retailer, it requires large amount of employees
to accomplish its objectives. Consequently, the firm makes use of both internal as well as
external source approach for recruiting its employees.
Internal source Transfer – This method helps the Burger King to fill their vacant jobs fast. Promotion – Existing employees are promoted to higher job positions.
 Employee referrals – Many a times, the firm makes use of referrals from the existing
employees (Hoque, 2013).
External source
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 Placement agencies – In this method, the employees are being selected and recruited
through placement agencies. Educational institutes – Burger King has collaborations with schools and universities
from which they recruit under-graduate students and offer them training according.
 Professional organizations – Even professional bodies are also used by Burger King.
Though, it is a time consuming process, this process gives out effective results.
Selection approaches
Burger King adopts many approaches to select candidates for the required vacant job position
and some of them are as follows:
 Assessment test – The firm conducts an assessment test after the scrutiny of the
applicants. These tests include questions related to the field of mathematics, science
and general knowledge.
 Interview – This the very crucial methods, as it helps in analysing the behaviour, body
language and confidence of the applicants. Several questions such as open & Closed,
behavioural are being asked from the applicants.
Strengths and weaknesses of approaches to recruitment at Burger King
Internal source of recruitment
Strength Weakness
In this recruitment and selection takes place
in a short period of time.
Internal source might demotivate the
workers who are not promoted
Employees being appointed with internal
approaches are much effective (Costen and
Salazar, 2012)
Limits the opportunity of recruiting and
selecting
Less risk of appointing unqualified workers This method can also create discrimination
External source of recruitment
Strength Weakness
With these methods new, innovative and
creative workforce can be appointed
Involves high costs
Pool of applicants can be made available
from which effective and suitable talent can
be appointed
High risk of appointing unfitted and
unqualified employees according to the
required position
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Burger King can promotes its brand
externally
Carrying this method requires lot of time
(Burger King Corporation, 2018)
Functions of HRM in providing talent and skills suitable to fulfil business objectives
Talking in relation with the effective human resource management functions, they
support in offering an organization a structure as well as an ability to accomplish the needs
and demands of the business by the way of managing and controlling the workers of the
organization. Further, HRM is that body of knowledge and set of practices which clearly
explains the type of work and at the same time helps in regulating the job relationship.
Functions such as recruitment and selection, training and development, performance
management and reward and human resource planning are considered as an important facet
of Burger King as they all are linked with the people dimension. They are basically the
support junction within the firm (Banfield and Kay, 2012). Other than this, the functions of
HRM offers help in varied issues related to line employees and those directly associated with
the production of goods and services. Burger King and all other firms are comprised of
people and thus, it is equally vital to acquire talented employees, developing their skills,
improving their level of performance and motivating them to achieve high results. HRM
functions constantly make a contribution to the firm through enhancement of production level
and development of personal occupation. Underpinning the discussion further, functions of
HRM make sure that human talent is being utilized effectively and competent workforce are
available to Burger King as and when needed.
Effectiveness of diverse HRM practices in regards with increasing organisational profit &
output
The HRM and its practices always aspires to have a friendly and cordial relations with
all the workers within the organization. Such type of good relationship is essential for
increasing the output as well as profitability of the business. With effective human resource
management practices at workplace, Burger King will be in a position to decrease the
turnover of the workers (Armstrong and Taylor, 2014). High level of employee turnover
destroys the performance of the employees and in fact it can also raises the costs to human
resource department. Consequently, the HRM at Burger King can augment the profits level
by decreasing the employee turnover. Furthermore, it will again maintain the performance of
the workers. Underpinning the discussion further, the training and development activities and
programs of the Burger King also contributed towards increasing the productivity of the
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employees. These programs helps in improving the competencies and skill level of the
workforce and with the acquired knowledge they lead the firm to the path of success and
growth which helps in increasing the profits as well.
Different methods used in HRM practices at Burger King Performance management and appraisal – This is being referred as the method which
is responsible for monitoring as well as reviewing the activities of the workers. The
management of Burger King evaluates the current performance of staff members and
offer them timely feedback to take corrective actions if any deviation is found (Boxall
and Purcell, 2011). Employee engagement activities – Keeping employees engage is really challenging
for Burger King. Though it, is very essential for gaining long-term commitment from
the workforce. Burger king offer learning opportunities, open communication, sharing
knowledge, on-board fun, learning activities, challenging work and participation in
decision making to engage their workers. Overtime compensation – Workers of the Burger King work hard within the firm to
get a good amount of compensation. Pertaining to this, the firm offers competitive
compensation to its employees. Many shifts prevails within the company and thus,
overtime compensation is being provided to those who work overtime. Vacation policies – Burger King also offers vacation policies to its loyal and valuable
employees. Paid holidays are given to the workers depending upon the level of their
job positions (Bratton and Gold, 2012).
 Motivation – Burger king makes use of different methods to motivate its staff
members so that they can achieve their desired output. Some of the methods are
offering compensation, holidays, paid leaves, flexible working environment, career
opportunities and many more.
CONCLUSION
Thus, to conclude it can be said that the human resource management practices of
Burger King can increase the profitability as well as productivity by decreasing employee
turnover. Further, it was explored from the study that if burger king adopts external
recruitment policy than it will be able to hire innovative as well as creative employees for the
firm.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P. and Kay, R., 2012. Introduction to human resource management. Oxford
University Press.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Costen, W.M. and Salazar, J., 2012. The impact of training and development on employee
job satisfaction, loyalty, and intent to stay in the lodging industry. Journal of Human
Resources in Hospitality & Tourism, 10(3), pp.273-284.
Crick, A. and Spencer, A., 2012. Hospitality quality: new directions and new challenges.
International Journal of Contemporary Hospitality Management, 23(4), pp.463-478.
Davidson, M., McPhail, R. and Barry, S., 2012. Hospitality HRM: past, present and the
future. International Journal of Contemporary Hospitality Management, 23(4), pp.498-
516.
Gilmore, S. and Williams, S., 2009. Human resource management. 1sted. Oxford: Oxford
University Press.
He, Y., Lai, K.K. and Lu, Y., 2014.Linking organizational support to employee commitment:
evidence from hotel industry of China. The International Journal of Human Resource
Management, 22(01), pp.197-217.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation
and performance. Routledge.
Polachek, S. and Tatsiramos, K., 2008. Work, Earnings and Other Aspects of the Employment
Relation. 1sted. Bingley: Emerald Group Pub.
Online references
Burger King Corporation. 2018. [Online]. Available through:
<https://www.hr.com/buyersguide/company/burger_king_corporation>.
Burger King. 2018. [Online]. Available through: <https://www.bk.com/>.
HRM functions. 2018. [Online]. Available through:
<https://www.civilserviceindia.com/subject/Management/notes/hrm-functions.html>.
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