Manage Human Resources Strategic Planning

This document provides a comprehensive guide on managing human resources strategic planning. It covers topics such as business strategic plan, environmental analysis, future labor needs, new technologies, recent changes, strategic objectives, appropriate technology, strategic HR plan, risk management plans, and methods to implement and monitor HRM strategic plans.

MANAGE HUMAN RESOURCES STRATEGIC PLANNING

Table of Contents
1.0 Part 1:.........................................................................................................................................3
1.1 Business strategic plan, objectives and targets......................................................................3
1.2 Additional environmental analyses and its impact on human resource management...........3
1.3 Future labour needs and skill requirements and sourcing labour supply...............................3
1.4 New technologies and their impact........................................................................................4
1.5 Recent and potential changes.................................................................................................4
2.0 Part 2:.........................................................................................................................................5
2.1 Strategic objectives and targets for human resources services..............................................5
2.2 Appropriate technology and systems to support....................................................................5
2.3 Strategic human resources plan.............................................................................................6
2.4 Risk management plans.........................................................................................................6
2.5 Methods to implement and monitor the HRM strategic plan................................................6
References:......................................................................................................................................8
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1.0 Part 1:
1.1 Business strategic plan, objectives and targets
The purpose of the paper is to identify an organisation and assess its Human Resource (HR)
planning requirements in the backdrop of established theoretical frameworks. In order to execute
the same, McDonalds has been considered in the context of Australian market.
The management of McDonald’s has considered that the success and growth of its restaurants in
the Australian market are driven by its employee's support. Although the organisation has faced
several political pressures and cultural barriers in several markets, therefore, it places employees’
priorities on top to carry their operations. According to Hassan (2016), the objective and targets
of McDonald's are to recruit the qualified candidates and written them by offering ongoing
training suitable to their position and promote their calibre with dignity.
1.2 Additional environmental analyses and its impact on human resource management
It has been identified that McDonald has been emphasising explicitly on environmental
protection services by recycling is packaging materials and introducing effective waste
management methods to avoid disposing or wasting food materials. 64% of its fibre-based
packaging comes from recyclable and renewable certified sources (ETRetail., 2018). The sincere
effort of the brand towards environment protection has left a positive impact over its resources as
well. The employees are trained effectively to show earnest approach towards environmental
upgradation.
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1.3 Future labour needs and skill requirements and sourcing labour supply
It has been identified that the employees of McDonald's are becoming the victim of the global
competition in the fast food sector. The Australian market is saturated with wider numbers of
players in the sector. The employees are not given a supported with right tools and equipment to
meet the emerging trends of the market. Therefore it's high time for McDonald's to introduce the
advanced technical measures and train the employees to adopt the new methods of operation.
1.4 New technologies and their impact
McDonald’s technologies efforts have shown a fruit result in 2018. Numerous initiatives are
taken for example, such as door delivery, service menu innovations and a competent policy for
placing an order at its stores and through mobile phones, which likely driven its growth rate
(Forbes., 2017). Similarly, employees were also helped to reduce their physical labour by righty
using their technologies to meet the shifting consumers’ demands. Employees are steadily
enjoying their work and inculcating positive behaviours.
1.5 Recent and potential changes
To retain employee’s support and motivation, the brand is focusing more on employee training
and developmental measures. It has been recognised that the management has managed to invest
more than $40 million on its employee training programs to educate its resources to inculcate the
right skills to increase their adaptabilities and efficiencies (Bruce, 2016). The HRM (Human
Resource Management) professionals are ensured staff at every workplace location to get access
to its reward and recognition programs. This has been effectively a smart and reliable attempt
made by the management, where employees’ are not the only train to enhance their technical
abilities but also to have a firm awareness regarding the scope and opportunities the organisation
can fetch in future times.
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2.0 Part 2:
2.1 Strategic objectives and targets for human resources services
 Succession planning: meeting staff requirements would be the foremost goals, to meet
that HRM staff and the line managers shall work together to determine workforces’ skills
and qualifications.
 Workforce mobility: Providing cross-training or encouraging resources to conduct job
duties in other departments of the business would improve workforce mobility (Noe et al.
2017)
 Employee engagement: Increasing employees’ participation in the decision-making
process.
 Innovation: Allowing each employee to use and apply their own creative inputs in the
performances to differentiate their tasks from others.
2.2 Appropriate technology and systems to support
 Big data powers for ensuring compliances and avoiding workplace risks by identifying
emerging trends (Kadiresan et al. 2015)
 Mobile applications employees can have access to go through the streamlines of HRM
functionalities and alterations in the organisations.
 Social media can be used effectively to track the right candidates for recruitments
 Cloud and SaaS can be used to secure the confidential data of clients and employees with
a strong security passcode (Donate et al. 2016)
 Wearable technology can help employees to stay connected and improve time
management
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2.3 Strategic human resources plan
As part of the strategic HRM plan, the management may need to identify the employees and their
abilities as per assigned job roles. Along with the same, effort may be put towards forming an
effective succession plan to overcome the uncertainties. In addition, it is advisable to design an
effective plan to nurture and evolve the employees by way of conducting a gap analysis.
Moreover, the management may focus on the employees’ retention to enhance business growth
in the long-run.
2.4 Risk management plans
Risk management is one of the crucial success parameters in the strategic HRM and hence, the
effort should be directed towards development of a sound risk management plan. Formation of
an effective talent and acquisition plan is crucial and first and foremost actionable that the
management may need to consider in this regard, along with the development of employees’
awareness towards ethical practices and code of conduct for the business. Besides, the employees
shall be aware about the benefits and compensation they are getting from the business and hence
the compensation structure should be lucid and easy to understand. Also, the reward and
recognition system should be devised in such a watt ha the attrition rate among the employees
may drop drastically.
2.5 Methods to implement and monitor the HRM strategic plan
Some of the methods of implementing strategic HRM plan in the context of Australian market
for McDonalds have been briefly mentioned herein:
 Evaluating present HR capacity
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 Forecasting upcoming HRM requirements like demand and supply forecasting and then
matching demand and supply of resources
 Developing talent nurturing strategies and monitoring its efficacy with employees’
performances records
 Implementing the change management needs in the context of business operations
through a thorough review and follow-up mechanism
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References:
Bruce, V. (2016). How does McDonald’s inspire its staff?. Retrieved from
https://www.hcamag.com/au/specialisation/learning-development/how-does-mcdonalds-
inspire-its-staff/145704
Donate, M. J., Peña, I., & Sanchez de Pablo, J. D. (2016). HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management, 27(9), 928-953.
ETRetail. (2018). Go green: McDonald's switching to environment-friendly packaging and
recycling - ET Retail. Retrieved from
https://retail.economictimes.indiatimes.com/news/food-entertainment/food-services/go-
green-mcdonalds-switching-to-environment-friendly-packaging-and-recycling/62524710
Forbes. (2017). How Focus On Technology Can Drive Sales For McDonald's. Retrieved from
https://www.forbes.com/sites/greatspeculations/2017/06/27/how-focus-on-technology-
can-drive-sales-for-mcdonalds/#77822c3b434b
Hassan, S. (2016). Impact of HRM practices on employee’s performance. International Journal
of Academic Research in Accounting, Finance and Management Sciences, 6(1), 15-22.
Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran, C. S., & Mohamed, R. K. M. H.
(2015). Performance appraisal and training and development of human resource
management practices (HRM) on organizational commitment and turnover
intention. Asian Social Science, 11(24), 162.
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
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