Why organisation needs progressive addition to robust HRM policies

This essay discusses the importance of progressive and robust HRM policies in organizations, using McDonald's as a case study. It explores the need for HRM policies that align with business strategies and highlights the link between HRM policies and strategies. The essay focuses on the specific HRM policies of training and development and employee engagement.

McDonalds

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Why organisation needs progressive addition to robust HRM policies......................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
In present scenario, managing human resource is one of important working of a human
resource professional. Human resource management is mentioned as collection of tasks addition
to practices that are shared mutually by line managers along with individuals for the purpose of
solving organisational issues that are related to people (Ayentimi, 2018). Managing
organisational individuals is strategic approach that argues about requirements of ascertaining
integrated sequence of personalised policies that supports all business strategies. The essay is
based on McDonald’ that is one of fast food organisation that was established in 1940s as
restaurant which was operated through Maurice together with Richard McDonald at California,
United States. The entity is nation’s largest restaurant chain as per revenue and serves around 69
million citizens on daily basis in around 100 countries within more than 37800 outlets. It has
around 1.7 million staff members that work to serves the customers and the entity to achieve
success. The essay includes why the entity needs progressive HRM policies and the linkage
among HRM policies to HRM strategies.
MAIN BODY
Why organisation needs progressive addition to robust HRM policies. 154
Organisational overview: McDonald’s is American fast food firm that was opened by siblings
Maurice as well as Richard McDonald in San Bernardino, United States. The company
emphasises more on individuals, including customers and staff members, needs and preferences
with leadership role that is played within the foodservice (McDonald’s, 2019). The headquarters
of McDonald’s are situated at Chicago, United States and it has more than 37800 outlets
worldwide. It satisfies food needs of approx 69 million people daily within more than 100
nations. It is world’s second leading private business with 1.7 million employees worldwide. It is
best popular for its French fries, hamburgers, cheeseburgers, soft drinks, desserts, chicken
eatables, wraps and milkshakes. The managers of the organisation respond to changing tastes of
consumer along with negative backlash due to unhealthiest of food items along with satisfies
requirements of human resources through implementing suitable HRM policies as per the
strategies.
Human resource management is an effective system through which organisational
professionals majorly emphasis on developing human resources as well as managing them
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effectively by framing and executing appropriate programmes and policies. With this, business
emphasis towards ambition, requirements, aspirations, aspects, loyalty and needs of human
resources so to manage human capital and on implementations of practices, policies and
processes industry (Christiansen and Et. Al., 2017). At any business, human resource
management is needed to manage deadlines, leading employee training, handling interpersonal
conflicts along with building corporate cultures. In the dynamic era, it is becoming critical for
the companies to manage human resources because of increasing work pace, limited
management hierarchy, increasing dependency, challenges in hiring and retaining individuals,
constant pressures to improve productivity, efficiency and quality. At McDonald’s, manpower is
managed by recognizing the variables that motivates human capital, brushing performance
reviews, facilitating training and development schedules, leveraging technologies, achieving
employee engagements and many more. The organisation has experienced and knowledgeable
managers which encourage, stimulate, inspire and encourage staff members to perform as per
prearranged criteria for steadily carry forwarding operations. Few strategies which management
team of respective enterprise follows in order to manage human resources are performance
review, training and development, rewarding and employee engagement.
HRM policies are mentioned to ongoing guidelines with the use of which business
manages its resources. Effective and sound HRM policy of an entity is concerned with objectives
and facts. It assists through providing guidelines and some tools to managers, devising rules in
clear and consistent manner, providing training with development activities on suitable time
frame. As per thoughts of Cvenkel (2019), HRM policies are framed as per strategies so to get
utmost outcomes after properly implementing all the policies related to human resource
management. These policies include principles that direct organisational actions and reflect
ethical values and faith of the individuals. In context to McDonald’s, its HRM policies are
unambiguous, specific addition to easily understandable by the members that leads in serving
supervision for improving staff members workings in current duration and for future period.
Few common HRM policies which many businesses adopt are compensation and
benefits, reward system, training and development, workplace diversity and employee
engagement. Among all, McDonald’s follows provisions of HRM policies concerned with
training and development as well as employee engagement. The HRM policy of training and
development provides leading prospects to enlarging awareness, facts, skill base and
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understanding of human capital. With training programs, skills which are needed by staff
members to execute activities or operations in fast manner are strengthened. In this, soft skill
development, professional development training, quality training, safety training and
technological development are some kinds of training and development through which
knowledge base, awareness and set of skill are enhanced among human resources that are
employed at corporation (Edger, 2016). On other hand, development programs conveys most
important alterations within workforce that results in possessing comparable understanding
addition to proficiency within all manpower and they facilitates their ways of workings through
proper coordination. The policy helps in reducing weak-lines so that all the activities are
completed on set duration. Human resource policy of training and development is required at
McDonalds for improving performances of workforce, improving commitment and morale of
human capital, enhancing innovation among new policies along with adhering benchmark
standards. The progressive training and development policy certifies that all human resources
achieve reliable knowledge for completing operations in unique ways that improves overall
efficiencies among organisational people.
The human resource professionals of McDonald’s also follows HRM policy of employee
engagement wherein various activities are designed and carry out to improve manpower
engagement with business goals. Employee engagement policy is all about extent to which staff
members feel passionate for the job, organisational commitment and the level to which they puts
efforts within work. It describes commitment level of people for the work, objectives and values
of business. With this policy, managers of the fast food chain ensures commitment and loyalty of
its people and encourages them to contribute in success of company addition to maximising their
self well beings (McDonald and Hite, 2015). Components related to approaches, results and
behaviour of individuals are essential to enhance employee engagement. In order to meet
condition associated with employee engagement, managers provides a virtual ground to its
people which generate engagement addition to reinforce individuals to conduct the workings
systematically. According to level of employee commitment, managers generally classify its
manpower in different types such as actively engaged, actively disengaged as well as not
engaged. As per the classifications, supplementary plans are devised to boost the extent of
engagement. For improving employee engagement level, management team provides suitable
work culture to its people wherein major focus is on transparent communication, regular
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meetings, sharing thoughts, team work, get together events, talent acquisition and supportive
superiors so that employees are engaged more in the activities of company that also drives their
performances. For measuring employee engagement, administrators of respective company
conducts readiness assessments, timely communicate with manpower, surveys and many more
practices which helps them to identify reasons for low employee engagement along with set
suitable aspects through which engagement level are influenced positively (McDonald,
Charlesworth and Graham, 2016). The robust together with progressive policy of employee
engagement is needed at McDonald’s for increasing work satisfaction of employees, enhancing
corporate culture, boosting productivity and accomplishing success.
At the work premises of McDonald’s, HRM polices like employee engagement as well a
straining and development are the progressive and robust ones that are required for
communicating values, developing understanding and knowledge, constructing vigorous work
surrounding, providing apparent picture for growth of individual and managing people
effectively. As per the thoughts of Nankervis and Et. Al., (2016), employee engagement policy is
required at enterprise so to retain customers together with potential clients, intensifying corporate
culture, reducing manpower turnover and boosting profits. On other hand, policy of training and
development is required at chosen institution so to tackle shortcomings, fostering growth, hiring
new orientation, strengthening skill set and executing all practices of business in smooth manner.
Human resource strategies are considered as the effective approaches that used by
business associations for managing their existing workforce in rightful manner. It also supports
business entities in attaining their respective organisational goals and objectives in appropriate
way. In another manner, HRM strategies are also seen as plan that is developed by business
associations in executing all organisational functions in rightful manner that also helps manager
of the company in quicker attainment of their respective goals and objectives that would bring
success to them (Noe and Et. Al., 2017). Overall it can be said that HRM policies and HRM
strategies are interrelated to one another as HRM policies of every company is developed with
the motive of employees welfare along with organisational profit. Whereas, strategies of HRM
are developed in such a manner so that they can easily attain their organisational goals and
objectives in best possible manner that do not even harm company in any kind of legal issues. In
context of McDonald’s, it can be said that HR manager of this company prefers to consider all
HRM policies associated with the company before developing strategy for Human resource
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department. It can be said that HR manager of the respective company also goes through
requirement of manpower, performance appraisals, compensations and training and development
policies before formulating strategies for their respective department because if in any case they
forgets to involve these important terms in their strategies then it won’t be possible for them to
attain their respective goals in predetermined time frame. HRM strategies are formulated
according to the requirement of time or situation but at the same time HRM policies are
formulated with the thought of values and long term success (Redman and Dundon, 2017). Thus,
HRM strategies are directly developed with the consideration of HRM policies which works as
its base and also helps company in attaining long term success in quicker manner. HR strategies
are also developed within McDonald’s so that they can easily motivate and influence interest of
employees towards organisational goals and success in quicker manner. This improvement in
employees’ interest directly helps out company in the effective implementation of their HRM
policies. In addition to this, it also results in the enhancement of employee engagement in
organisational work. Apart from this, it has also been analysed that HRM policies of McDonald’s
also states that continuous based training and development sessions of employees are considered
as the core part of company success (Venegas, 2019). Therefore, all strategies associated with
the development of employees include training programs as well as development session for
employees that directly contribute in the effective management of employees’ knowledge with
the changing time. All of the discussed information clearly states that HRM policies as well as
HRM strategies are directly interconnected with one another. This linkage works as the
supportive factor for the company in the quick attainment of its respective goals and objectives.
CONCLUSION
The above discussion concludes that managing human resources ensures that enterprise is
capable to realize success with the operation implementation of individuals. It is majorly
intended for make best use of employee performance in provision of superior’s tactical
objectives. The HR department of a company is basically responsible for overseeing practices
concerned with recruitment and selection, reward management, workforce diversity, employee-
benefits designs, performance appraisals and staff member engagement. Human resource policies
are significant and needed as they provide control, fairness, reasonableness along with structured
aspects to manage people. The progressive as well as robust policies which are opted by human
resource professionals are training and development, employee engagement which are required
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with the purpose of clarifying manpower behaviour, developing their set of skills, creating
desired corporate culture, tackling shortcomings, improving engagement of people with business
objectives and ensuring operational efficiencies. Policies of human resource management are
directly linked to strategies of managing human resources as all the policies are developed later
after viewing strategies.
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REFERENCES
Books and Journals:
Ayentimi, D. T., 2018. Multinationals' HRM policies and practices: Do national institutions in
less developed countries really matter?. Rainer Hampp Verlag.
Christiansen, L. C. and Et. Al., 2017. The global human resource management casebook.
Routledge.
Cvenkel, N., 2019. Promoting Healthy Workplaces: Well-Being Insights for Leadership,
Engagement, and Productivity. AuthorHouse.
Edger, C., 2016. Effective multi-unit leadership: Local leadership in multi-site situations.
Routledge.
McDonald, K. and Hite, L., 2015. Career development: A human resource development
perspective. Routledge.
McDonald, P., Charlesworth, S. and Graham, T., 2016. Action or inaction: Bystander
intervention in workplace sexual harassment. The International Journal of Human
Resource Management. 27(5). pp.548-566.
Nankervis, A. R. and Et. Al., 2016. Human resource management: strategy and practice.
Cengage AU.
Noe, R. A. and Et. Al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Redman, T. and Dundon, T. eds., 2017. Contemporary human resource management: text and
cases. London: Pearson.
Venegas, B. M. C., 2019. Changing Age and Career Concepts in the Austrian Banking Industry:
A Case Study of Middle-Aged Non-managerial Employees and Managers. Springer.
Online:
McDonald’s. 2019. [Online]. Available through: < https://www.mcdonalds.com/us/en-us.html >
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