HRM Report: Analysis of McDonalds & Remedy HR Management Cases

This report presents an analysis of two assignments focused on Human Resource Management (HRM). Assignment 1 examines McDonald's global HR practices, specifically identifying cultural factors critical for training food handlers in Qatar and comparing customer and employee similarities internationally. Assignment 2 delves into two case studies: Remedy for HR Management, exploring the role of 'fun at work,' and a case on job analysis at Bethphage, discussing its importance in corporate change and its relationship with other HR activities. The report provides detailed answers to specific questions within each case study, offering insights into HRM strategies, employee engagement, and organizational change processes.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Executive Summary:
The report here deals with two assignments, Assignment 1 and Assignment 2. The assignment 1
provides a case study on McDonalds Global Human Resource (HR) based on which an
identification of the cultural factors important for the training program of food handlers at
McDonalds in Qatar and similarities between the customers and the employees of McDonalds
and abroad answered. Assignment 2 in the report also deals with two case studies, one on,
Remedy for HR management and the other job analysis guides reorganization at Bethphage.
Based on each of the case studies two questions answered respectively in each section.

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Table of Contents
Introduction......................................................................................................................................3
Assignment I....................................................................................................................................3
Case 1: McDonalds Global HR....................................................................................................3
1. Cultural factors Important for a Training Program for Food Handlers at McDonald’s in
Qatar.........................................................................................................................................3
2. Focusing on Similarities between McDonald’s Customers and Employees in both the
United States and Abroad.........................................................................................................5
Assignment II...................................................................................................................................6
Case 1: Remedy for HR Management.........................................................................................6
1. Viewing “fun at work” Being Used as a Specific Part of HR Management........................6
2. Comparing HR Management Approach at Remedy to my Current Job...............................7
Case 2: Job Analysis Guides Reorganization at Bethphage........................................................8
1. Discussion on Why Job Analysis Is an Essential Part of Corporate Change Process at
Bethphage.................................................................................................................................8
2. Linkage between Job Analysis and other HR Activities......................................................9
Conclusion:....................................................................................................................................12
References:....................................................................................................................................12

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Introduction
The report here consists of two assignments, Assignment 1 and Assignment 2.
Assignment 1 of the report deals with the case of McDonalds Global Human Resource (HR)
based on which there are two questions. The first question deals with identifying the cultural
factors that are important in the training program of food handlers at McDonalds in Qatar. The
second question on this segment however deals with focusing on the similarities between the
customers and the employees of McDonalds and abroad. The second assignment however deals
with two cases, Remedy for HR management and job analysis guides reorganization at
Bethphage. In the report, each of the cases deals with two questions each. The questions of case
1 in the second part of the assignment deals with viewing “fun at work” Being Used as a Specific
Part of HR Management and comparing HR Management Approach at Remedy to my Current
Job. However, the questions of case 2 deals with job analysis as being an essential part of the
corporate change process at Bethphage and how the process described illustrates between job
analysis and other HR activities.
Assignment I
Case 1: McDonalds Global HR
1. Cultural factors Important for a Training Program for Food Handlers at McDonald’s in
Qatar
The maintenance of McDonald’s operations in various countries requires the company to
not only adapt its services and products but also consider the political, legal, economic, cultural
factors in its HR policies (Madani et. al 2015). For instance, while operating in India, the

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company replaces major part of its beef with mutton or lamb. In Japan, to appeal the consumers
the company has helped developing teriyaki burgers. However, in Middle Eastern countries
separate dining room for men and women provided (McDonald and Wilson 2016). However, the
cultural factors that the company needs to consider while implementing training programs for
food handlers in Qatar are as follows:
1. The company needs to take into account the religious norms of the country. For
example, training program must mention that the people in Qatar only consume ‘halal’ food so
‘non halal’ meat products should not be avoided by food handlers of McDonalds
2. The training program should also teach the food handlers to know the personality of
the visitors and the ways of greeting them.
3. McDonalds must also ensure that the food handlers in Qatar learn the local language
and communication style. Speaking in Arabic is preferred, as this will make the customers
appreciate and respect it.
4. Making proper connections with the customers is also important aspect that the food
handler in Qatar must develop. Proper guidance on how to build a relationship with customers
and the ways for treating them should also be a part of the training program.
5. The company must also be aware of the formal and informal regulations that they must
also incorporate as a part of the training program. This will help the company to know the
regulations necessary for doing business in Qatar.

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6. The training program for food handlers of McDonalds should also incorporate
understanding of the work culture and ethics of the country that will help the employees to
maintain a good relationship with their colleagues.
7. The training program should also make the food handlers understand the importance of
the level of flexibility. This will help them in understanding the flexibility offered for working in
Qatar.
8. This important for the food handlers to use words carefully so that they
misinterpretation does not occur.
9. The training program of food handlers of McDonald should also help them in
managing culture shock.
2. Focusing on Similarities between McDonald’s Customers and Employees in both the
United States and Abroad
The core values of McDonalds include dedication for providing customers quality service
based on value and cleanliness. The company has a well-trained diverse team who work in
unison for ensuring its success (Ryu, Lee and Gon Kim 2012). However, the company believes
in maintaining same level of service in all its branches around the world. Further, the company
believes in franchising thereby making a collaborative relationship with them and making
decisions that are for the best interest of the customers.
The similarities amongst the customers in United States and abroad include positive
attitude and clear perception. These customers are also highly motivated and have an easygoing
lifestyle (Bravo, Matute and Pina 2012). On the other hand, the employees have ethical qualities,

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positive attitude and creative. Moreover, in United States and abroad the all employees belong to
a similar age group.
Assignment II
Case 1: Remedy for HR Management
1. Viewing “fun at work” Being Used as a Specific Part of HR Management
‘Fun at work’ refers to the involvement of interpersonal , social or task activities at work
that are of humorous or playful nature and is meant for providing enjoyment, amusement or
pleasure to the employees (Raftopoulos 2014.). Fun and humor at work not only helps in
improving the health condition but also relieves the stress of the employees and make them feel
good. Therefore, Fun at Work should remain as a specific part of HR management. Every
manager should be aware of the important relationship that lies between employees having fun at
work with the customers having a pleasant experience. Thus, fun, humor and creativity must be
part of workplace activities for reducing absenteeism, reducing employee turnover and retaining
high quality people (Burton 2012). Lack of fun at workplace will not only make work mundane
but will also result in less work engagement thereby affecting organizational goals. This is
because; employees having high morale level can not only facilitate in achieving the goals of the
organization but also result in increased sales and productivity. Therefore, implementation of
‘fun at work’ is necessary for boosting the engagement of employees at work (Jayakumar and
Kalaiselvi 2012).
Thus, the environment of fun at workplace not only help in keeping the stress level down
but at the same time help in increasing employee engagement and productivity. Therefore, team

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activities outside the work or an outing on a Friday afternoon will not only help the employees to
know each other but become more confident amongst their peers (Plester, Cooper-Thomas and
Winquist 2015). Moreover, this will also help in enhancing the engagement amongst the
employees even at the workplace. However, as far as productivity is concerned, the reduced
absenteeism with more fun at work place causes lesser stress, burnout, and increased
productivity. A little bit of ‘fun at work’ also act as a motivational factor amongst the employees
that help them in contributing better collaboration, more commitment and more cooperation.
However, three different types of fun at work include organic or natural fun, managed
variety and fun related to tasks (Tews, Michel and Bartlett 2012). Thus, fun and humor can help
the employees to have a temporary escape from the tensions of work. Therefore, an organization
with ‘fun at work’ policies will ensure attracting new employees, better satisfaction of the
customers, lower employee absenteeism and turnover and stronger commitment on the part of
the employees.
2. Comparing HR Management Approach at Remedy to my Current Job
The HR Management approach at Remedy designed in manner so that the employees not
only enjoy working at Remedy but they also become productive. Thus, the company hires
employees who are competent but also possess a sense of humor so that this quality reflected
while they are on job (Khanna et.al 2012). These employees help in empowering other
employees to build up such skills. Remedy also makes sure that the fun and humor is modeled by
the higher authorities so that the employees becomes more cautious of the involvement of the top
people in implementing the fun activities at work thereby using their sense of humor quite
judiciously. The company has an established fun committee that helps in creating appropriate

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events and fun activities that are suitable for the company (Armstrong and Taylor 2014). The
committee also helps in initiating new and fresh ideas of fun making sure the employees have a
gala time while on job. The company also rent out mini cars but and allows competent job
applicants to drive the cars. Remedy also has an aggressive referral program that ensures a
payment of $5000 for referral of hires who put up with the firm. There are also programs
initiated for the HR management where managers wash the cars of the employees indicating the
appreciation of efforts of the employee at the company. Remedy also has policies where it allows
the executives to wear animal costumes that are actually a part of the jungle recruiting campaign
of the company.
However, in my present company the HR management follows an approach that is
traditional where motivation of the workforce is mainly determined by incentives and pay
(Petroni, Venturini and Verbano 2012). My company believes in the premise that job satisfaction
can lead to improved performance thereby overlooking modern motivational approaches that can
also be reason for productivity.
Moreover, the human resource approach of my company focused on establishment of
procedures and policies, guidelines and contracts. They also believe that the process adopted for
achieving organizational goals and driving employee performance must strictly adhere to
guidelines put forward by the company.
The Company follows a traditional resource approach therefore, it undertakes a perspective that
is resource centered and directed towards ensuring that the organization has suitable and
adequate resources for meeting the needs (Berman et.al 2012). Moreover, they also do not

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identify with the interest of the management and develops an understanding of the views and
aspirations of the workforce similar to an understanding of a sales representative.
Case 2: Job Analysis Guides Reorganization at Bethphage
1. Discussion on Why Job Analysis Is an Essential Part of Corporate Change Process at
Bethphage.
Job analysis refers to the thorough analysis of the job skills, abilities, knowledge, duties
and personal characteristics necessary for attaining success in a particular position. However, this
analysis involves a certain amount of effort and time.
The main reason for an organization to perform a job analysis involves ensuring the
selection procedures that the company uses for choosing between applicants that are defensible
and valid. However, the selection procedure considered valid when actual requirements of the
job accurately measured in a reliable and fair manner (Berman et.al 2012). This procedure
involves only measuring the knowledge, abilities, skill and personal characteristics that the
analysis has identified as the requirement for performing critical job duties. However, the
procedure for valid selection must only consider the qualifications necessary for the job.
Thus, job analysis considered as an essential part of the corporate change process at
Bethphage due to several beneficial outcomes. However, the job analysis of Bethphage has
enabled the human resource (HR) department of the company in the development of job
descriptions for new jobs. The new compensation program initiated as a part of the job analysis
process helps the HR department in ensuring a more equitable system for increasing pay and in
providing a better method for development of pay levels and pay structures. Further, the job

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analysis has enabled the managers with better system for conduction evaluations related to
performance and thereby make sure that they gets completed accurately and promptly. The job
analysis also helps the managers in making sure that the pay for performance used and developed
(Fine and Getkate 2014).
2. Linkage between Job Analysis and other HR Activities
Human Resource (HR) Management considered as the most important function in an
organization that helps in sorting out complicated problems of people in situations when it is
operating not only under uncertain but also highly competitive environments. Thus, strategic
human resource emphasizes on the implementation and development of strategies and policies
that helps us in getting the desired output (Buller and McEvoy 2012). Thus, there is a relation
between strategic human resource management and job analysis.
However, job analysis helps in identification of the person fit at a particular place and the
reason for fit. This procedure helps in the alignment of the other functions and processes of HR.
In addition to this, job analysis helps in dealing with market competition and talent crisis as it
designed in a way for supporting the strategy of the organization (Knowles, Holton and Swanson
2014). The process of such an analysis however involves collecting information that is job
related and thereby assembling it in a manner that will help in designing the corporate strategy
thereby helping the HR managers to determine the target and the ways for filling up job vacancy.
Job analysis also helps in creating a linkage between other verticals of HR that includes
selection and recruitment, analysis of training needs, performance appraisal, evaluation, and
entry and exit of talent. Thus, strategic human resource management helps in connecting all the

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functions of the HR with work quality, organizational goals, organizational culture, profit, annual
turnover, meeting resources for organizational needs of the future.
Thus, strategic human resource management deals with the weakness, strength, threats
and opportunities of an organization. However, for the success of an organization identification
of the flaws and competencies are extremely important. The process also helps in providing a
clear vision to the managers for recruiting, sourcing, retaining, developing skills and
competency, addressing concerns and issues, motivating people for producing desired output and
thereby ensuring proper future planning.
Job analysis is an integral to strategic planning as it helps in providing a descriptive
analysis of responsibilities and tasks, hazards and risks, duties and functions, equipments and
tools used and output that is expected (Kavanagh and Johnson 2017). The primary objective for
conducting the process is for understanding the person ideal for a certain place that is effective in
getting the work done. However, the basic aim of strategic human resource management is for
determining the ways for exploiting human capital for achieving the goals of the organization
The job analysis also helps in the determination of the training needs and thereby
analyzing employees for getting the output that is the desired. On the other hand, strategic human
resource management depends on deciding the training content and how and when to train
employees for increasing the output for achieving greater profits in business. However, for
successful planning of future strategies of a company, the job analysis serves as an important
procedure (Flamholtz 2012). Thus, if the collected information is genuine then the managers can
effectively decide on the policies and strategies and accordingly be pro active for dealing with
situations that are unforeseen.