Human Resource Management Report: McDonald's HRM Practices Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) practices within McDonald's Corporation. It begins with an introduction to HRM, defining its core functions and importance, particularly in the context of workforce planning. The report then delves into the specific HRM functions at McDonald's, such as training and development, performance management, and job analysis, assessing how these functions contribute to achieving business objectives. A critical evaluation of recruitment and selection approaches, including internal and external methods, is presented, along with an analysis of selection tools like interviews and testing. The effectiveness of various HRM practices, such as training and development and performance management, is discussed, highlighting their impact on employee and organizational growth. The report further explores the importance of employee relations and the influence of employment legislation on HRM decision-making. Finally, it evaluates specific HRM practices and their application within McDonald's, offering insights into how these practices shape the company's overall success.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1. Introduction to the report.........................................................................................................1
2. Definitions and a brief explanation of HRM and work force planning...................................1
3. The purpose and the functions of HRM..................................................................................2
4. Assess how the functions of HRM can offer talent and skills appropriate to fulfil the
business objectives.......................................................................................................................3
5. Critical evaluation of the strengths and weaknesses of different approaches to recruitment
and selection................................................................................................................................3
6. The effectiveness of different HRM practices.........................................................................5
7. Critical evaluation of HRM practices and application............................................................5
8. Conclusion...............................................................................................................................7
PART 2............................................................................................................................................7
1. Introduction to the report.........................................................................................................7
2. The importance of employee relations in respect to influence HRM decision making...........7
3. Key elements of employment legislation and impact they have upon HRM decision making
.....................................................................................................................................................8
4. The application of two HRM practices....................................................................................9
5. Evaluation of employees’ relations and application of HRM practices that inform and
influence decision making.........................................................................................................12
6. Conclusion of the report........................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is an effective process of managing and controlling resources
and assets that are needed for operating of a business firm’s functions activities and operations. It
can be effective governance of workforce in an organisation so that they can assist the
administration in gaining rivalry benefits. This document is supported to McDonald’s
Corporation which is an American fast food organisation (Armstrong and Taylor, 2020). This
firm was incorporated in 1940 by Richard and Maurice McDonald and is headquartered in
Chicago, US. This operates its business with the help of different products such as Hamburgers,
chicken, French fries, soft drinks, milkshakes and many more in different nation across globe.
The document will discuss information about purpose and functions of HRM, strengths and
weaknesses of recruitment and selection, benefits of HRM practices and effectiveness of them.
Further, will explain about importance of employee relations, key elements of employment
legislation and application of HRM practices in work related context.
PART 1
1. Introduction to the report
This document is based on McDonald’s which is an American fast food company which is
the world’s leading food service company. The firm generate more than $40 billion in System
wide sales and operate over approx 30,000 restaurants in more than estimated 100 nations on six
continents. There are 21,000 people are employed by this firm and these employees make their
contribution in running the business of venture. This written report will explain about human
resource management purpose and functions. Moreover, will explain about effectiveness of
HRM practices and strengths and weaknesses of recruitment and assortment.
2. Definitions and a brief explanation of HRM and work force planning
HRM is the aggregation of three components such as human which are skilled employees
that are scarcity of accessibility and administration of individual in the firm. It is also
accountable for efficient management of assets and allocation of them so that business of an
establishment can run in effective manner (Chelladurai and Kerwin, 2018). Human resource
management is an activity o appropriate management of manpower and business functions so
that the business can run in successful manner.
Importance of HRM
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 HRM works as consultant that is used in reference of solving problems timely and carries
forward business actions and operations in smooth manner.
 It assure that right quality and talented workforce is hired which help in increasing the
productivity and profit margins (Collings, Wood and Szamosi, 2018).
 HRM division of organisation organise training and development programmes to
employees so that they can form enlargement in their skills and knowledge.
Workforce planning
It is n activity and procedure of analysing, forecasting and planning manpower supply
and demand, evaluating gaps and determining target talent administration interventions to assure
that a company has the right applicants with right skills in right positions. In McDonalds, it is an
act of managing workforce by determining their competencies and information.
Importance of workforce planning
 It is important to find out skills gap in existing manpower and provide training and
learning programme to current and newly hired employees with the purpose of filling this
skill gap.
 It is crucial as with the help of it, company can determine the existing and upcoming need
of workers in firm and operate the business activities and functions.
 It is essential as it make sure workers transfection by providing flexible working, training
& development and many other workers benefits.
3. The purpose and the functions of HRM
Purpose and functions o HRM
Training and development- In McDonald, it is the key function of HRM that assist in offering
training, learning and development of programmes to workers. So that they can gain information
about new things and use of technology etc. It will assist in enlarging their skills and impalement
in knowledge or experience.
Purpose- The main purpose of this function is to enhance workforce knowledge and
information about new and innovative technologies (Bailey and et. al., 2018). So that they aware
with them and use it in more appropriate manner.
Performance management- It is another function of HRM and under which the administration
of McDonald’s evaluate and measure employees pefromance and execution so that the
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contribution of them can be determined in effective manner which make regarding a particular
task and project.
Purpose- The primary motive of this function of human resource management is to
monitor employee’s execution so that they can be remunerated in efficient manner as per their
contribution (Berman and et. al., 2019). It assists in motivating employees and they perform their
work with more efficiency.
Job analysis- It is an activity of collecting data about duties, roles and accountabilities, needed
skills, outcomes and workplace of a particular job position. In McDonald’s in this function, the
administration of organisation determines workers competencies, roles and accountabilities so
that it can be identified that which employee is perfect for particular duty and role.
Purpose- The main motive of this function is to analyse employees’ skills so the duties and
responsibilities can be assigned duties as per that. With the help of it employees can execute
their work in better form and accomplish set objectives and aims.
4. Assess how the functions of HRM can offer talent and skills appropriate to fulfil the business
objectives
There are following functions of McDonald’s HRM that can be effective in offering
effective talent and skills to accomplish business objectives:
 To support McDonald’s to accomplish veritable kinds of workforce in order to attain the
operational and strategic aims of the venture.
 To create a conductive workplace for workers which assist in growth and enlargement
and use of their skills.
 Maintaining an employer-employee relationship with harmony.
 To maintain safety and security in working environment and offer healthy workplace to
employees where they can execute their work and task in effective manner (Nankervis
and et. al., 2019).
5. Critical evaluation of the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment and selection are determined with the most crucial components of running a
new or current business, Recruitment indicates to a method of identifying and selecting a well
skilled candidates and encouraging them to concern for a job position in an organisation. In
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McDonald’s the human resource department of company use internal and external method of
recruitment to hire talented employees.
Internal recruitment- It is a method that can be utilised by the organisation when they recruit a
candidate in enterprise and internal business atmospheres (Stewart and Brown, 2019). For this
McDonald’s can use different tools of hiring like promotion, transfer of a person to next level,
employee referral, advertisement on notice board etc.
Strengths- In McDonald’s when the administration hire an applicant internally, then it
provide them advance growth option in establishment. It is cost as well as time saving activity of
company and efficient for developing morale of workforce.
Weaknesses- The main demerit of this method is that sometimes workers may not get
development growth option which is suitable for them. It also restrict the option of enter the new
and fresh talent with the venture.
External recruitment- It refers to the activity of recruiting new candidates from externally or
outside of establishment by utilising different source of recruitment. In McDonald’s the
administration of the firm can utilise job methods, campus placement, conduct walk-ins, email
and many more.
Strengths- The main capability of this method is that to assist the firm to enter new talent
in organisation and offer an opportunity to business venture in tapping a number of applicants
that will provide effective outcomes to organisation.
Weaknesses- It is cost and time taking activity. Within it, the firm requires going by
several phases and determination of them is hard and complex.
Selection refers to an activity that considers several test and interviews and recruits
talented and knowledgeable applicants by utilising all these methods and techniques. The
description of some selection tools and methods as below that can be used by McDonald’s for
assortment of candidates:
Interview- It mentions as a formal meeting in which two individual make instant and face to
face interaction (Banfield, Kay and Royles, 2018). In McDonalds, within this activity,
interviewer as question to the applicants associated to job role, qualification and others.
Strengths- It is effective to get accurate data and acquired the brief information and
knowledge about candidates in order to their personal opinion own perception.
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Weaknesses- If the company utilise several technique such as telephonic and other then
they do not gather effective data about applicants due to network and other kind of complexities.
Testing- It is an activity of determining the effectiveness, efficiency, capabilities and attitude etc.
of a person (Morgeson, Brannick and Levine, 2019). In McDonald’s, the management of the
organisation can utilise ability test, aptitude test and others.
Strengths- It is a time saving activity and highly job adjusted. It generally parasitic on the
accurate and relevant outcomes.
Weaknesses- Many times, it may not offer the clear image and results are not correct cause
of machinery complexities.
6. The effectiveness of different HRM practices
There are several HRM practices and activities that are essential for improving profits and
productivity. They also make their contribution in employees as well as origination’s growth and
development. In ASDA, Training and development is an effective human resource management
practice that helps in making enhancement in productivity and profitability of respective
company. For instant, in McDonald’s the administration of firm offer training and development
programs so that workforce aware with new technologies and way of doing work as well as
enlarging skills and knowledge. It help the firm when it utilise new technologies then workers
can do their work and perform task in effective manner and accomplish work timely without any
issue and complexity. It assists in increasing and developing productivity and profit margin
ration of business firm.
Performance management is another efficient HRM activity which is efficient for
determining and measuring employees executing in a particular task. In McDonald’s with the
assistance of this practice, the administration determine workers execution so that management
can aware with employees execution and when they are not doing well then they can offer
training and learning session for their effective performance. Apart from this, when they do well
then they can be remunerated for their good execution. It encouraged employees and they do
their work with more effectiveness and efforts (Boella and Goss-Turner, 2019). It makes
contribution in improving organisation productivity and profitability.
7. Critical evaluation of HRM practices and application
Training and development- It is an appropriate activity of HRM and in McDonald’s the
administration of the firm conduct training and learning sessions to their employees so that they
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can maximise and develop their competencies and cognition when they have need. It will assist
in developing the workers knowledge and capabilities so that they can execute in efficient way.
Benefits for employees- It is essential for workers as it assist in developing the capabilities
and knowledge that help in their personal and professional growth.
Benefits for employers- It is beneficial to employer as they get talented and trained
workers when are directing a group of individual then they will not offer any kind of training
regarding task and technological information and way of performing.
Reward management- It is acceptance of policies that remunerated workers on consistency, fir
and same manner in reference to establishment value (Macke and Genari, 2019). In McDonald’s
it can be an activity of remunerated workers for their work execution by determining their
performance so that they can feel encouraged. This activity can be organised in enterprise after
particular time duration such as yearly and half yearly.
Benefits for employees- This activity is essential for workers as when individuals are
remunerated they feel encouraged and work with more efficiency for the development of
organisation.
Benefits for employers- It is also crucial for seniors as when workface are remunerated
they are then they are encouraged and employers are not needed to offer motivation sessions or
contribute other efforts to motivate employees.
Flexible work option- It is an important practice of HRM and it allows to workers to perform
their duties and task in flexible way. In McDonald’s the organisation offer flexible working
option such as work according shifts, work from home part time work and many more. It is
essential for workforce and employers as employees can do their work according them which
will not influence the firm’s performance.
Benefits for employees- It is crucial to workers as cause of this option they can spend their
time with family members and can do their work by adopting work from home option when they
are not able to come to office.
Benefits for employers- This HRM activity is effective to employer as it assist in making
effective employee relation and involvement as well as managing work life balance of
individuals (Analoui, 2018). Cause of having good relations with employees they can executive
assigned project in effective manner and set time duration by attaining it aims.
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8. Conclusion
This has been concluded form the above mention information that human resource
management is an effective process and with the help of it HR department manage and control
manpower of McDonald’s. Different HRM functions and practice play an effective role in
development of organisation and offer several kind of benefits to employees as well as
employers.
PART 2
1. Introduction to the report
McDonald’s is one of the largest chains of Hamburger fast food company that operate its
business in food sector as well as make contribution in hospitality industry by offering food and
beverage services to customers (Ren, Tang and Jackson, 2018). There are more than 58 million
consumers take the benefits of its services daily cross wise world. The company operate its
business in number of nations like Japan, Canada, Germany, UK, India and many more with its
approx 3600 stores. This report will discuss information about importance of employee relation
and its impact over HRM determination devising. Moreover, the document will consider
information of key elements of employment laws, application of HRM practices and influence of
them over decision making.
2. The importance of employee relations in respect to influence HRM decision making
Employee relations are solicitous with administrating and managing companies’ behaviour
to administrate relations between employees and employers. In McDonalds, the relationship
between workers and employers is consumed with the mutual value, understanding, beliefs and
others. It is crucial for managing a good individual relation in each organisation as it provides
calm, healthy and friendly work place that motivate workforce to perform by utilising their full
efforts. Employee relation generate a strong influence on the determination devising as there are
different issues in the business venture where an individual cannot make determination for
appropriate operations of firm. Good and effective relations assist in devising the work easy for
worker so that they can accomplish it by implementing their all efforts, effectiveness and skills
(Cooke, 2018). For instant, if the workforce has better relationship with superior then it will
create impact over their different benefits such as maternity leaves that are understood to the
employees by taking the intellection and condition.
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Good relations between employees and employer in McDonald’s also assist introducing
issues, complexities and conflicts among workers. They believe each other in plan to attain and
accomplish aims and objectives. They see their subordinates as their colleagues not as rivals. In
the form of result, productivity develops which is effective for the HRM to take effective
determination for the company (Longoni, Luzzini and Guerci, 2018). Efficient communication
system is also essential and to assure workers that there is no favouritism in the company. With
this, workforce feel encouraged and execute their task successfully and efficient form.
Appropriate communication system assists the firm’ HRM to take accurate decision on time. By
following open communication technology, employees and employer both can make their
relation effective as with help of it workers can share their ideas and issues with the superior and
get effective solution and perform their assigned work in productive manner.
3. Key elements of employment legislation and impact they have upon HRM decision making
Employment legislation is considered as applicable laws which are related to the
employment as well as it will include labour relations, worker compensation, employment
standard, benefits entitlement, wages, equal pay and many more. There are numbers of
employment legislations which a company need to adopt for conducting their business operations
and functions in effective manner (Armstrong and Taylor, 2020). In respect of McDonald they
are operating their business at the international level as well as they have numbers of their food
store which need to operate in legal manner so that there will no illegal activities conducted at
workplace. Along with this it will also help in developing positive working culture at the
workplace. Below some of the main employment legislations are given which are necessary to
adopt by respective company for conducting their business:-
 Equal Pay Act – According to this Act for a company it is essential to provide equal pay
to every employee of same position even they are male or female. It is so because
through it they able to develop as well as maintain effective working environment which
leads to increase in productivity and profitability in effective manner (Singh and et. al.,
2020). In respect of McDonald in order to adopt this act they need to provide equal pay to
all male as well as female staffs so that they motivated and satisfied at workplace.
 Discrimination Act – In respect of this act a company need to develop rule in which no
employer and employees can do discrimination to any other person on the behalf of age,
gender, color, position, religion, cast or any other aspect. In respect of respective
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company which is operating at the multinational level need to adopt this act because
through that management able to ensure that their no discrimination takes place at their
workplace. This is so because due to this employees feel demotivated as well as
unsatisfied with workplace.
 Safety and security Act – In context of this act a company need to follow all measures
related to security and safety at the workplace because it help in maintaining proper
working place. In respect of this a company operating in food and beverage needs to
ensure that their kitchen must have all facilities related to handle disaster like fire or any
other aspect (Yong and et.al., 2020). According to this act respective company need to
maintain the safety as well as security measure at their workplace because through it they
able to avoid or minimize any misshaping at the kitchen or working area. In addition to
this respective company may also provide training and development to staffs so that they
will conduct their work properly as well as it also help in avoiding and handling situation
of disaster in effective manner.
These are some main legislations related to employment which are adopted by McDonald
for conducting their business in effective manner as well as it will also help in attaining desire
goal as well as target successfully.
4. The application of two HRM practices
Job Description of HR Manager
Job role: HR Manager
Organisation: McDonalds Corporation
Job overview: The administration is searching to hire a Human resource manager with effective
communication and manage skills. To assure that the person should demonstrate effective
problem solving and critical thinking ability and have a immense understanding of employee
relations administration and payroll. Along with this, the individual must be able to do
multitasking.
Roles and responsibilities:
 To frame HR plans and policies as well as ensure employees understanding and comply
them.
 To administrate manpower’s grievances and design salary statements.
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