University Name - HRM Case Study Report: Remedy, Bethphage, McDonald's

This report presents a comprehensive analysis of three case studies in Human Resource Management (HRM). The first case study examines Remedy Corporation, focusing on the importance of 'fun at work' and its impact on employee motivation and productivity, contrasting it with a previous work environment. The second case study explores the corporate change process and job analysis at Berthphage, highlighting the role of job analysis in organizational restructuring, redesigning job profiles, and its impact on various HR activities like staffing and performance management. The third case study delves into the cultural factors crucial for training programs at McDonald's, particularly in Qatar, emphasizing respect, language, and cultural sensitivity, along with the similarities among customers and employees. The report concludes by synthesizing the key insights from these case studies, demonstrating how effective HRM practices contribute to organizational success and employee satisfaction, providing valuable information for readers interested in the practical application of HRM principles.

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Human Resource Management
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Executive Summary:
This report consists of three case studies- Remedy for HR management, Job analysis guides
reorganization at Bethphage and McDonald’s global HR. The contents of this report deals with
answering certain questions of these case studies. So in order to answer the questions, it is
important to go through each of these cases thoroughly. The recommendations and suggestions
in the answers will help in providing the information that the readers are looking for.

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Contents
Introduction:....................................................................................................................................4
Case 1:.............................................................................................................................................4
Is ‘Fun at work’ a part specific part of HR management?...........................................................4
Comparison between the HR approach at Remedy and a previous job.......................................4
Case 2:.............................................................................................................................................5
Corporate change process and job analysis at Berthphage..........................................................5
Other HR activities and job analysis at Berthphage....................................................................5
Case 3:.............................................................................................................................................6
Cultural factors that are important in a training program............................................................6
Similarities that exist....................................................................................................................6
Conclusion:......................................................................................................................................7
References........................................................................................................................................8

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Introduction:
With so many questions and doubts surrounding human resource management in an
organization, it is essential to find alternatives and solutions to the internal questions related to it.
The aim of this project is to answer the human resource management related questions of three
case studies. As per Beardwell & Thompson, Human Resource Management can be described as
the way of managing people within an organization (Beardwell & Thompson, 2014).
The HR department looks into this in order to maximize the performance of the employees to
achieve the organizational objective. The case studies contain the essentials of managing the
workforce, human resource planning and development (Buckley, Wheeler & Halbesleben, 2017).
These cases mainly focus on the HR practices followed by successful companies. The purpose of
this study is to compare, discuss about job analysis and other HR activities, and identify the
cultural factors and similarities of the HR functioning of three companies. Basically, the Human
resource process flows in the following manner:-
Job vacancy
in the
company
Description of
the job role
Conducting
interviews to
hire
employee for
the job
Final approval
of the Head
Recruitment
of the
employee

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Case 1:
Is ‘Fun at work’ a part specific part of HR management?
In today’s world where there is so much of work stress and pressure, it is somewhat important to
introduce some sort of ‘fun at work’ activities in order to keep the employees motivated and
dedicated towards work. A fun work culture has more to do with the way the coworkers interact
with one another and share the job responsibilities other than just formal activities. If an
organization wants the employees to enjoy their job and at the same time stay motivated and
focused on their work, then this can only be achieved by concentrating on other fun areas. Like,
in this case study, the managers of the company Remedy Corporation of Mountain View came
up with aggressive employee referral program. In another program, the managers cleaned the
cars of their employees as a gesture to show appreciation for the employee’s effort in the
organisation. As per Chelladurai & Kerwin, a ‘fun at work’ environment is thus important to
enhance the productivity of the employees for better output, to build trust and improve employee
relation, to have increased job satisfaction, to improve employee recruitment and retention and
for overall positive customer experience (Chelladurai & Kerwin, 2017).
Comparison between the HR approach at Remedy and a previous job
In the previous company, there were not many fun activities adopted by the managers as work
and only work was given the topmost priority. There were not many employees, so as there was
a small work force, the manager wanted the work to be completed first by keeping other
activities aside. But here at Remedy, one can see that the company’s managers have adopted
several fun activities that have helped to improve the employees’ dedication and motivation
towards work (Marchington, et al., 2016). For instance, As per Nel, et al, the managers came up
with a strong employee referral program by paying a sum of $5000 to the employees for
referring new hires to the company. These are not only a strong HR approach by the company
but this also shows that the employees are regarded as an important asset at Remedy (Nel, et al.,
2014).

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Case 2:
Corporate change process and job analysis at Berthphage
Job analysis is a term that describes how one can lead towards a set of job description and job
role profile. The job analysis process is a crucial process as the job descriptions and
responsibilities form the most important guidelines recruitment and selection, performance
management, reward, recognition, career progressions and organization design and restructuring.
Due to the continuing growth of the Berthphage organization, the CEO of the company along
with the Board of Directors jointly decided that there was a need to re-examine the structure of
the organization. (Oke, 2016). Thus, the process of job analysis was conducted as it was
important for Dr. Jacox, CEO and the senior managers to understand the jobs in the organization.
The corporate change and restructuring process is changed and affected around 15-20 jobs in the
company which were redesigned and analyzed before developing new job profiles. Thus, the job
analysis process played an important role in the corporate change process at Berthphage as it
helped in developing new job description, new compensation program and better evaluation of
the performance (Purce, 2014).
Other HR activities and job analysis at Berthphage
Job analysis process at Berthphage was carried out due to the sudden need of restructuring the
organization. The process for the organization restructuring took a lot of time. This resulted in an
immediate demand of conducting a job analysis at Berthphage to get a better understanding of
the jobs in the organization. As the HR staff of Berthphage was small, the role of conducting the
job analysis was divided amongst other members of the company (Reiche, Mendenhall & Stahl,
2016).
The work of completing job description and specifications based on job analysis forms the core
part for many HR activities like staffing, training, performance appraisal, etc. So after the
structural changing process, the job analysis results showed that the HR specialists of the
company had to redesign the job profiles of very employees. Thus, it can be said that there is
obviously a link between job analysis and HR activities as job analysis has to be conducted to
establish a set of skills that are needed to perform duties of a position. The same set of skills is
also used to select and get the right candidate for the work (Sparrow, Brewster & Chung, 2016).

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Case 3:
Important cultural factors in a training program
The core values that all units of McDonald’s throughout the world follow are commitment to
work, providing same level of service at all units. When the cultural factors form an important
part in the training program for food handlers at McDonald’s in Qatar, certain things should be
kept in mind. It is important that all the customers are greeted with respect. Be it the food
handlers so the waiters working or any other staff member, they should all know the personality
of the customer and then accordingly give the right kind of treatment. They should know the
local language and communication style (Whetzel & Wheaton, 2016). As Qatar is an Arab
country, people there speak Arabic. So it’s best that the staff knows Arabic language. This will
be an added advantage as the customers will respect and appreciate the staff more. The Muslims
in Qatar do not eat ‘Non Halal’ food. Thus, it is important that ‘Halal’ food is sold at the
McDonald’s in Qatar. So the food handlers must be given the training accordingly. They must be
trained to build a good customer relationship as this will later help in getting loyal customers to
McDonald. They should understand the ethics and the work culture of Qatar. This will help in
building a good relationship with the colleagues (Reiche, Mendenhall & Stahl, 2016). They
should understand the flexibility that they will be offered if they wish to work at the McDonald’s
in Qatar. The motivating factors of different cultures and the ability to manage cultural shocks all
fall under factors important in the training programs of the food handlers at McDonald’s.
Similarities that exist
The similarities that according to me exist among the McDonald’s customers are:
 They have high motivation- the customers have a high motivation drive that keeps the
employees working at McDonald’s motivated to do the job with dedication and love.
 The customers have a positive attitude- the customers have a positive attitude towards the
service that McDonald’s offers. For instance, if someday a customer gets a wrong meal
instead of the actual ordered meal, then in such instances the positive attitude and faith on
the service of McDonald’s keeps the customer calm. The customer will just let the team
know about this instance so that it does not repeat in the future and will try and push the
situation away (Chelladurai & Kerwin, 2017).

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 They have a clear perception- the customers have a clear perception about the service and
products that McDonald’s offers.
 The customers have an easy and happy go lucky type of a lifestyle that the employees at
McDonald’s tend to understand well.
The similarities among McDonald’s employees are:
 The employees also have a positive attitude- the positive attitude of the employees
towards the work and the customers helps in building good customer relationship with
the customers.
 The employees are creative and always want to work on providing a new and innovative
product and service to the customers.
 The age group of the employees is somewhat similar to the age group of the customers
that comprises majorly of younger youths. So, it helps to have similar thinking and
attitude towards McDonald’s products and services (Beardwell & Thompson, 2014).
Conclusion:
The above three cases based on human resource management show that how certain factors like
fun at work or job analysis or the thinking pattern help to achieve an effective and efficient
Human Resource Management results in an organization. The report will help to get an idea on
the insight of the various activities associated with Human Resource Management in these three
organizations.
References
Beardwell, J. and Thompson, A., (2014). Human resource management: a contemporary
approach. Pearson Education.
Buckley, M.R., Wheeler, A.R. and Halbesleben, J.R. eds., (2017). Research in personnel and
human resources management (Vol. 35). Emerald Group Publishing.
Chelladurai, P. and Kerwin, S., (2017). Human resource management in sport and recreation.
Human Kinetics.

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Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., (2016). Human resource
management at work. Kogan Page Publishers.
Nel, P.S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., Poisat, P. and Van Hoek,
L., (2014). Human resources management. Oxford University Press Southern Africa.
Oke, L., (2016). Human Resources Management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926, 1(4), pp.376-387.
Purce, J., (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., (2016). Readings and cases in
international human resource management. Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., (2016). Globalizing human resource management.
Routledge.
Whetzel, D.L. and Wheaton, G.R. eds., (2016). Applied measurement: industrial psychology in
human resources management. Routledge.