HRM Report: Purpose, Practices, and Employee Relations Analysis

This report delves into the realm of Human Resource Management (HRM), using McDonald's as a case study. It begins by outlining the purpose and functions of HRM, emphasizing their application in workforce planning and resourcing. The report then dissects various recruitment and selection methods, evaluating their strengths and weaknesses. It subsequently examines the advantages of different HRM practices for both employers and employees, exploring how these practices influence productivity and profitability. The report also addresses employee relations, discussing their significance in HRM decision-making and the influence of employment legislation. Finally, it showcases the practical application of HRM practices in a work-related context, providing relevant examples and concluding with a comprehensive overview of the key concepts and findings.

Human Resource
Management

Contents
Introduction......................................................................................................................................3
Part 1................................................................................................................................................3
Task 1...............................................................................................................................................3
Purpose and functions of HRM, applicable to workforce planning and resourcing organisation
................................................................................................................................................3
Strength and weaknesses of dissimilar methods to recruitment and selection.......................5
Task 2...............................................................................................................................................7
Assistances of different HRM practises for both employee and employer............................7
Efficiency of dissimilar HRM practises in terms of rising structural productivity and
profitability.............................................................................................................................9
Part 2..............................................................................................................................................11
Task 3.............................................................................................................................................11
Status of employee relations in respect to influence HRM decisions making.....................11
Key basics of employment legislation and influence it has upon HRM decisions making. 12
Task 4.............................................................................................................................................13
Claim of HRM practises in work related context, provide examples...................................13
Conclusion.....................................................................................................................................16
References......................................................................................................................................17
Books and journals...............................................................................................................17

Introduction
Human resource management is the process of selecting and recruiting of the candidates and
providing them training and development programmes, compensation and rewards and
developing various strategies to retain them for long run in the company. Essentially, human
resource is the board is identified with firm capacity to oversee different issues and clashes of
representatives in association. In HRM office human resource chiefs are designated that perform
different undertaking identified with the mobilization, recruiting, repay representatives and
execution the board. It is key and far reaching way to deal with oversee representatives and
construct powerful work spot and climate, so representatives can play out their allotted task in
viable and proficient way. HRM guides and inspires workers to contribute in the achievement of
authoritative characterized objectives and goals in powerful manner (Aguiar-Quintana, Araujo-
Cabrera, and Park, 2020). In this given report the organisation which is taken is McDonald’s. It
is an American fast food company. as it was founded in the year 1940 by Richard and Maurice. It
is locating in more than 39,000 restaurants and is served in all over the world. It is best known
for Cheese burgers, Hamburgers and French fries and soft drinks etc. there are about 2,50,000
employees working in a company currently in al over the world. This report covers different
elements of human resources board that are related in the arranging just as in strength
designation, qualities and shortcoming of mobilisation and choice methodologies are covered.
Different HRM practises and their advantages for the representatives and manager is examined.
Significance of worker connection, business performing and their effect upon dynamic are being
shrouded in this undertaking report.
Part 1
Task 1
Purpose and functions of HRM, applicable to workforce planning and resourcing organisation
Human resource management is the managers that is considered as the cycle that deals
with all labour force in association so they can play out their capacities in powerful and effective
way and accomplish their authoritative just as close to home objectives in characterized time
period (Ahmad, and et.al., 2021). There are different capacities are remembered for the HRM
practices, for example, recruiting, staffing, formulating and inspiring representatives all together
upgrade their presentation effectively. The fundamental goal of HRM is to enrol appropriate

individual for the particular occupation job, who can improve generally speaking usefulness of
association and contribute in the accomplishment of association. In context with McDonald’s
organisations, the manager of the company is focusing on analysing the performance of staff
members and focus on their needs and requirements. There are some of the purpose and function
of HRM that are applicable to the workforce planning and resourcing organisation are discussed
below:
Purpose of HRM:
 Recruiting employees and managing them: It is the principal impartial of the HRM in
the McDonalds to select most appropriate individual for the association from different
inward just as outside sources (Azeem, and et.al., 2020). HR directors distinguish the
necessity of workers in association and select reasonable possibility for suitable
occupation job.
 Enhance employee morale and engagement: Human resource management of
McDonalds gives different talent freedoms to their workers and lift their spirit by giving
different advantages, remunerates and evaluate their exhibition adequately. This will
upgrade the certainty of workers and improve their presentation just as hold them with
association for since quite a while ago run.
Functions of HRM:
Operational functions: These functions are vital for the smooth working, development
and improvement of the association. There are different operational functions that are directed by
the human resource management division of McDonalds. In operational capacity, individual
suggestion gets representatives on reasonable work, give them different preparing and
improvement openings and rouses them to hold them with association for significant give of
time. It is the fundamental capacity of HR administrator to hold experienced and talented
representatives to guarantee the achievement of association.
Managerial functions: There are different decision-making functions that are achieved
by the human resource executive’s office (Bratton, 2020). These functions incorporate short term
and long draw positioning, coordinating resources, recruiting and determination appropriate
representatives, direct them and control their endeavours, so they can successfully contribute in
the fulfilment of hierarchical objectives and goals. McDonalds HRM division recruit powerful

and gifted representatives for the particular occupation job, immediate just as control them to
improve their presentation successfully. A few functions are examined underneath:
 Planning: Effective and appropriate arranging are planned by the human resource branch
of McDonalds. These arranging works with the association to accomplish characterized
objectives and targets. Arranging includes different data about how to achieve objectives,
it is conveyed at all degree of association.
 Organising: After creating and setting up different targets and plans, at that point firm
structure and different activities are chosen (Chang, Son, and Pak, 2020). Required
resources are given to every division and put together all movements to accomplish
objectives successfully.
 Directing: In this capacity, McDonalds direct and control representatives to accomplish
every single characterized objective and goals in fitting way. Individual association
proper workers by giving different financial and non-money related examinations.
 Controlling: In request to guarantee powerful working of representatives, it is important
to direct worker exercises and contrast their exhibition and assessed work and on the off
chance that some changes are raised, soothing moves are made.
Strength and weaknesses of dissimilar methods to recruitment and selection
Recruitment: Recruitment is the way toward documenting clear empty state with
appropriate applicant. It is the way toward individual the necessity of workers, draws in them
towards association, guarantee their qualification, waitlist them and take interviews to choose
fitting applicant. It is the positive cycle that acknowledges all competitor applications.
Essentially, in this cycle appropriate representatives are chosen from the pool of up-and-arrivals.
It incorporates different strength and weaknesses that are examined below:
 Strength: Recruitment draws in appropriate and qualifies candidate for the particular
occupation job. All necessary capability and qualification measures is planned in the
work detail (Cheng, and Hackett, 2021). It is a positive practise that draw in fitting
candidate for the particular situation of association.
 Weakness: Recruitment measure don't give confirmation to the McDonalds that the
picked applicants are appropriate for clear occupation job or position. It pulls in all
candidate for the if they are appropriate for the work job. It is difficult to choose
appropriate up-and-arrival from the pool of candidates and it is time taking cycle.

Various practises of recruitment measure:
Internal approach: Internal methodology is the cycle of competitors are recruited from
the current representatives who are employed in the association as of now (Cooper, Phelps, and
Rogers, 2020). McDonalds inside select representatives by giving them advancements, move and
enlist through references of current workers. It is viable and fitting approach to fill empty
situations with reasonable applicant.
 Strength: In the internal recruitment method, workers are chosen from the association
who have insight and information about graded movements, so there is no convincing
reason to give the acceptance and preparing that protects the time just as endeavours of
McDonalds to recruit representatives.
 Weakness: There are different strategies are utilized by the McDonalds to recruit
workers like progression and transfer. Workers of specific division need preparing to deal
with another work obligations.
External approach: External procedure is identified with the selecting applicants from the
external sources by the notice, grounds drives and from different organizations. This
methodology permits association to choose reasonable applicants that play out their task
sufficiently.
 Strength: It works with the association to permit fresh blood inside association that have
different abilities, capacities and skills to perform proficiently.
 Weakness: External recruitment is long interaction that contains significant expense.
McDonalds need to give different preparing to representatives to finish strong task in
characterized way.
Selection: Selection is characterized as the system that is identified with select appropriate
possibility for the particular occupation position of the association. It is identified with the
recognizing and choosing candidate to fill different empty positions. As it is a undesirable cycle,
candidates are being recruited who have all abilities and capabilities that needed for obvious
work and who don't have are dismissed (Dash, 2020). In choice cycle different advances are
incorporated like taking meeting, reference checking, medical assessment and last choice.
Interview: It is the most well-known methodology of choice cycle where formal meeting is
taken of each competitor. There are close to home just as gathering interviews are led. Superiors

can pose different individual and expert inquiries to applicant and accumulate different data
about them.
 Strength: Interviews work with the separate association to choose right applicant at
perfect spot at ideal time (Jerónimo, de Lacerda, and Henriques, 2020). Competitors are
chosen agreeing the necessities that are required for the particular occupation job.
 Weakness: To choose a candidate for specified position includes significant expense and
time that influences the benefit of McDonalds.
Task 2
Assistances of different HRM practises for both employee and employer
In an association different human resources management, the executives practise is applied
to oversee representatives and their exercises in powerful way and guarantee that their
presentation adds to association to accomplish every single characterized objective and goals
inside book period. It will give them direction and inspiration to accomplish individual just as
authoritative goals effectively (Kilic, Demirci, and Delen, 2020). Human resource management
practises are depending upon the size and design of association. McDonald’s organisation
receives different HRM rehearses in its exercises to make compelling and positive connection
with workers and association. Convincing human connection works with improve efficiency and
benefit pace of association. Some HR practises are examined under:
HRM practices Aids to employers Aids to employees
Employee motivation Motivation is very issues that
works with the association to
build degree of consistency of
representatives inside
association. motivation assist
the organisation with
diminishing the expense of
recruitment. Motivation
upgrades the certainty of
workers towards association
Motivation helps the
employees in getting focused
towards the gaols and
objectives and increased their
productivity of themselves and
improve their performance.

and improve their exhibition
and accomplish authoritative
objectives and targets
effectively (Liu, and Jia,
2020).
Employees Training and
development
Training and development
movements of workers keep
up the better connection
among representatives and
business. By getting preparing
with respect to obvious work
representatives can accomplish
their characterized objectives
and goals of association in
powerful way. It expands the
efficiency and benefit of
association.
Training and development of
employees helps them in
increasing their knowledge
and skills and helps them in
increasing their capabilities
and competencies. Then it
helps them in increasing their
productivity and their
performance of work. Training
helps in employees to enhance
their productivity and
profitability. So, will helps
them in achieving their gaols
and objectives (Malik,
Srikanth, and Budhwar, 2020).

Performance management
programmes
For employers, performance
management programmes are
the programmes that can helps
the employees in conducting
those programmes and helps
them in calculation the
performance of employees and
staff members. So, this will
help them in analysing their
standards and given them rank
according to their performance
(Monaci, 2020).
For employees, performance
management programmes help
them in analysing their
productivity and results them
analysing their performance
effectively. So, this brings
more knowledge and skills and
potential increases.
Work place flexibility Flexible work space of
association works with it to
hold experienced and talented
representatives. In powerful
workplace representatives can
play out their task in
productive way and assist the
organisation with
accomplishing generally
speaking characterized
objective.
Flexible work space and
adaptability in it works with
representatives to perform
successfully inside
characterized time-frame. It
gives different freedoms to
workers to invest more energy
with their families. It branches
representatives to work in
group and achieve task on
schedule (Orlowski, Bufquin,
and Nalley, 2021).
Efficiency of dissimilar HRM practises in terms of rising structural productivity and profitability.
Human resources management is vital factor that works with association to keep up better
relationship with its representatives and spurs them to accomplish individual just as expert
objectives and targets in successful just as in proficient manner. In association different human

resources practises are executed that can upgrade firm usefulness and productivity. McDonalds
utilize different HRM practises in organisation to accomplish different benefit and efficiency
objectives. These practices are examined under:
Strategic management: Strategic management is vital human resource running practises
that works with association to deal with their HR viably (Peiró, and et.al., 2020). Recruitment
and selection measure are carried out in association to recruit reasonable up-and-comer at
appropriate advert on ideal time. These cycles incorporate different stages or stages that
guarantee the appropriate applicant is picked at unfilled position of McDonalds. Separate
association plans systems to recruit successful representatives, so they can upgrade the benefit
just as efficiency of association. Viable procedures work with association to accomplish
objectives and objective on schedule in productive way.
Policy formulation: In association, different strategies are planned with respect to the
human resource that are identified with recruiting of representatives and give them fitting
preparing to explicit work to improve their abilities and skills, so they superior objectives and
increment their efficiency just as productivity. Strategies contains different factors such select
proper technique for creation, compelling portion of assets and persuade representatives to
upgrade their efficiency. McDonalds manager’s office details different techniques to guarantee
compelling usage of human and different resources. Impart these strategies at all arrangements at
all degree of association, so representatives play out their undertaking in right way and achieve
high efficiency objective of association.
Employee’s motivation: Human resource practises work with company to drives
representatives and hold experienced and gifted representatives inside association for since quite
a while ago run (Philip, and Arrowsmith, 2020). Recruitment and selection measure contain a lot
investment and amount, on the off chance that association can hold successful representatives,
these expenses can be foreseen. Particular company gives different advantages and
acknowledgment to support representative confidence that assistant’s organisation efficiency and
benefit.

Part 2
Task 3
Status of employee relations in respect to influence HRM decisions making
Employee’s relations: Employee relation is the cycle of keep up better Effective and
positive connection among representatives and company to accomplish classified objectives and
goals in characterized way. Successful employee relation works with association to make strong
representatives and hold them with association for extensive stretch of time. McDonalds makes
diverse human resource executive’s office to deal with clashes inside association, keep up
powerful relationship to viable choices that works with it to accomplish characterized objectives
in effective way (Podgorodnichenko, Edgar, and Akmal, 2021). Separate association defines
different procedures and give preparing and improvement freedoms to representatives for their
development. Successful worker connection impact dynamic of human resources management
department. Some significances are talked about under:
 Resolution of conflicts: Effective relations among representatives and association works
with it to determine different issues and conflicts at their underlying level successfully.
Positive employees’ connection among association improves correspondence at all even
out and decrease odds of raising struggles. Because of less arguments inside association,
the manager’s division can give its consideration towards another capacity to improve
efficiency and benefit. It additionally assists association with taking convincing choices
that leads it towards progress and development.
 Effective communication: Strong and positive worker connection inside association
improve the better correspondence that works with it to pass on all strategies and
guidelines at different progressive level adequately. In the present circumstance,
information is flowed and the manager can take all choices that upgrade authoritative
usefulness and guarantee smoother inside working interaction (Westerman, and et.al.,
2020). McDonalds build viable employees’ connection with its workers so they can
impart effectively just as suitable choices are taken.
 Improving organisational structure: Better employees’ connection, less struggles,
powerful correspondence and higher profits just as usefulness works with association to
make better authoritative design in which worker work proficiently and accomplish every

single characterized objective and goals. Individual association can take viable choice if
organisational structure is obvious and clear.
Key basics of employment legislation and influence it has upon HRM decisions making
Within an administration, it is very important for the company to work and analysis the
behaviour to work together and make some effective and defined personal relation within the
company. there are some major gaols and objective which are related to work as per the
management process of legislation and its direct impact over the decision of HRM and their
decision making process. There are different way and process of working in legislation that are
basically founded by the employment process and make some effective growth over the period of
time. This will be related to major formulated and employment process and it could be related to
any type of unfair and misconduct within the company. McDonald is the vast and expanded
nature of the food retailer company, and the large size and different countries expansion make
them bounded for working and managing as per the growing need and demand of the customer
(Chaudhary, 2020). The employer of the company is the most important asset and their customer
low price and competitor are other assets. To motivate their employee within the organisation
and make some effective benefits, the respective company implement various growth to protect
and discussed:
 Equal pay right, 1970: this is the right which are essential for make provide to relevant
equal salary and make sure to manage their employee’s culture. While working in the
company and their major discrimination that are actually based on different colour, size,
gender and region. Further the company are able to make sure for paying equal pay
structure within their employees which are essential for their own growth and
measurement for the growth. HRM take essential and effective growth for having
employee salary and make implemented strategies to assure the growth within the
market.
 Minimum wage act, 1998: within the company, it is important to work with each other
and make sure to gain effective defined goals and objective which are helpful and
essential to analysis for their minimum growth (Li and Rees, 2020). It will be major
sources and make appropriate salary and make motivation within the company that
actually helpful in managing high work performance and growth as per the growing
demand and management process of the company. The HRM team of McDonald,

implement effective growth within their compensation strategy and work as per the
growing demand and analysis of the major safety to improve and perform within the
HRM department and their company.
 Health and Safety act, 1974: This act is basically related to employee’s health and
safety measure which are highly related to important legislation and their growth within
the company. All is basically related to major employees and feel to provide safe and
effective culture which are related to performance and productivity within the company
(Reina and Scarozza, 2021). While working and measuring within the company is related
to employee that may affect and provide decision making process to work and manage
human resources issues and make effective departmental majorly.
Task 4
Claim of HRM practises in work related context, provide examples
McDonalds organization gives fast food to its customers, and now extending its business in
the different pieces of London. Thus, the organization recruit candidates for the position of
human resource manager. Following exercises are flattened by the association to employ
powerful candidates:
Job specification: Job specification is a composed record that consist of different
significant data with respect to specified job position (Zehir, Karaboğa, and Başar, 2020). It
contains different information about required capability, jobs, obligations and abilities. Jon
specification of human resource of McDonalds organisation is talked about underneath:
Job specification
Summary: HR manager is the one who are operating all the functions of the company in order to
attain organisational goalmouths and objectives and as at the same time performs various
strategies within an organisation.
Roles and responsibilities:
 Analysis of current organisational trends
 Motivates employees and their productivity
 Recruiting and selecting best candidates
Knowledge and skills:
 Communication and writing skills

 Conflict management
 Decision making skills
Person specification
Job Title: Human resource manager
Job Department: operational
Basis Essential Desirable
Knowledge HRM policies knowledge a
managing employee in
effective manner
application of human resource
and theories.
Skills Competencies Communication skills,
maintain good relations
Decision making skills
Number of years’ Experience 1 Year experience in human
resource department
2 years’ experience as human
resource in any organisation
Curriculum vitae:
CV is the written document that detail information about individual education, work
experience, hobbies and other information (Franca, and Doherty, 2020). CV of human resource
applicant applied for job is below:
John smith
London, UK
Objective: to work with the organisation while accomplishing my goals and objectives. To work
where I could enhance my skills and knowledge and gain some of the experience and apply my
skills in the organisation. Manage my team to achieve organisational gaols.
Experience:
 HR manager at Get set clean London from 2020
 Developing budget for recruitment and selection
 Providing training to my team and motivate them
 Maintaining employees’ relations

Education:
 2018: Master degree of business administration
 2015: Bachelor degree of business administration
Interview selection criteria:
Manager of McDonalds select and recruit candidates on the basis of qualification, skills and
experience. They are focusing more on core competencies, confidence and communication skills,
decisions making and conflict resolutions skills (Opute, 2020). There carious different questions
which are asked by candidates who are applying for human resource manager:
 Give your introduction?
 How your management skills help in achieving busines objectives and gaols?
 What are your short and long term gaols?
Offer letter
Mr. John smith
This letter is given to advise you that you are chosen for the position of HR administrator in
McDonald’s organisation. We are field to communicate this data to you that you’re staffing and
willpower methodology has been finished effectively. Your joining date as HR Manager will be
1 June 2021. Other significant data are referenced under:
Characters and responsibilities:
 Developing budget plan
 Maintaining effective employee relations
 Provide training to employees
Designation: HR manager
Salary: £ 25000
Thanks, and regards
HR team
(McDonalds, UK)
Rationale : From the above definite description, it is separated that different HRM practices
and functions are significant to recruit reasonable possibility for clear job position. During the

time spent recruiting different advances are incorporated, for example, job description, individual
specification, CV. Every one of these means are acted in successive way. Different human
resource mangers practise work with association to designate reasonable possibility for explicit
work and hold them with association for since quite a while ago run.
Conclusion
As the per the above report, it very well may be inferred that HRM is the interaction to
oversee representatives in convincing way, control and persuade them to accomplish
undisputable level work performance. HRM function assumes significant part in labour force
arranging and successfully resource project. Different methodologies are used of HRM that have
their own qualities and shortcoming. Association must to hold the best recruiting approach
concurring the firm design. By the public authority different legislations are passed that are
trailed by each association to protection workers from any out of line movement.

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