Human Resource Management Report: McDonald's Workforce Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at McDonald's. It begins with an introduction to HRM, workforce planning, and the role of HRM in achieving business objectives. The report explores different approaches to recruitment and selection, evaluating their strengths and weaknesses. It examines the importance of employee relations and the influence of employment legislation on HRM decision-making. The report also discusses the application of various HRM practices, such as training and development, reward systems, flexible working hours, and performance management. The analysis covers both internal and external factors affecting HRM decisions. Overall, the report highlights how effective HRM contributes to organizational success and employee satisfaction within McDonald's.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Introduction.................................................................................................................................3
Brief explanation of HRM and work force planning..................................................................4
Purpose and the functions of HRM, applicable to workforce planning and resourcing.............4
How the functions of HRM can provide talent and skills appropriate to fulfil the business
objectives.....................................................................................................................................5
Evaluation of the strengths and the weaknesses of different approaches to recruitment and
selection.......................................................................................................................................6
Effectiveness of different HRM practices...................................................................................7
Conclusion...................................................................................................................................8
TASK 2............................................................................................................................................9
Introduction.................................................................................................................................9
Importance of employee relations in respect to influencing HRM decision-making.................9
Key elements of employment legislation and the impact it has upon HRM decision-making...9
Application of two HRM practices...........................................................................................10
Evaluation of employee relations and the application of HRM practices that inform and
influence decision-making........................................................................................................11
Conclusion.................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
.......................................................................................................................................................13

INTRODUCTION
Human resource management consider as a strategic approach which help in managing
people and its activities within the organization in order to attaining competitive advantages. The
main aim of designing human resource management is to maximize workers performance.
Mainly, it is process of recruiting selecting and providing orientation, appraising the overall
performance of the workers. In this, manager play a crucial role in managing as well as
organizing employees activities and also maintaining proper relation with them. Present report is
based on McDonald's, is an American fast food company established in 1940 in California. It is
world largest restaurant chain and serving around 69 million customers in over the world. Report
going to discussed about purpose and scope of human resource management for fulfilling
business objectives. Key elements of human resource management is also mentioned in this
report (Albrecht, S.L. and et.al., 2015). Furthermore, internal and external factors is also defined
here that affect the human resource management decision making. At last, human resource
management practices is described here.
TASK 1
Introduction
Human resource management concerned with managing workers and organizational
activities with the hope of attaining competitive advantage. As it includes practice of recruiting
and hiring capable workers within the organization for enhancing the performance level. This
task going to describe HRM and work force planning that assist in making workers more
productive at workplace. For selecting skilled and capable employees, McDonald's use different
approaches to recruitment and selection. It contribute in accomplishing set target in allotted time
frame.

Brief explanation of HRM and work force planning
HRM is a vital part of business organization that is related with the people attribute.
Mainly, it deals with human relations within the McDonald's that may contribute in attaining
desired goals on stipulate time period. In addition of this, it is an effective provision of leadership
which aid in directing people towards the working activities in order to improve the efficiency
level.
Apart from this, workforce planning is a continuous process which used by business
organization to align the needs of company in determining the human resource for accomplishing
specific task and activities. This leads the manager of the company to recruit appropriate
manpower accordingly. In context of this, McDonald's needs long term goals to maintain their
success for longer period of time. This is the main reason that manager implement strategic
workforce planning in order to meet all the essential desired goals and objectives. Effective
workforce planning help in identifying current and future needs of personnel that may contribute
in retaining workers for longer period of time (Bratton and Gold, 2017).
Purpose and the functions of HRM, applicable to workforce planning and resourcing
Human resource management is important in nature and help to effectively manage the
employees of organisation. There are large number of employee’s within an organisation and for
its success required to have good HR team. The main purpose behind the formulation of effective
team is about efficient workforce planning and appropriate resourcing. The different type of
functions which are performed by the HR team are defined below:
 Recruitment and selection: This is the main function of HR team within an organisation.
This will help an organisation like McDonald's to hire efficient and skilled employee’s
who are competent and able to perform work effectively. The main purpose behind this
function is about having good HR team with excellent proficiency that ultimately
enhance the performance of employees of McDonald's.
 Training and development: This is the important function which is about providence of
effective training and development programmes to the employees of organisation. This
will help in enhancement of the skills and knowledge of employees. The main purpose
behind training is to develop their personal and professional calibre through which they
provide their best to the organisation (Brewster, 2017).

 Performance Appraisal: This is the important function which includes about
ascertainment of the working of employees. This will have huge benefit within an
organisation as this will help to get knowledge about the aspects in which employees
lack. The main purpose behind the performance of this function is about overall
improvement of the working of workforce and build effective team.
Purpose of HRM
The main purpose of HRM is about workforce planning and successful running of
business without any hindrances as this will aid in future to achieve the objectives effectively.
There are many other supported purposes which are associated with the functioning of HRM
which is about improvement in working environment, conflict resolution and employee’s
estrangement. Collaboration of all these aspects ultimately help the organisation ascertain their
predetermined objective (Cascio, 2015).
How the functions of HRM can provide talent and skills appropriate to fulfil the business
objectives
There are various HRM functions which help an organization to improve talent and skills
of their employees in order to fulfil their overall business objectives:
Training: There are two types of training which is adopted by McDonald's and that is on
the job training and off the job training. By using this HRM function, company can train their
employees and can enhanced their skills in a particular direction by which business objectives of
a company that are productivity and efficiency can be achieved. For example, McDonald's is an
organization which provides their employees training so that their skills can be enhanced in field
of management and hospitality which further results in proper attainment of organizational goals
of customer satisfaction and high brand equity.
Development: Development is an activity which is conducted by an organization in order
to develop their employees by appraising their performances. In the specific case of McDonald's,
employees are developed by appraising them according to their capabilities. For example:
McDonald's ensures that their every employees gets the promotion and raise according to their
abilities and their contribution in company by using techniques such as 360 degree performance
appraisal. This company ensures development of their employees in order to motivate them and
satisfy them, in order to fulfil organizational objective of employee satisfaction (Farndale,
Nikandrou and Panayotopoulou, 2018).

Evaluation of the strengths and the weaknesses of different approaches to recruitment and
selection
Recruitment and selection is an important method which is about the hiring of the
candidates on the basis of the requirement persist within an organisation. Recruitment and
selection is two different approaches. Recruitment is positive in nature and selection is negative.
The two different approaches are used by McDonald's for recruitment process. These are named
as internal and external (5 Steps Involved in Recruitment Process, 2016). Their description along
with ascertainment of strengths and weaknesses associated with are defined below:
Internal: This is the approach which includes filling of the vacancies within the
organisation by using the method like promotion, transfer etc. While using internal basis
promotional approach is used by McDonald's (Furnham, 2017). The strengths and weaknesses of
this are defined below:
Strengths
 Promotional approach is time saving
 Help to gain the trust of employees
 High employee engagement
 Reduction in employee turnover rate
Weaknesses
 Not help in the recruitment of fresh talent
 Negatively impacts upon the work force ratio
External: This is the approach which includes about the recruitment of employees
outside of the organisation by use of the methods like contract labour, campus placement etc.
One of the method which is used by McDonald's for recruiting employees by use of external
source includes campus placement. Associated strengths and weaknesses are mentioned below:
Strengths
 Help to attain new and talented candidates
 Effectively completion of work within stipulated period of time
Weaknesses
 Time consuming process as ascertainment of candidates with this method takes time
 High cost involved in the process campus placement
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Selection: This is secondary step which is about scrutiny of best candidates out of the
large number of alternatives. This is negative approach where process is began in respect of
identification most suitable candidate to job as per the requirements and specifications. The form
which is used by McDonald's for selection process includes personal interview (Larsen, 2017).
Strengths
 Help to select best candidate which is most suitable to the job requirement
 Aid in the process of ascertainment of the different associated internal and external skills
and characteristics
Weaknesses
 Takes long time to identify in evaluation of each candidate
 Involvement of high amount of cash
Effectiveness of different HRM practices
Human resource management interact in predicting performance and success of an
organisation. There are different HRM systems that consist of different practices that improve
workforce capability, motivation and chances lead to higher organisational growth. There are
different types of human resource management practices such as training and development,
performance management, Reward system, flexible working hours etc. All these are essential
and effective for employees as well as employer of McDonald. All these type of practices are
explained in detail manner as under:
Training and development: It introduces as a best type of HRM practices which will help
a employee to enhance their knowledge in particular area. For Training and Development,
McDonald could use follow some techniques of training for their workers such as on-the-job
training, induction training etc. All these are essential and significant for employee to enhance
their knowledge and develop basic understanding about the business process. Along with this,
trained employees are also useful and important for growth and development of an organisation
within given time period. Trained and knowledgeable workers give their full contribution in
success of McDonald's and also support them to achieve long term goals and objectives easily
(.Nicoletti, Scarpetta and Boylaud, 2018).
Reward System: This is an effective system which includes about the providence of
different benefits to the employees of an organisation on the basis of their performance. These
benefits can be in any kind of form either in monetary or non monetary. Their is huge importance
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of these benefits on the performance of employees as this will motivate them to perform their
best in organisation and get higher amount of benefits. This will help the management of an
organisation to build effective relation with their employees and build positive working
environment. It further contributes in the building the trust among the employees about the
different activities of an organisation and help to retain them for longer period of time.
Flexible working hours: This is the approach in which includes about the providence of
flexibility to the employees regarding the selection of working hours. There is no rigid restriction
upon the employees that they have to reach office on time. Such kind of benefits help in creation
of positive behaviour in the employees and they feel one of the important part of the
organisation. The direct positive impact of this approach can be ascertained upon employees
motivation and their engagement (Noe and et.al., 2017).
Performance management: This is one of the tool which is used by the organisation for
the appraisal of the performance of employees to ascertain their contribution in completion of the
organisational objectives. This will motivates the employee’s that to work hard as in future there
are large number of possibilities to get benefits. The benefit which is gathered by organisation
from the usage of this approach is about it help in ascertainment of training and development
requirement of employees and better distribution of rewards on the basis of their actual
performances.
Conclusion
It has been concluded from the above description that there is huge importance of
different HRM practices within an organisation as this will help in effective workforce planning
and resourcing. There are two different approaches of recruitment named as internal and external
and both have their individual and different contribution in the successful completion of process.
The different practices which are includes with HRM includes performance management, reward
system and recruitment and selection. All these approaches help to bring effectiveness and
efficiency within an organisation.
TASK 2
Introduction
Human resource is effective approach which help in overall development of the work
force of an organisation. The different type of work which are performed by the HR manager
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includes training and development, recruitment and selection, performance appraisal etc.
McDonald's is large organisation which serves their product and services in all over the world.
This report covers about importance of employee relation, employment legislation and
application of HRM practices.
Importance of employee relations in respect to influencing HRM decision-making
Employee relation is important concept which focus on the relation between the
employee and employer. The importance and benefit of this can be ascertained from this aspect
that employees feels motivated and work for the benefit of an organisation. McDonald's is
multinational organisation and having large number of employees whom are worked within an
organisation. The factors which are persist within McDonald's and help in creation of better
employee relation includes ascertaining the views of employees, meeting on regular basis etc.
Presence of these factors help in creation of good relation in actual within an organisation (Pató,
2015). The importance of good relation and its impact on HRM decision making can be
understood from the points defined below:
 Good relation between employee and employer help the management of organisation to
bring innovation in their products and services. McDonald's have effective relation which
is demonstrated from its success in market and the adaptations made by them on daily
basis in their offerings.
 Effective relation in between employer and employee in McDonald's ascertained from the
aspect that the morale of staff is high always and they work for the betterment of an
organisation.
Key elements of employment legislation and the impact it has upon HRM decision-making
It is important for business organisation to implement all the employment legislation
within their activities to improve their performance level. It is laws and provisions that develop
by government with the aim of protecting workers from any kind of bias and inequality (The
Equality Act, 2018). Thus, it is important for every business organization to follow rules and
regulation associated with workers so that they can easily motivate workers and also improve
their productivity at workplace (Pollock, Jefferson and Wick, 2015). In this context, McDonald's
follow various employment legislation that mentioned below:
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 Data protection Act, 2018: This act clearly states all the rules which an organisation has
to follow at the time of conducting business operations. Few provisions like inform users
when their data is used, erase customers data etc. make a huge negative impact on
decision making process. McDonald's can use personal mobile numbers of customers in
order to communicate them available offers but they cannot use this information for
others purpose, like sell data for monetary benefits, without approval of consumers.
 Anti-Discrimination Act 2010: This type of act promote the equality at workplace
which may contribute in developing positive relation among workers. As per this act, all
the employees should be treated equally and does not discriminated on the basis of sex,
colour, status, culture and many more. Thus, HR manager is responsible for making fair
decision which positively affect the workers performance at workplace. If manager does
not follow this act then they has to pay penalty. It negatively impact on the brand image
of the company at market place.
 Health & Safety Act 1974: It is one of the important legislation that help in ensuring
about workers health and safety at workplace. In this, manager of McDonald's is
responsible for providing safety and risk free work- environment to their employees so
that they can easily perform their task within any kind of issue. Mainly, this type of act
promote healthy workplace wherein manager focus on the employees health and safety
activities. Along with this, it also affect the decision making process that taken by HR
manager of the company because they take decision by considering health and safety act.
This will directly contribute in improving performance level of the workers at workplace.
Application of two HRM practices
Recruitment and Selection – It is known as the primary function of HR division as they
are responsible for hiring best fit candidates for available posts. McDonald's require Quality
assurance managers as they help them in maintaining and following food and service standards.
In order to require candidates for this post, first HR team have to advertise all the available
vacancy along with the company's requirement. After completing recruitment and selection
process, they are have to organise an induction session for selected candidates.
Training and development – Employees need continuous improvement and identifying
their shortcomings is key responsibility of HR personnels. They have to arrange training sessions
for employees so they can learn new things like use latest technology in company's outlet.
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Human resource team prefer to develop new skills in workers because it help them in filling key
position in forthcoming time, also known as internal recruitment. McDonald's train their
customer service associate so company can deliver better experience to consumers.
Evaluation of employee relations and the application of HRM practices that inform and influence
decision-making
The relation between the employee relation and HRM practices is ascertained from their
contribution in getting employee more motivated towards organisational working. The
approaches like training and development help to create better relation between employer and
employee as they feel important part of organisation and development of the positive attitude of
of employee towards the employer. The impact upon decision making is understood from the
point that it help employer or management of McDonald's to be more innovative and creative as
they have belief on the calibre of employees that they able to complete the work within stipulated
period of time (Shields and et.al., 2015).
Conclusion
It has been concluded from the above report that there is huge important of HRM
practices in overall development of the organisation. The different type of legislations and their
fulfilment help an organisation in adherence of all necessary requirements and create positive
image in market. Good relation between the employees and employer has positive impact on the
decision making of management.
CONCLUSION
From the above mentioned report it can be summarised that HRM is an important activity
for organization to effectively manage workers and business activities that may contribute in
making overall performance more productive. In this manager is also responsible for making
workers enable to perform their task more efficient manner. In addition of this, function and
scope of human resource management is also beneficial for inviting skilled and talented workers
at workplace that help in increasing productivity of the company. Training and development is
also help in encouraging workers to do something well as at workplace with the aim of attaining
set targets. For recruiting and selecting, company also use various approaches and practices
which support in increasing profitability level. Furthermore, employee relation is also important
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for manager to build positive and string bonding at workplace that promote healthy work
environment at workplace.
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REFERENCES
Books and Journals
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross‐Cultural Management. pp.126-141.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention. p.202.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Nicoletti, G., Scarpetta, S. and Boylaud, O., 2018. Summary indicators of product market
regulation with an extension to employment protection legislation.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Pató, B.S.G., 2015. The 3D job description. Journal of Management Development.34(4).
pp.406-420.
Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough learning:
How to turn training and development into business results. John Wiley & Sons.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Online
The Equality Act, 2018. [Online] Available through: <https://www.ageuk.org.uk/information-
advice/work-learning/discrimination-rights/the-equality-act/>
5 Steps Involved in Recruitment Process, 2016. [Online] Available through:
<http://www.yourarticlelibrary.com/recruitment/recruitment-process-5-steps-involved-
in-recruitment-process-with-diagram/35261>
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