Human Resource Management Case Study: McDonald's Policies & Practices

This case study examines the human resource management (HRM) practices of McDonald's, a global fast-food giant, and provides a comprehensive analysis of its strategic HRM. It explores the company's strategic goals and objectives, organizational structure, recruitment strategies, training and development programs, performance evaluation methods, employee motivation techniques, and employee retention challenges. The study delves into the effectiveness of these strategies, highlighting both successes and areas for improvement, particularly in employee retention and grievance handling. The case study also addresses ethical, cultural, and safety issues, including cultural competencies, the impact of global culture on local operations, and the alignment of company policies with international law. Furthermore, it compares McDonald's HRM approach with that of Burger King, identifies contemporary issues faced by the firm, and discusses its corporate social responsibility (CSR) initiatives. The assignment draws on academic literature and data to support its findings, providing a well-rounded view of McDonald's HRM practices.

NAME OF THE STUDENT
Human
resource
management:
A CASE
STUDY OF
MC
DONALDS

INTRODUCTION
– The Human resource Management is understood to be a crucial part of the
organization and with respect to this, it becomes considerably important by the firm
to ensure that the different Human resource Policies as formed by the firm need to be
in alignment with the goals of the organization so as to ensure success (Noe et al.
2017)
– The given presentation is based on the discussion on the Human resource policy and
strategies of the Mc Donald`s and the different issues as well problems which are
being faced by the organization.
– The information which will be provided will be supported by theories and relevant
data.

STRATEGIC HUMAN RESOURCE
MANAGEMENT
– The Strategic Human resource Management can be rightfully defined as the
practice of developing, attracting, rewarding as well as retaining the employees
for the benefit of the organizational employees.
– In the procedure of the Strategic Human resource Management, the different
departments in a firm do not work separately and instead work along with one
another (Wamuuru and Jamleck 2018).
– While the Human resource management considers training, recruitment and
hiring of the employees, the Strategic Human resource management considers
aligning individual goals to organizational goals.

STRATEGIC HUMAN RESOURCE
MANAGEMENT

DIFFERENCE BETWEEN SHRM AND HRM
Strategic Human Resource management Human Resource Management
The Strategic Human resource management can be
understood to be a managerial function which directs
the employees towards the goals of the firm.
The human resource management on the other hand
tends to imply the governance of manpower of the firm
in a structured manner.
The SHRM IS concerned with Internal and External
relations.
The HRM Is largely concerned with the employee
relations in a firm.
The SHRM has a long term perspective The HRM has a comparatively short term approach.
The SHRM follows a rather integrated approach (Wright
and McMahan 1992).
The HRM tends to follow a fragmented approach.

COMPANY OVERVIEW
– The Mc Donald's can be
understood to be the globe`s fourth
largest employer when considering
the number of employees which
can be understood to be 1.9
millions in number.
– The restaurant is the world`s largest
chain with 34480 restaurants
present in 119 countries.

ABOUT THE FIRM
– The firm Mc-Donald's is an
American fast food company which
was found in the year 1940 and can
be stated to be a restaurant which
was operated by Richard and
Maurice Mc Donald.
– The firm has its headquarters based
in Chicago, the United States
(McDonalds 2019).

Strategic business goals
and objectives
– STRATEGIC GOAL
– The strategic goal of the firm is to place the customer at the centre
of all the operations.
– STRATEGIC OBJECTIVES
– The customers are the reason why the firm is in existence. The firm
aims to provide them with high quality food and a welcoming
environment which provides them with a greater value
(Torrington 2009).

Strategic human resource
goals and objectives
HRM Goals
– The Mc Donald`s aims to ensure that it provides the different employees with an
environment which will make the work more useful for them.
– In addition to this, it will also ensure that the firm is successfully able create a welcoming
environment for employees and customers alike.
Objectives
– To hire the best employees
– To ensure that the firm is able to provide an environment to the employees which will
support them and make their career prosper.

ORGANIZATIONAL
STRUCTURE OF THE FIRM

Hr strategies, plans and
policies
Recruitment
– The firm usually hires young graduates and high school drop outs.
– Most of the employees are under 20
– The work at Mc Donald's is probably their first job
– The firm hires on the basis of capabilities and skills
Staff training and development
– The staff undergoes a rigorous training before they are hired for the job.
– They are provided training regarding customer service (Youndt et al. 1996).
– Additionally, they are also provided training on the overall operations of the firm.