Human Resource Management Report: HRM Practices at McDonald's

This report delves into the realm of Human Resource Management (HRM), focusing on its application within McDonald's. It begins by outlining the core objectives and functions of HRM, emphasizing its role in workforce planning. The report then examines various recruitment and selection approaches, dissecting their strengths and weaknesses, both internally and externally. It further explores how HRM functions contribute to talent development and skill enhancement within the organization. The report also analyzes the benefits of HRM practices for both employers and the organization, including training and development, flexible working hours, and job design. Additionally, it investigates the importance of employee relations and employment legislation in influencing HRM decision-making, critically evaluating these aspects in the context of McDonald's. The report concludes with an illustration of HRM practices through specific examples.

Human Resource
Management
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Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
P1Explanation of main objective and functions of HRM and its usefulness of workforce
planning within McDonald’s.......................................................................................................4
P2 Description of strength and weakness of different approaches of recruitment and selection 6
M1 Explanation of how HRM functions are help in proved talent and skills to the
organization.................................................................................................................................9
M2 Evaluation of strength and weakness of recruitment approaches.........................................9
D1 Critically evaluation of recruitment approaches with examples............................................9
TASK 2..........................................................................................................................................10
P3 Benefits of HRM approaches for employer as well as organization....................................10
P4 Effectiveness of HRM practices for raising organization profit ad productivity.................11
M3 Explanation of different method used in HRM practice.....................................................12
D2 Evaluate HRM practices and application regarding McDonald’s......................................12
TASK 3..........................................................................................................................................12
P5: Analyse the importance of employee relations in respect to influencing HRM decision
making.......................................................................................................................................12
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision making.........................................................................................................................14
M4: Evaluate the key aspects of employee relation management and employment legislations
that affect HRM decision making in an organization context...................................................15
D3: Critically evaluate employee relations and the application of HRM practices that inform
and influence decision making in an organization context........................................................15
TASK 4..........................................................................................................................................15
P7&M5: Illustrate the application of HRM practices in a work related context, using specific
examples....................................................................................................................................15
CONCLUSION..............................................................................................................................17
References......................................................................................................................................19
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INTRODUCTION
Every business organization run their business by using various types of resource, human
resource are play major role for run business corporation, the process of managing human
recourse is known as human resource management. HRM encompasses those business activities
which are designed to provide for and coordinate human resource of the business organization.
To understand this concept, McDonald’s has been take, which is based on America, it was
founded in 1940, it is the biggest, restaurant chain of the world which serve, French fries, soft
drinks, desserts, burger, and breakfast items. This report has 2 part, in first part, importance of
HRM approaches, practices, role function of HRM define in brief manner it also includes, the
benefits of training development, recruitment approach on the organization as well as employee.
In the second part relation of employees and ethical and legal rules affect HRM practices has
been define in brief manner.
PART 1
P1Explanation of main objective and functions of HRM and its usefulness of workforce planning
within McDonald’s.
HRM: Business organizations are social system which are made of roles, interactions,
relationship among people occupying different place in organization structure. Human resource
are most vital part of the organization a its is essential for managing all resource by using certain
systematic process this process is earlier known as staffing and personal management but now in
present time it is refers as Human resource management. In other words, HRM is a procedure
through which organization use their human recourse in most effect way to achieve their
business goals. Human resource management is a series of integrated decision which form
employ relationship their quality contribute to the ability of the organization. Following are the
main objective of HRM
Achievement of goals of business organization: It will help in achieving business organization
goals by providing best class of workforce to the organization (Saks and Gruman, 2014).
To assist employee in achieving goals: Management department of human resource of
McDonald’s influence their workfare they motivate them towards achievement of goal and
object of their organization.
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Integrated individual and organization goal: For achieving objects an mission of organisation,
HRM is helpful in integrating organization goals with individual goal by analysis requirement
and need of their employers.
Increase employee’s job satisfaction rate: McDonald’s HRM department’s work of providing
full satisfaction and positive atmosphere of working environment through which employer
turnover rate reduces.
Communicate HR policies: The main purpose of HRM is o community all the essential policies
to employers.
Developed and maintain quality of work life: Human resource management is work on
increasing the balance life and improving standard of personals.
Increase efficiency of employer: By motivation and an influencing workforce, HRM improved
performance and capabilities of employers
Optimum utilization of resource: The main objective of this department is to achieve goals
with proper utilization and allocation of resource.
Functions of HRM use in workforce planning: Following are the functions McDonald’s HRM
departments done to improve workforce planning
Managerial function: Theses functions are related with management procedure which are help
in workforce planning (Gürbüz and Albayrak, 2014).
Planning: HRM help in planning related to department policies and allocation of human
resources.
Organizing: They are work for organising all the employer and workforce according to their
skills in the department.
Directing: The department work on directing and motivating workforce towards completion of
takes of the organization.
Controlling: HRM, main function is to control any conflict and issue aeries between employers
and labours and also control illegal or wastage activities which incurred cost .
HR Operational: These are related with day to day functions of the HRM .
Employment: Human resources management, focus on recruiting best skilled workers for
workforce planning.
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HR development: After selection they focus on providing training and start campaign of
development programme and enhance skills of employers.
Compensation: They also work for providing compensating to those employers
who suffered from financial or physical problems
Human relations: HRM main function is to build strong connection between
workforce of the organization so that organization will get their objective.
P2 Description of strength and weakness of different approaches of recruitment and selection
Recruitment is the process of searching best personal for specific job designate of the
business organization and selection is the process of taking decision regarding hiring and not
hiring of each job applicant .There will be 2 types of approves are used in recruitment process,
internal method of recruitment, Following are the strength and weakness of each approach , in
context with McDonald’s
Approached Definition Strength Weakness
Internal approach In this approach ,
organization hire those
personals which are
already on the payroll
of the company and
those who worked for
the organizing in past.
They are related with
organization, it
includes, transfer,
promotion, job position,
employ regrets and
selection of formal
employers (Desa,
Asaari and Yim, 2020).
If McDonald’s use
this approach of
recruitment that they
have advantage of
familiarity The
management
department know
about the skills and
capabilities of
personals.
It useful in better
utilization of
internal resources ,
some employers are
such have
capabilities that they
deserve promotions
it will help in
It restrict the
pertains for
recruitment.
If organization
depend too much on
the internal sources
it show that
company denies to
take fresh talent with
the organization.
It reduces
competition.
There may be
chance of conflict
arises among those
who get promotion
and those who did
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reducing turnover
rate and increases
goodwill of the
organization.
By recruitment
though internal
source the cost of
training and
development is also
safe.
It help in motivating
personals as wit
promotion,
employer get more
influent and
motivated towed
achievement of
goals of business.
It useful in saving
time of recruitment
process of finding
perfect job seeker.
not get any reward.
External approach When organization
recruit persona from
outside the company it s
call external approach.
In this approach
mangers, use direct and
indirect method,
campus selection, by
adverting, scouting,
If McDonald’s use
this method then
they have wider and
more choice for
select best personal
for the job position.
People with special
skills and
knowledge could be
Hiring personals
from eternal
approach is
expansive and time
consuming process.
It de motivation the
existing employers
as they don’t get
promotional their
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through third part to
hire personals for
company (Martínez-
Jurado and Moyano-
Fuentes, 2014).
hired to stare up the
existing employees.
It also useful in
motivating
employers by
increasing
competition rate.
Talented personal
join by their rank
they give new idea
and suggestion
which help in
improving
qualitative the
company.
hard work.
There are that the
organization will be
able to hire the
services of suitable
be candid on time.
Selection Methods
BASIS STRENGTHS WEAKNESS
Skill/aptitude tests
.
 This is procedure in
which PERSONALS
ability and skill are
resolute as well as
evaluate which are
connected to exact
job roles.
 It increase workers
information to think
significantly and
deeply.
 Then, every so often
it demotivates
candidate’s incentive
if not passed
successfully
 Also, due to anxiety,
workers are unable to
obvious the test.
Interview
 It is move towards in
which candidate are
being asked question
and individual with
most apposite
answered is selected.
This is conduct to
check the
 Sometimes
BUSINESS and
inequity is also done
by the interviewers.
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acquaintance of
person.
Presentations/ GD’s  Strength is that it
analysis individual
confident to
verbalize in public
and also their
transportation skills.
In this, alteration is more by
interviewers and spectators
which makes broadcaster
anxious and hesitate.
M1 Explanation of how HRM functions are help in proved talent and skills to the organization.
With the use of managerial and operational function HRM of McDonald’s help in
identifying the best personals for the organization and they provide training to their
employers though which they increase their capabilities which help in attain goal of
business organization by using effective planning organizing and directly HRM function in
day to day business life cycle (Findik and et.al. 2017).
M2 Evaluation of strength and weakness of recruitment approaches
Recruitment process help in identifying best job seeker for the job position, internal
approach useful in reducing cost and provide best job applicant with the organization , on the
other side, external source are useful in find out skilled personal for the job designation help in
increasing the competition. Both approaches has be benefit internal approach reduce the
competition rate and external source are highly cost incurred source to hire personals.
D1 Critically evaluation of recruitment approaches with examples
For recruitment basis McDonald’s management department use advertisement and campus
recruitment process, to hire personals it will any help in getting best personal but it adversely
affect on the organization as the cost of advertisement and searching campus and taking job
interview will take high cost and time.
TASK 2
P3 Benefits of HRM approaches for employer as well as organization
In HRM there are many approaches are applied by organization which play major role in
achieving the goals of business organization. Rewards, promotion help in enhancing motivation
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of the employers. Following are the benefits of approaches used by HRM department of
McDonald’s .
Training and development: It is one of the most useful approach and process of HRM. In
context with McDonald’s , the organization is one of the biggest corporation in hospitality sector
in the world its market area is across the whole market. They are famous for service , to maintain
the quality HRM approaches training to their employers.
Benefits to organization: With the use of training and development campaign, the case related
to conflict and issue decrease and training process help in improving the relation between
workforce and organization and build positive goodwill of the organization towards employees.
Benefits to employees: Training help in identify weakness of the employees and increase
capabilities and skills bin them (Ployhart, Schmitt and Tippins, 2017).
Flexible working hour: This useful in attain the objective and min goal of business entity. In
relation with McDonald’s, the organization always proves freedom to their employer regarding
taking decision and given suggestion during decision taking process.
Benefits to organization: Flexibility in working hour and proceeding better working facilities
with positive environment help in improving qualify of production and service and save time as
well as cost also.
Benefit for employee: Flexible time help employee to reduce their working stress and tension
they work according to their way help in building performance level of the employees.
Job and workplace design: HRM practice decide and help in chose the workplace and job
potion for sleeted employee. McDonald’s always allocated personals on the basis of their skills
and capabilities.
Benefit to organization: Allocating right job for right personal help in building trust problems
toward the organization and it also help in achieving the goals of the organization by selecting
effective workplace design.
Benefits to employees: With the suitable job position ad workplace design employers are able to
learn so many thinks their level of knowledge is increase and their experience is also increase.
Employees are able to enhance their capabilities by using approaches of HRM.
With all of these approaches and [reacted of HRM, McDonald’s able to attain their vision.
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P4 Effectiveness of HRM practices for raising organization profit ad productivity.
HRM practice, includes human resource planning, motivation, enhancing the work
environment, satisfaction to employees and providing compensation to employers. All these
practices play vital role in the organization, they are help in decision making process .
McDonald’s use these approaches to increase their productivity and profitably level
Effectiveness of HRM practices
Motivational reward: It is the most useful factor for workforce of any organization. According
to Maslow‘s theory, organization will able to lead success when their workforce is fully motivate
towards the organisation and it is possible only when organization able to fulfil basis and social
need of the orkforce.HRM use in analysis they want and desire of employer and work on
fulfilling McDonald’s provide motivating to their employees by providing intrinsic and extrinsic
rewards, They give pleasure, achievement, recoganization incentive promotion to motivate
employers.
Advantage: Motivation approach help in increasing the productivity and profitably as if
workface is motivation then they do their work with full of potential without wasting time on
politics and conflicts (Mallén, Chiva, Alegre and Guinot, 2016).
Disadvantage: Giving reward of promotion and incentive sometimes becomes the reason of
conflict.
Flexibility: HRM follow the rules that the more workforces get flexibility the more they attract
toward organization and work in effect manner. McDonald’s proved flexibility and give power
of decision making which help in build trust and mind strong relation and connection with
employers and organization.
Advantage: Employers have right to take decision regarding specific area and they also enjoy
from of work. They get motivated and stress less toward organization.
Disadvantage: Employers take negative advantage and engaged in unethical or illegal business
activities.
Performance and reward: In business organization performance and reward and positively
connected with each then, organization able to achieve their mission their department
performances with high rate. Manager always five reward to the employers who’s performance is
extra ordinary.
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Advantage: HRM practices, according to these practices, employers get incentive and reward if
their performance is outstanding and they fulfil their target with give time period. It helps them
to achieve the target on.
Improve efficacy and skills of the business organization as well as employers.
Employees towards attain individual as well as organization goal
Disadvantage: Employee of the McDonald’s expected more rewards according to their perform
but when organization not promote them ad not given sufficed reward then it will adversely
affect the behaviour of the workforce of the organization which negatively reduce the profit rate
of the organization (de Zubielqui, Fryges and Jones, 2019).
M3 Explanation of different method used in HRM practice
McDonald’s use motivation ‘s intrinsic and extrinsic method, they provide, incentive,
promotion, through which the workforce of the business organisation influence and attract
towards achievement of the goal of the organization by giving their best performance.
D2 Evaluate HRM practices and application regarding McDonald’s
Various HRM practices are used by McDonald’s in order to get their mission. They use
recruitment approach select best employers also they proofed promotion to maintain trust and
build strong connection by motivating an providing best facilities through using training and
development practices to the work.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision
making
Employees are the most essential asset of an organisation that helps in carrying out the
reaction with the aim to attain predetermined objective. Most of the organisation tries to enable
desirable interrelationship between the employee as well as employer so that they feel as a
desirable part of entity and remain motivated to carry out desirable performances. It has been
overviewed that better employee relationship helps to improve the productivity of organisation as
it encourages innovative decision making that helps to cope up with the external challenges
successfully (Sanders and Lin, 2016). Along with that the chances of internal conflict, clashes as
well as grievances are common in an organisation that somewhat leads to existence of poor
performance. So it is the responsibility of internal manager of McDonald’s Company to focus on
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