EHR701 McDonald's HRM: Employee Management, Development Case Study

This essay provides a comprehensive analysis of human resource management practices at McDonald's, focusing on employee management and development. It examines various aspects such as recruitment, selection, training, and the overall impact of HRM policies on the workforce. The study highlights the challenges and opportunities in aligning HRM strategies with the organizational goals of a global fast-food chain like McDonald's. The essay also refers to the importance of employee welfare and the construction of values associated with the diverse personnel within the organization and explores opportunities for engagement, training, and authorization, while critically assessing the key factors of employment based on universal norms. The analysis draws upon existing literature and case studies to provide a detailed understanding of HRM in the context of McDonald's, emphasizing the importance of adapting HRM practices to different national cultures and socio-economic features.

HUMAN RESOURCE MANAGEMENT
(A CASE OF M.C. DONALD’S)
1 | P a g e

Preface
Mathis and Jackson (2011) opined that the “human resource execution and development of
staffs” enlightens the flexibility of system on the road to build up the creative events besides
the perfect gateway of the reachable assets to expand the platform of production of employees.
It depends on the input of the funders in the course of renovation of informative
accomplishments and facilities of investigation to examine the distinction of service. The
functional units have need of the openings of appointment, physical events, authorization,
besides consideration of the excelling role presented by the external over and above the in-
house players.
Organizational Background
McDonalds insinuate as a comprehensive institute, that arranges innovative methods of nutrients
having intensive provisions for the constituents of “chicken and vegetable burgers alongside
snacks and cornflakes, submarines, oats plus different arrays of fruit shakes in combination of
milk besides iced tea, mealtime elements complemented with fish, diverse recipes of salads,
cyclic fruits, munchies, French fries, and innumerable lucrative items” .These fundamentals
breed the perception of American sensitivity (Mcdonalds.com, 2018). It was originated in the
agreement of creation of “fast-food” materials with hamburger during 1940 within the setting of
USA, publicized in the strategy of “Barbeque Cafeteria” in 1948 over and done with the real-
world actions of eminent business outlooks of Maurice using the help of “Richard Mc Donald”.
There remain 36,000 operative latitudes with 1.9 million workforces in the group plus1.5 million
staff members at the franchisee sections.
Literature Review
The group functions with the endeavor of human resource programing to create bounteous
prospects for the postulants who decide on having careers within the association. There still
remain firm issues that generate leading concerns in insertion and organization of the
employees in keeping with the indispensable demands (Mazenod, 2013). The “potential
qualities” of the members of staff are occasionally not accredited by means of the “mechanism
of acquisition” of the recruits from precise expanses of “talent” to apportion the
“indispensable responsibilities plus career programs”. As per the viewpoints of Sousa et al.
2 | P a g e

(2012), “the credentials ought to be seamlessly accorded with the prerequisites of the post
applied”. It is obligatory for the contenders to stand well expert as well as technologically all-
encompassing to run into the measures of recruitment and selection methodologies. There are
segregated zones of the purposes executed by the personalities to accomplish “competitive
expansion”. In keeping with the philosophical outlooks of Armstrong and Taylor (2014), the
captivation of fresher employees comprising “both the sexes” crafts the basis of the schedules
mandatory to implement the multifaceted tasks in the direction of the occupational pursuits of the
institute.
The supervisors besides managerial leaders plus bosses need to stand “well set” and steered
by a group of specialists to arrange the interview designed for the novices. The questionnaires
should ensure a “well-designed format fabricated on the requisite flairs of the approaches of
the occupation” (Olsen and Stensaker, 2013). This over and over again positions as a vital
problem in selection technique of the forces as they attend the showcasing hero in the
benchmarks of exhibition of starring role. The varied recruits tied up in divergent undertakings
lean towards following the configuration of functioning of the individuals linked with superior
positions (Mathis and Jackson, 2011).
The areas and targets of the exacting markers of the answerabilities must be undoubtedly
assumed by the knowledgeable employees and fellows of the association who undertakes and
administers the assessment modules before scrutinizing the capabilities of conceivable entrants.
There every so often ascends the event of incongruities in understanding the purposes of the
profession and the representative tasks, the observations and experiments, the design and
space of functioning and all that (Colbert, 2010). The inner analysis perpetually does not reveal
the meticulous score of knowledge and procedural skills as looked-for. The outcomes may not
toe the line to the realistic resolutions while treating the probes in diverse categories of in
operational management surrounded by the physical settings of the production. This possibly
will be a new significant concern while picking the staffs.
3 | P a g e

Selections of Personnel
(Source: Armstrong and Taylor, 2014)
The orientation of the staffs according to the reference of specified personalities has remained
an imperative feature of the syndicate to care for the prospective runner while experiencing the
phases of selection practice. This is almost certainly the greatest matter while employing a
particular fellow in an unequivocal position. The human resource subdivision ought to remain
precisely on the alert and focused while studying the recommendations specified by the
interviewees. There may well be objectionable and deleterious comebacks on the measure of the
reference owners which may be absolutely vague. In that circumstance, the firm will miss a
potential individual (Jones and Mellahi, 2013). Indubitably, there may be such state of affairs
where referenced individuals ensure overstated views or fabricated assertions and proclamations
to certify the “service of the aspirant” in the corporation.
The online commercials of the assortment criteria may reveal fake solicitations of applicants
with confusing individualities that make sure of non-existence. The applicants now and then
present duplicate documentations with high testimonials to boost the subjective profile. It
4 | P a g e

discourages the “nature of entities and damages the stature of the corporation when the
individual is directed to other republics, say, Japan or US, besides European countries etc. to
perform some occupational assignments”. The integrity of the homeland is correspondingly
hampered. Rendering to the views of Sousa et al. (2012), there are miscellaneous patterns of “job
portals plus platform or agencies of job counselors and consultants” founded on networking
technology that contribute to the desires of the Business other than the claimants. At times, there
are deceptive electronic message being led by particular purveyors in the brand of institute that
demands for generating the IDs for insertion of financial transactions of accounts and to show up
during conferences to be held at the interviews.
The apparatuses of technical equipment need to position on the construction of the theoretic
values of advertisement measures for miscellany of personnel. The designs of announcement
can be fixed rendering to the “ages, the personal predilections, the physical landscape, and
populace within an expanse, responsiveness, comforts, ambition or desire to ensure the
publicized marker of occupation. The ultimate technique of solicitation for personal
annexations of “curriculum vitae by the accessible foundations characterize the assertiveness of
the individuals”. The HR sector ought to uphold a portfolio of diverse contestants consistent with
the constituent part and educations. “The contenders scheduled for the corresponding professions
may be communicated for the interview through correspondences with email services” (Olsen
and Stensaker, 2013).
The preferment of the individuals and the setting up of re- apportionment of staffs and the
supervisors at diverse situations should be prescribed in keeping with the up-to-date trends of
mechanization. The set of staffs ought to be recommended to satisfy the measures of redundancy
and the promotional services shape up a “stage of motivational characteristics of academic
inferences that generates complications for the peripheral contenders”. It harvests a
competitive environment among the personnel in demonstrating their qualities. The
commandments of the governmental legislations permits the group to provide identical
chances to the “labors as well as employees of the backward categories, subordinate clusters of
the social order, the lower statuses, communities, in addition to the economically regressive
populaces” (Taormina and Jennifer, 2013).
Conclusion
5 | P a g e

The essay refers to the examination of the prime components of policies of human resource
administration related to McDonalds. The Corporation emphasizes on the “welfares and
construction of values associated to diverse personnel associated with the organization. There
are opportunities of engagement, training, authorization, and exploration of the role played
by the “internal workforces. The Critical assessment of the key factors of employment is
prominently adjudicated by the measure of success as per universal norms. There are varied
opportunities of packages and techniques dependent upon the national culture in consort with
the social, administrative, economic and official features.
HR Model of Working System
(Colbert, 2010)
6 | P a g e
Work
System
Employee Influence
Human Resource Flow
Rewards

References
Anastasia, P. (2014) 'European Judicial Training: Promoting The Development Of Standardised
Training Materials And An Interactive Training Methodology'. ERA Forum 15(3), pp. 319-324.
Armstrong, M and Taylor, S. (2014) Armstrong's Handbook of Human Resource Management
Practice. 13th ed. London: Kogan Page Limited
Colbert, B.A. (2010) ‘The Complex Resource-based View: Implications for Theory and Practice
in Strategic Human Resource Management,’ Academy of Management Review, 28 (3) pp. 341–
358.
Jones, O. and Mellahi, K. (2013) 'Acknowledging The Contribution Of Referees'. International
Journal of Management Reviews 15(3), pp. 357-358.
Mathis, R. L. and Jackson, J. H. (2011) Human Resource Management: Essential Perspectives,
4th ed. London: Kogan Page Limited
Mazenod, A. (2013) 'Engaging Employers In Workplace Training - Lessons From The English
Train To Gain Programme'. International Journal of Training and Development 18(1), pp.53-65
McDonald’s – Official Global Corporate Website :: McDonald’s. (2018).
Corporate.mcdonalds.com. Available at: http://corporate.mcdonalds.com/mcd.html [Accessed on
24 April, 2018]
McDonald's Menu: Our Full McDonald's Food Menu | McDonald's. (2016). Mcdonalds.com.
Available at: https://www.mcdonalds.com/us/en-us/full-menu.html [Accessed on 24 April, 2018]
Olsen, TH., and Stensaker, I. (2013) 'A Change-Recipient Perspective On Training During
Organizational Change'. International Journal of Training and Development 18(1), pp. 22-36.
Sousa, C, Filipe Coelho,C., and Guillamon, E. (2012) 'Personal Values, Autonomy, And Self-
Efficacy: Evidence From Frontline Service Employees'. Int J Select Assess 20(2), pp. 159-170.
Taormina, R J., and Jennifer, H. (2013) 'Maslow And The Motivation Hierarchy: Measuring
Satisfaction Of The Needs'. The American Journal of Psychology 126(2), pp. 155-177.
7 | P a g e