McDonald's HRM Practices: Workforce Planning and Employee Relations

This report provides a detailed analysis of Human Resource Management (HRM) practices within McDonald's, focusing on workforce planning, recruitment strategies, employee relations, and the impact of employment legislation on HRM decision-making. The first project defines HRM and workforce planning, explaining the functions of HRM and their application in the workforce resource of McDonald's. It assesses HRM functions in providing talent and skills for fulfilling business objectives, evaluates the strengths and weaknesses of different recruitment approaches, and examines the effectiveness and application of various HRM practices. The second project emphasizes the importance of employee relations in influencing HRM decision-making, identifies key elements of employment legislation and their impact, and evaluates the application of HRM practices in a work-related context. The report concludes by highlighting how strong employee relations, effective HRM practices, and legal compliance are crucial for McDonald's to retain loyal employees, minimize workplace conflicts, and increase productivity.

Human Resource
Management

TABLE OF CONTENT
PROJECT 1......................................................................................................................................3
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
HRM and work force planning....................................................................................................3
Explanation of HRM functions and purpose for application in workforce planning..................4
HRM functions providing talent and skills for fulfilling business objective...............................5
Strengths and weaknesses of different approaches for recruitment and selection.......................6
Effectiveness of HRM practices..................................................................................................7
Application of different HRM practices......................................................................................7
CONCLUSION ...............................................................................................................................8
PROJECT 2......................................................................................................................................8
INTRODUCTION...........................................................................................................................8
Main Body.......................................................................................................................................8
Importance of employee relations in influencing the HRM decision-making.............................8
Identification of the key elements of employment legislation and their impact on HRM
decision-making ..........................................................................................................................9
Application of HRM practices...................................................................................................10
Evaluation of employee relations and application of HRM practices.......................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

PROJECT 1
INTRODUCTION
Human resource management (HRM) is the strategic approach to the management which
is considered to be effective and efficient for the management of people in the company. It helps
the business to gain the competitive advantage in the business with maximization of employees
of performance in the services of the employee strategic objectives. McDonald's is the chosen
organization for this project. In this project the definitions of the HRM and the work force
planning is going to be explained. It will also explain the purpose of functions of HRM and its
application of HRM and its application in the work force resource of the selected organization.
MAIN BODY
HRM and work force planning
Human resource management is the practice which helps the business in the management
of the people for achieving better performance. HRM has the practices of looking for the people
which are good for the management and will be a good fit for the company culture. This is
important for increasing the employee engagement in the business which helps the business with
high quality of work and making customers happier (Schroeder and et.al., 2018). The HR
department are responsible for providing the employee's knowledge tools, training, legal advice,
administration and talent management which is crucial for the company to advance in the
organization. HRM is able to optimize the company performance with the help of better
management of human resource.
For the human resource work force planning is very important. The work force planning
is the analysation of the forecasting and planning for the supply and demand of assessment of the
gaps and determination of the target talent management which provides the management
interventions for ensuring the organization that the right people with the right skills are at the
right position in the organization. In an organization like McDonald's the work force planning is

considered to be the key for the planning for the solutions of staffing in present and future
problems of the organization.
Explanation of HRM functions and purpose for application in workforce planning
In the HRM of McDonald's the following functions and purpose are used for the
application of the workforce planning.
Planning :
It is the central function for McDonald's as it enables its manager to decrease the
uncertainty of the future and prepare for coping up with the technical regulatory and
environmental changes (Fasihi and et.al., 2017). The key strategies for this business is to use the
long term business goals for adopting cost effective and innovative operations and many more.
Strategy :
In this organization there are more than 300500 employees out of which more than 33000
are full time salaried employees. The strategy of this organization towards such a large scale of
human resource is to keep the approach of solid strategic focus for gearing the widening of the
employees potential. The main strategies of the long term business goals consists of adopting the
cost effective and innovative strategy for the operations and many more.
Training and development :
Training and development of the employees is a very necessary tool for all the new
employees which help the organization with the culture that leads to the training to be required
for newly hiring and promotion of the supervisor and the mangers of the employees relations in
the departmental level.
Organizational development :
The HRM is said to be very effective for boosting the productivity of the organization. It
helps the business for the development of the career enhancing the program. HRM of this
organization with the help of proper training and development are able to increase the
performance of the company allowing them to earn more profit (Ayentimi, 2017).
HRM functions providing talent and skills for fulfilling business objective
Following are the HRM functions which help McDonald's with talent and skills for
fulfilling the business objectives :
Human Resources planning :

Job analysis and strategic planning helps the organization with environmental projections
for the future business. It helps the business with forecasting of short-term and long term staffing
needs and the strategical use of the human resource functions for meeting those needs.
Job analyses and job descriptions :
The talent and skills are mentioned in the job descriptions after the analysis of the job
which can define the task and responsibilities which can involve the determined qualifications.
Recruitment :
It is the various method which is used for the attraction of the suitable for the application
of job roles in this organization.
Selection :
Selection is considered to be the best process for the hiring of the best people which when
into the position are considered as the most suited employee.
Orientation :
In this part of the HRM function the new employee is introduced to the organization for
providing essential information for creating a positive first impression (Chatzidimopoulos and
et.al., 2019).
Training and development :
These functions facilitate the development of the knowledge, skills and attitudes of the
required staff for performing the current position of the organization for the advancement.
Compensation, benefits and recognitions :
All these things are very important for the employees for maintaining their levels of
performance in the McDonald's.
Strengths and weaknesses of different approaches for recruitment and selection
Different methods of recruitment and selection in McDonald's are Internal and External
recruitment. Internal recruitment is the process when the organization hires the employees
internally with a process effective within the organization itself. But for the hiring of fresh and
new employees the organization utilizes the following external approaches of recruitment.
External recruitment Definition Strengths Weaknesses
Outsourcing provider This is when the
organization hires
the individuals
It is great success in
delivering high
volumes of hiring for
They in overall
statistics show
poor results when

which are
outsourcing
solutions of
recruitments.
the McDonald's. hiring specialists
and people for
senior roles
(Renwick, 2018).
In-house team The in-house
recruitment teams
historically have
managed the
internal recruitment
which also
provides sourcing
through the
external sources.
There are very useful
for dealing fluctuation
of demand and
volume of applicants
(Harney and Dundon,
2020).
The increase in
transaction caused
by the in-house
team is a struggle
for the HRM as a
result they are
unable to increase
the head counts
effectively,
Multi agency PSL It is one of the
oldest method and
is often outsourcing
or the in-house
team's model which
have found ways of
delivering multi-
agency PSL or
master vend model.
As these agencies are
based on the size and
scale of the cost
criteria a larger
recruitment business
are able to be
appointed for the
superficial appearance
for delivering more
roles.
It is also very
effective for larger
number of
recruitment.
A big weakness of
this model is that it
can take multiple
approaches for
leading to
confusion and
fights over the
ownership of the
candidate.

Effectiveness of HRM practices
The effectiveness of the HRM practices are directly related to the performance of the
company. In the other words the company has an efficient communication which is considered to
be suitable for the recruitment of the processes. The effectiveness of the McDonald's HRM
influences increase in performance of the employees. The HRM of this organization maintains
effectiveness in its practices by directly supporting teamwork with the involvement of the ways
in which the teams are organized. It can be done in several ways which will help the company in
the measurement of the team performance for rewarding the team excellence and also advising
the management on the techniques and tools of facilitating teamwork for some other methods.
Application of different HRM practices
The different HRM practices are,
HRM practices Application in McDonald's
Employee retention For this organization the employee retentions is
nearly over 44%. This happens because of the lack
of opportunity for the employees (Zoe, 2017).
Employer Branding “McJobs” is the synonymous brand which is used
by this organization as low prestige which is low
benefit with no future jobs which provides services
for the retail sector particularly at fast food
restaurants.
Leadership development The leadership style of McDonald's is autocratic
and the crew member for being not involved in the
any decision-making.
Onboard of newly hired employees The on boarding time for the employees in
McDonald's is considered to vary which lasts two
to three hours.
Performance management and rewards For the management of the McDonald's employee
performance is done by the organization by
providing proper rewards and appraisals.

Recruiting The process of recruiting for McDonald's is similar
to the other process which includes interview and
application of such process sends the business.
Talent Management The talent management in this organization takes a
very strategic approach for attracting retaining and
developing the workforce.
CONCLUSION
With the help of this project the organization is able to HRM and work force planning
and their application in McDonald's is understood. This project provides an explanation of the
function of HRM in the organization. It is the assessment to the functions of HRM for providing
talent and skills in the organization. In this project different recruitment process used by
McDonald is also explained. This project helped in explaining the effectiveness and application
of the HRM practices in the McDonald's.
PROJECT 2
INTRODUCTION
HRM decision-making entails the finding of which is the most effective way of investing
in the people. It includes the determination of the utilization of money and resources which is
order to enhance the performance of the business and its employees. In this project the
analysation of the internal and external factors which affects the HRM and their decision-making
is discussed. It provides the application of the HRM practices in the work related context.
Main Body
Importance of employee relations in influencing the HRM decision-making
The employee relations is a very important factor which influences the decision-making
of the HRM of McDonald's. Following are the reasons in which they influence HRM decision-
making,
Retain Loyal Employees :
For an organization like McDonald's were the services its employees provide to the
customers is are very important for maintaining sustainability (Naeem and et.al., 2019). It is

important for the HRM to retain these employees for ensuring the productivity of the
organization. For retaining the employees the relations with them is needed to be developed so
that the employees are less likely to leave. McDonald's has developed positive relations with its
employees due to which employees are more engaged.
Fewer Workplace conflicts :
Conflicts the workplace can disturb the culture of the organization (Malik, Pereira and
Tarba, 2019). Thus, for the HRM decision-making towards a potential conflict is considered to
be very influential. In order to resist the workplace from any potential work place conflict the
HRM needs to improve the employee relations. Conflicts create issues in a peaceful working
place and is said to be one of the most beneficial and strong employee-employer relationships. A
workplace with a scene of conflict may influences the decision which the HRM is forced to
make. Conflicts in the organization reduces the productivity of the organization. This is how the
employee relations affect the decision-making of Human Resource Management.
Increased Productivity :
Strong relations with the employees is very important for an organization like
McDonald's for increasing its productivity. This is why the HRM is force do changes in its
decision-making in order to be effective in the organization. Individuals with higher productivity
generally have strong relations with organization. The Human Resource Management with the
help of strong relations can influence a culture in the organization which as a result will be
considered as high productiveness (Meacham and et.al., 2017).
In McDonald's the employees are very crucial part of the business operations. They cook
the food which is then delivered to its customers. This is why employee relations for them is very
important so that their business operations have efficiency, productivity and sustainability due to
which the HRM has to make decisions wisely.
Identification of the key elements of employment legislation and their impact on HRM decision-
making
The laws and legislations related to the employment are “the Employment rights act”,
“Equality pay act”, “Sex Discrimination Act”, “National Minimum Wage act” and the “disability
discrimination act “which among the others are needed to be confronted by the HRM in times for
decision-making. It has the potential of changing any plan or decision made by the set of HR

department. Some key elements of employment legislation which effects the decision-making are
listed as follows,
 The employment legislation suggests that all the individuals which are seeking a job
deserve to have equal opportunities presented to them. This effects the decision-making
of the HRM as it influences them to ensure that there are no discrimination in the
opportunities received by the employees (Ojo and Raman, 2019).
 The actions of the HRM is needed to be Affirmative and favouring everyone. This is why
HRM has to change its decision-making.
 HRM decision-making is affected specially for the safety of its employees, which
includes taking actions against the sexual harassment and the development of better
working environment.
 The employment legislation forces the HRM to make changes in the working time
decision-making which is considered to be very influential.
 Wages and remuneration paid are effected by the employee legislations as a result of
which HRM decision-making is effected (Silvester, Sarip and Hassan, 2019).
 It is the responsibilities of the HRM to ensure that the organization has safe working
environment for the employees to work in it is important because it is legally restricted to
have poor working environment.
 Trade unions and other union bodies also effect the decision-making of HRM as they can
effect the organizational culture and are needed to be considered for safe working
environment.
 Other legal rules and regulations which effects the society, welfare, safety and health care
of the workers are also very effective of the decision-making of the business.
Application of HRM practices
In McDonald's the following HRM practices where applied,
Planning, organizing and managing :
The HR practices of Planning, organizing and managing have been a key to the success
of the McDonald's. Planning has allowed the HRM to ensure that it can prepare its self for the
future uncertainty which might affect the work environment in the organization. With the help of
proper planning the HRM is able to understand its goals which it wants to accomplish.
Organizing as the HR practice has also allowed the HR management to place its resources

according to the business activities for ensuring safety health in the workplace. Organizing of the
employees as per the business operations have ensured the set of process and techniques which it
needs to provide for the research experiences of production and develop the HR practices.
Managing the employees for ensuring that the business can retain them is very important for the
HRM. McDonald's has been very effective in managing its restaurants.
Measuring performance :
The effectiveness of the organizational performance has been the result of the measuring
of the performance of the employee. The performance measurement in the McDonald's has been
done with the help of considering the following outcomes.
Time to hire :
The number of days between the position opening up to the candidates signing for the job
contract are considered before the measuring of the employee performance by HRM.
Cost of hiring :
The amount the company has cost for hiring of that individual effects the measurement of
the performance of HRM.
Time since last promotion :
It is considered as the time through which the employees for the measurement of their
performance on the various different scales.
Turn over :
The number of workers which leave and is rehired by the organization explains what the
given company has in planning of its company attrition rate.
Evaluation of employee relations and application of HRM practices
The relationship HR has with the employees in McDonald's is said to be very effective
towards the HR practices in the organization. The influence of the HR practices are present for
increasing the outcomes of the business. It allows the HRM to be effective and be mutually
respectful towards the strength and healthy relationship of the employers entirety and the
company benefits.
 From the understanding there are several issues which the individuals have to understand
for taking the decision as per the understanding of the organization. The HR with the help
of strong employee relations will allow them to over come issues which can be
potentially faced by them in the business operations (Zavyiboroda, 2021).

 Work becomes easier when the is being shared among the employees. HRM is a very
effective way of ensuring the sharing of the fellow professionals which can increase the
productivity of the business with responsibilities which can be divided into team
members for accomplishing the tasks which are subjected to them.
 It is said to be important for the organization for providing the employees with a happy
work environment so that the organization can retain the organizational effectiveness.
 Healthy employee relations is also very discouraging towards the conflict's management
as it allows them to provide them the success towards the maintaining positive relation
which are conflicts free.
 For the HR practices coordination of the employees are considered to be very effective
and important factor for the organization. This is because improved employee relations
help the business in understanding the influential features of management which can
provide the success to the business.
CONCLUSION
With the help of this project it can be concluded that the HR practices can be successfully
implemented by an organization only when they are able to improve the employee relations
which is said to be an effective way of management. In this project the importance of the
employee relations in influencing the decision-making of the business are discussed. This project
also highlights the effects of employment legislation on the decision-making of the HRM. With
the help of this project the application of the HR practices in McDonald's is discussed. This
project provides the successful integration of the strategies of application of the employee
relations in the organizational effectiveness.