McDonald's International Human Resources Management

McDonald's International Human Resources Management

Table of Content

INTRODUCTION5

ANALYSIS5

McDonald's Restaurant Ltd6

McDonald's Human resource Strategies7

Best practice model8

MCDONALDS HR PRACTICES AND BEST PRACTICE HRM MODEL8

?Employment security8

?Selective hiring8

?Self managed teams9

?High compensation9

?Training9

?Sharing information10

BEST-FIT (CONTINGENCY) MODELS10

BUSINESS LIFE CYCLE MODEL10

STRATEGY/STRUCTURE CONFIGURATION11

?Resources11

?Learning development11

?Employee relation12

?Reward system12

HUMAN RESOURCE FUNCTION12

HUMAN RESOURCE ACTIVITIES13

?PERFORMANCE MANAGEMENT14

?Performance review14

?Observation checklist15

Motivation and Reward16

?Intrinsic motivation16

?Extrinsic motivation16

?GAP buster Bonus17

?Free life insurance after 3 years17

?Employee discount card17

?Free break-meal to employee17

?Free vehicle to shop manager18

?Customer Satisfaction Review (CSR)18

HUMAN RESOURCE DEVELOPMENT18

?Education18

?Learning19

?Development19

?Training19

CONCLUSION20

RECOMMENDATION21

REFERENCES23

BIBLIOGRAPHY25

McDonald's International Human Resources Management

Introduction

The course work starts with the introduction of human resource management. The assignment will try to focus on the concept of human resource management strategies and human resource activities of McDonald's restaurant ltd, the organization where I am working. The objective of this allotment is to pertaining the models of HR schemes with McDonalds and summarising HR undertakings like performance management, motivation and pays and HR planning. For the purpose of HRM strategies I am applying the best practice and best-fit model with McDonalds. Furthermore, it explains the human resource activities of McDonald's restaurant ltd and ending with an appropriate conclusions and recommendations that can improve the HRM strategy, HR activities and the role of the HR function within McDonald's restaurant Ltd in order to achieve increased organisational performance.

According to Armstrong M, (2003) human asset management is a strategic and logical approach to the administration of an organisation's most treasured assets: the people employed there who individually and collectively assist to the achievements of its target with the large efficiency. The aim of HRM is to help the organisation to achieve success with the help of people (Armstrong M, 2003). HRM scheme is an approach for making conclusions on the designs of the organisation. These plans are worried with the worker relationship and its recruitment, teaching development, presentation management, rewards and worker strategies. The rudimentary undertakings pursued by HRM are that of providing services to internal customers. These include central administration group leader, line managers and employees. The services covering all the facets of HRM like human asset designing, recruitment and selection, worker development, worker pays health and safety administration, employee relatives and welfare.

Analysis

Throughout the 1990s, there has been a good deal of argument about the dissimilarities between developed Relations/Personnel Management (IR/PM) and HRM as characteristic advances to the administration of people (Storey, 1992, pp 45-180). It is often argued that HRM began as a US concept (Beaumont, 1992, pp.20-37) with its emphasis on individual (as opposed to collective) management of people and the application of human Resource methods intended to win employee commitment to organisational goals (McGunnigle and Jameson, 2000, pp 45-180).

Human Resource administration (HRM) is of strategic significance to all administrations. HRM do not only create competitive advantage for the organisation but is the force underpinning organisation's success. No wonder, the way HRM practices and policies take shape also affects the employee's experiences of work and the employment relationship. Within the mainstream HRM publications, there is a long tradition of study contending that in order to make an optimal assistance to ...