Human Resource Management of McDonalds
Introduction
McDonald is a
multinational company works basically with fast food as a retailer. They run
their business almost all part of the world basically in Europe and Asia. All
of the larger organizations like Walmart, McDonald follows some specific
strategy to manage their human resources in their organization. These
strategies include models, principles and so on. One of the popular model
applied by the organization is Guests model. Organizations also use some other
model to control their HR and IR practices like Storey’s model to identify the
types of flexibility, use of flexible practices and so on. Organizations like
McDonald follows some special approaches to make their employee more satisfied
in their workplace. Well known of these are equal opportunity and managing
diversity. The company also tries to reduce discriminatory issues over their
organizations because they are multinational company and they have employee from
various country, region and color. So organizations are follow this to maximize
their productivity.
Task
1
1.1 Explain Guest’s model of HRM
There are six basic
dimensions of Guest’s models of HR and companies like McDonald follows these
dimension to manage their HR function. This model is established and developed
by David Guest. Six dimensions of Guest’s model are as follows:
From
these six dimensions one is financial outcomes which refer to profit gathered
by the organization by a project which largely depended on performance of the
employee, innovation, improved quality, negative turn over. McDonald always
tries to get maximum financial outcome from their system. The second outcome of
the model is behavioral which includes motivation, cooperation, and better
correlation within organization and their employee which make McDonald more
productive. Then McDonald needs to apply perfect use of HR practices through
the hire of right people to the right position as like McDonald prefer their
recruiting notice by finding out what post is empty or less productive.
McDonald also follows soft and hard approaches to achieve their goal more
easily they run their business more than 119 countries so it is difficult to
maintain all of them at a time.
1.2 Compare
the differences between Storey’s definitions of HRM, personnel and IR practices
There are several models of HRM, personnel and IR
practices and among them companies like McDonald mostly followed the model of
Storey which is established and developed by Storey in 1992. Most of the
companies called this theory a model of the shift to the human resource
management.
Differences
between Storey’s definition of HRM, personnel and IR practices are as follows:
Subject of comparison
|
Personnel and IR
|
HRM
|
Management Task
|
Managers complete the task through
monitoring
|
Complete through nurturing the employee
|
Decision making process
|
The process of decision making is slow
|
The process of decision making
comparatively fast
|
Contract
|
It has written contract
|
It has no written contract
|
Managerial action
|
Managers maintain a procedure to run the
business.
|
Managers follow the procedure at the
time of business needed.
|
Behavioral action
|
Organization follows Values, customs and
practices
|
Organization follows Values or mission
|
Role
|
Management follows transactional role
|
Management follows transformation role
|
Relationship status
|
Dependent on labor management
|
Basis on the customer management
|
These are the basic differences between Storye’s
HRM, personnel and IR practices. McDonald follows IR practice to establish
greater relation with their customer to make their decision more effective.
1.3 The
implications for line managers and employees of developing a strategic approach
to HRM
On the basis of purpose there are many
suggestion for line managers and employees to complete their tasks. There are
also many advice for managers to how they can use this approach successfully.
There are different needs of an organization and they meet this on the form of
their ability and dependent on superior performance. Delery and Doty scholar of
HRM and they identified three perspectives of HRM in 1996 which are given
below:
Universal
perspective
In an organization management implies
several practices of HRM. They follows popular one as well as no popular. They
follows universal one and also use less important one. McDonald should follow
universal one to reduce complexity in the future.
Contingency
Perspective
The use of different model is only for the
needs of the organization so McDonald should follow only this kind of models
which are related with other aspects of the company.
Configurationally
perspective
It is cover over all operations an organization
does. It also called holistic model of HR. McDonald should select a model which
can capture all of their operation within one frame. It is used if the
organization wants to run its all activities in a frame.
Task
2
2.1 Review and explanation a model of flexibility
The model of flexibility
refers to employee and employer will do a work whenever they want and whereas
they want. It means an employee is able to do his job any time of the day as
morning shift or evening shift and anywhere that is if they wants to do the job
at their home the company will allow to do so if they want to done their job
even in moving the organization will not interfere in this.
Capacity of producing product
is very much essential element for any organization. It indicates that how
smoothly an organization run their business. McDonald is capable to maintain
their all of production activities to run their business. As like all other
company McDonald also strictly maintain their internal information secure from
third party to keep their information more effective. McDonald sometime trying
to sale a product to the customer at a discounted rate in order to make the
product available to their customer.
2.2 Types of
flexibility
There are several types
of flexibility a company use for their strategy. These flexibility may be
functional, financial, numerical and locational. McDonald use flexibility
strategy to combine their liability and resource at a frame. Several types of
flexibility given below:
Functional
flexibility
It refers and indicates
that an employee will do his job as smooth as they can. McDonald uses this
policy to get extra benefit from their employee. They seek from their employee
that they will done their job as quickest as they can.
Financial
flexibility
It is the ability of a
company to an unexpected accident. McDonald has a fund for this. There are
several accident can be occur in an organization so organization make a fund to
handle this type of occurrence.
Numerical
flexibility
A company measures their
employee performance in several way. If they do it comparing number of employee
and their work then it will numerical flexibility. McDonald does this.
Location
flexibility
It permits an employee to
do his job anywhere or any place based on the office or outlet of the company. McDonalds
employee can do their job anywhere of America because they have several office
in America.
2.3 Assess the
use of flexible working practices from both the employee and the employer
perspective
Flexible
working practices not only used for employee or employer but this strategy is
used for both side. It means an employee can share his job with another can
done extra job in a week to get extra vacation in another, can done their job
at anywhere like home and even in moving. From employer side McDonald follows:
§ Both national and global competitiveness strategy.
§ Use of new technology.
§ Change in labor demand and supply
§ Handling government rules and regulation.
§ Get an overall cost leadership.
§ Elimination of labor absence.
§ Elimination of production time.
From
employee perspective McDonald follows:
§ Ability to work in the outside by the employee
Satisfy their employee by motivating them perfectly
§ Try to refresh the employee to reduce their
tiredness.
§ Try to apply financial oriented motivation.
McDonald
faces several factors to maintaining these strategy. If employees do their job
in home they pay less attention. When they do a job outside of the office it is
found there are several errors in their task.
2.4 Discuss the impact that changes in the labor market have had on
flexible working practices
There
are several reasons behind the changing of labor market. These changes are
taking place through affecting by several factors. These factors are
illustrated below:
Population
Increasing
population all over the world is one of the greatest fact for changing labor
market. When population increase the price of commodities also increase that’s
why they seek for more salary. This situation creates change in labor market.
Education
Education
makes a man concern about his rights so that the labors seek extra benefit from
the organization such as extra vacation, extra salary on overtime, medical care
and so on. McDonald makes their employee benefited all this aspects.
Increasing expenditure
The
price of daily commodities have been increasing day by day that’s why employees
seek extra salary from the organization in this situation McDonald make their
employee satisfy by motivating them financially.
Society
There
have a great impact of society on the organization all over the world. An
employee primarily gets aware of their needs and wants from their society. So
McDonald should concern about what society culture they want to serve.
Task 3
3.1 Explain the forms of discrimination that can take place in the
workplace
Discrimination
is one of the greatest problem within an organization. It happens because of
people discriminate among them on the basis of race, region, religion, color,
sex, national origin and so on. This discrimination can be divided into basic
four types such as:
Direct discrimination
It
refers to when one person treated less favorably by the organization on the
basis of his gender, color, national origin and so on. McDonald should strictly
forbade this action on their organization to get better output from their
employee.
Indirect discrimination
It
seems to be there have no direct discrimination in the organization but there
remain some indirect discrimination such as the person who has societal status
will treat better. McDonald should concentrate on this.
Abuse/Harassment
There
are several workers in an organization such as lesbian, older, ethnic minority
and if the organization looks them less than others then this discrimination
occurs.
Racist incident
Some
of the employees of McDonald may be get victim by the other employee and in
this situation if he doesn’t take any initiative then other person will also do
so.
3.2 Discuss the practical implications of equal opportunities
legislation for an organization
Organization
and some of the labor association with scholars established various law to
protect employee rights and regulation. From these some of the popular laws are
given below:
Ø Sex and discrimination act 1975: developed
basically for preventing discrimination happens for sex and gender.
Ø Race relations act 1976: Developed for reduce
discrimination raise for race, color and nationality.
Ø Disability discrimination act 1995: established to
protect the rights of disable people.
Ø Equal pay act 1970: established for paying equal
right to both male and female, young and old.
Ø Employment equality act: established for paying
equal attention to all employee.
Ø Human rights act 1998: established to prohibit
forced labor and slavery.
Ø Employment equality regulation 2003: established for
the same culture employee
McDonald
has to follow these roles and regulations to make their working environment
more beneficial and get their expected output. They should also concentrate on
providing their employee all of their rights. Also they should prevent
discrimination to make their work place healthier.
3.3 Compare the approaches to managing equal opportunities and managing
diversity
Equals
opportunity indicates provide of an organizations facilities equally to all
their employee such as black and white, younger and older, male and female and
employee of all religion and region. Equal opportunity facilitate the same
facility which a man can get will also get by female. McDonald establishes
protection against discrimination in their organization to facilitate all of
the employee equally. It is not only necessary to a company’s discipline but
also needed to achieve a company’s desired outcome. McDonald developed their EO
policy to develop their employee’s mental satisfaction which can ensure them
larger amount of profit.
On
the other hand managing diversity is managing continuous workplace change. It
is a way to adjust a company’s policy to its continuous change. McDonald should
adjust their salary to match with the continuous labor change environment. They
should meet with their employee needs to satisfy them or when it is not
possible then try to satisfy them by discussion. They should establish several
flexible work practice to make their employee more productive and can attain
their desired goals.
Task
4
4.1 Compare different methods of performance management
Larger
organization all over the world always compares their employee’s performance
with their established standard. These companies set a standard when they start
a project. Then after a period of time they compare their employee performance
with the established standard to get a view about their progress. If the
performance matches with the standard then they try to keep it up and if not
they establish some correction to reduce their mistakes. McDonald measure there
employee performance through to way. Which are:
Past oriented
This
model of performance measure applies to find out an employee’s past experience,
ability done a task and concentration on it. McDonald uses this model to find
out their employees past experience and on the basis of it they can find out their
employees ability handle a task. McDonald uses numerous rating scale to find
their employee performance, they also uses a series of question to find out
their employee performance.
Future oriented
Future
oriented performance can find out by the ability of an employee performance
such as what time period was taken to done his previous task. McDonald uses
management by objective, psychological appraisal, 360-degree feedback to find
out their employees performance.
4.2 Assess
the approaches to the practice of managing employee welfare in a selected
organization
All
of the organization over the world establishes some specific principles to
maintain their employee welfare to make them more productive. It provides the
employee mental satisfaction to do any job. It includes workplace security,
availability of ante fire equipment and so on.
Family and personal safety
It
includes permanent salary flow, security of the job, and work place security
like healthy workplace, adequate of ante fire equipment and so on. McDonald
should provide these security to their employee as well as make them sure that
their job is permanent.
Development and training
To
get better outcome from an employee it needs to train them perfect. Because a
train person can done more than 30% over than a normal one. So to get better
outcome McDonald should train their employee.
Income protection
The
primary purpose to a man to do a job is to income and if he feels risk about
his income then he will not provide his better performance. So in order to get
better outcome McDonald should make their employee sure that their income is
secure.
4.3 Discuss the implications of health and safety legislation on human
resources practices
Employee’s
works in an organization seeks security and health protection to the
organization and if they got so they remain liable to the organization and
provide better performance. And if they not get it there working performance
and motivation start to decline.
Health
and safety legislation includes keep a workplace more healthy that is establish
no smoking zone, providing adequate fire restrict equipment, emergency medical
support service, pure drinking water and hygienic food supply and so on.
Safety
legislation basically seeks security in the workplace such as security of the
personal data, personal equipment like mobile phone and so on. Employee
provides some personal data while joining an organization. Organization should
protect them and should provide them when the employee resigns from the
organization.
McDonald
provides their employee better health and safety issue in order to get them
more liable. It adds some extra cost to the company but by this they can also
get extra profit through the better outcome of the employee.
4.4 Evaluate the impact of one topical issue on human resources
practices
The
process by which a company seeks for employee, select them, train, motivate and
develop them to achieve organizations desired outcome is human resource
management. There are several topical issues in human resource management such
as identify where recruit for employee, seek for employee and then finally
select the best one by interviewing them. In this situation an organization
faces two problems. One is under supply of labor and another is over supply.
An
organization faces the problem of under supply of labor when the supply of
labor is lower than the company seeks. Suppose McDonald seeks for 100 employee
and their HR provide those 70. In this situation McDonald matches their regular
employee with their part time employee.
Another
situation is over supply of the employee. If McDonald seeks 100 employee and
their HR supplied those 120 then this situation occurs. In this situation
McDonald lay out their new extra employees to adjust the vacancy.
Conclusion
As
a fast food producer company there are several employee works in McDonald. They
are from several region, country and race. Also they are several color, and
gender. So McDonald should concentrate on their employee so that they cannot
create discrimination among them. As Fast Food Company basically works with
fire so McDonald should provide adequate fire restrict equipment to save their
employee. They should also establish a smoke free workplace and emergency care
in their work place. McDonald should establish equal opportunity among their
organization so that no one can get extra benefit and no one less. They should
also establish some specific act to protect their minor and disable employee.
They also need to provide their employee security on their workplace. Flexible
work schedule should be establish to make their employee more productive.
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