• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Human resources at McDonald's

Extracts from this document...

Introduction

Human resources at McDonald's It is often said that a business is only good as its staff - that without good staff the business is less likely to be successful. Human Resources Management is concerned with getting the best from staff and achieving an efficient and effective workforce - and concerned with ways of doing this. Human resources management covers the personal development and motivation of performance of individuals teams whole selection and department. It looks at how managers and supervisors can support staff to get the best out of them. It deals with day-to-day management issues as listed above. I have selected McDonald's as a large organisation to carry out my research to identify the factors that effect how McDonald's plans it's human resources on a short-term and a long-term basis, and how McDonald's operates it's recruitment and selection of staff procedures. McDonald's began in the USA in the USA in 1995 with one restaurant. McDonald's is now the largest and fastest growing Quick Service restaurant in the world. From New York to Newcastle the Golden Arches have become a universal symbol for McDonald's. McDonalds opened its first store in the UK on 1974 in Woolwich, London and by the year 2000, it started to operate over 1000 restaurants. The human resource management of McDonald's covers a variety of activities. The term 'human resource management' has largely replaced the old-fashioned word 'personnel', which was used in the past. Human resources management within McDonald's The key to human resources management is that it is seen as a strategic concern for McDonald's. Rather than being simply a specialised function (as a personnel management used to be), it is a concern for all managers. Managers across McDonald's are being given responsibilities for selecting, motivating, developing and evaluating employees. All managers are therefore taking on human resource responsibilities. Employees are the most important resources in McDonald's, particularly in creating a competitive edge. ...read more.

Middle

The human resources planner also wants to make sure that skill levels are rising within McDonald's, and that training programmes are devised to make sure people have the skills to meet McDonald's job requirements. It is more useful for McDonald's to have a workforce that contains a good spread of age bands. More mature employees tend to have a strong sense of loyalty to McDonald's but may cause a problem if they all retire at the same time. Succession planning This is an important aspect of human resource planning and there are several reasons for it in the development outline of McDonald's. First, there is the issue of continuity of performance from the department as well as McDonald's itself. Any reduction in performance of key staff will affect the quality of service produced and, ultimately, the reputation of McDonald's will suffer. Once damaged in this way, it is difficult to recoup customer loyalty and so attention is paid to this part of the operation. Secondly, if McDonald's suddenly loses several key staff (resignation, retirement, or death), it would cause considerable damage to the internal functions of the particular department. Thirdly, when authorised absences from work are been taken (holiday) McDonald's makes sure that they have someone in place. McDonald's has assistant managers to step into the store mangers role when he is away to fulfil the duties his/her duties. Recruitment and selection The purpose of recruitment is to buy in and retain the best available human resources to meet McDonald's needs. It is therefore important to be clear about: What McDonald's entails What qualities are required to do the job What incentives are required to attract and motivate the right employee? Selection involves procedures to identify the most appropriate candidate to fill each post. An effective procedure will therefore take into consideration the following: Keeping the cost of selection down Making sure that required skills and qualities have been specified and developing a process for identifying them in candidates Making sure that the candidate selected will want the job, and will stay with McDonald's. ...read more.

Conclusion

If they are promoted, and their current rate of pay is above the minimum rate for their new position they will be awarded a promotional increase, which will be based on their last performance rating. What opportunities are their for the employees within McDonald's? Many of our finest managers and senior company personnel have been promoted from within our restaurants. We also have a Junior Business Management Programme and a Trainee Management Programme. What is the Junior Business Management Programme? The Junior Business Management Programme is open to anyone aged 18/19 years of age, educated to 'A' level or equivalent standard and wishing to continue a career in McDonald's. The Junior Business Management programme has been designed to give complete training in the basic management functions of McDonald's restaurant, whilst also pursuing a specific course of further education. What is the Trainee Management Programme? Whether an employee has joined McDonald's on a part time basis to help finance their education, or commenced work with us whilst deciding career path to take, we may have opportunities for them. McDonald's employees have a wealth of talent and it is our aim promote this potential. Approximately 50% of our salaried management are promoted from within McDonald's. Many of these employees have already experienced the benefits of working for us and have the skills and attributes required by McDonald's today. With this in mind we are constantly looking to identify restaurant employees who show the required competencies. It does not matter whether they have worked for us for a day or a decade. The types of work covered by human resource management in McDonald's are as follows: A policy-making role - establishing major policies that cover the( place and importance of people in McDonald's. A welfare role, concerned( with looking after people at McDonald's and their needs. A supporting( role, concerned with helping other managers to develop their work. A( bargaining and negotiating role, concerned with acting as an intermediary between different groups and interests An administrative role, concerned( with the payment of wages the supervision implementation of health and safety laws, etc. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    McDonald's. What are the Management functions at McDonald's?

    5 star(s)

    The staffs at McDonalds in the administrative department are concerned about information handling- the creation, storage, retrieval and transmission of documents, receipts, safe storage and monitoring all of the documents received by McDonald's. Making arrangements- from booking parking spaces for visitors to organising a foreign trip for a senior manager, from preparing a small meeting to organise a large conference.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Contains If you have an intolerance to certain ingredients this will help you quickly identify which foods to avoid, by showing when a product includes allergens such as cow's milk, wheat, eggs, fish, shellfish, sesame products, nuts, gluten, soya. It will also mention the presence of phenylalanine and salt substitutes such as potassium chloride.

  1. Classify the business according to its ownership - McDonalds

    Research and development: The purpose of R & D is to enable business to compete successfully and achieve permanently sustainable competition over its competitors by becoming more efficient and/or profitable and giving customers' added value. To achieve this McDonald's always and will continue to develop new products that satisfy customer's expectations for great taste and great value.

  2. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    There are a few exceptions to the Act including: * Ethnic restaurants can specify they want people of a particular race to work as waiters/waitresses to make the restaurant look more authentic * Social work departments can specify they want to appoint staff of a particular race when they have

  1. The purpose of the coursework is to produce an analytical report on how a ...

    Theory Y presents employees as self-disciplined, work appreciative people who crave responsibility and creative fulfillment. McGregor's Theory Y is significant because it suggests that given the right conditions and management style employees can be motivated to work efficiently and productively.

  2. Human Resources Assignment - Sainsburys.

    Each method of application will be checked against these. The judging should be based only upon the written application whether the applicant is known to the organisation or not. Testing Some form of test is now given to a candidate along with their application and interview.

  1. The recruitment process has eight different stages. - Human resources

    Training offered: Yes. Salary: 28 000 per annum. Contacts: Devshi Chotani (0161 833 9692) Departmental responsibilities: To work as an assistant for the qualified accountant. To improve skills during work. To double-check everything the accountant does. This job description needs to be eye-catching and needs a more formal look.

  2. This coursework is about the customer service at Argos. It covers the following:Responsibility of ...

    It is not always an effective way of monitoring the customer service as each personnel has its own duties and might be too occupied trying to watch others. * Staff appraisals: this is not one of the best ways of monitoring customer service programme, as it does not bear the customer needs in mind.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work