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

McDonald's Human Resource Practice

Extracts from this document...

Introduction

Human Resource Management 2bem0210 Assignment1 McDonald's Human Resource Practice Table of Contents Page 1.0 SUMMARY 3 2.0 INTRODUCTION 3 3.0 METHODOLOGY 4 4.0 SUMMARY OF THE PAPER 4 5.0 INTERPRETATION OF THE DATA 5.1 STUDENT'S 'T' TEST ANALYSIS 5.2 CHI-SQUARE DIFFERENCES 6.0 THE LIMITATION OF THE PAPER 6.1 SAMLL SAMPLE SIZE 6.2 CORRELATION ANALYSIS 6.3 QUALITATIVE METHODS DETERMINING 7.0 CONCLUSIONS 8.0 BIBLIOGRAPHY 1.0 SUMMARY Tyson argued, "Human resource strategy is intentions of the corporation both explicit and covert, toward the management of its employees, expressed through philosophies, policies and practices." As a functional strategy, the formulation of Human resource strategy is interactive with the formulation of business strategy. Moreover, in most cases, the Human resource strategy and practice is used to fit with the demands of business strategy, and help companies shape their future business strategies to some extent. In this report, McDonald's corporation, which is the largest fast-food chain in the world, is analysed. Its corporate, business strategy and human resource management practice are explored. The author attempts to assess of the degree to which its human resource management practice enables the business's strategy to be achieved, through analysing the training and reward and recognition program applied in company. Finally, recommendations dealt with its human resource management practice are given. 2.0 INTRODUCTION As was mentioned, McDonald's is the largest fast-food chain in the world. ...read more.

Middle

First of all, on-the-job training is given to the restaurant crewmembers to coach in skills and procedures essential. Secondly, classroom courses training are provided for the outstanding restaurant employees for advancement. Thirdly, operations and business management training is provided by Hamburger University for the restaurant managers, franchisees, mid-level managers, and corporate executives. Finally, a training system is brought to the crew members and managers to interact their learning experiences. Careers: Every new employee begins as a trainee on cooking French fries, which is the easiest of jobs in McDonald's restaurants. Once that employee can master this station, s/he is moved to the next designated station. Moreover, for the initiative employees, McDonald's offers opportunities for their quick advancement. The whole career path is consecutive "There are four levels of salaried restaurant management career opportunities at McDonald's- Manager Trainee/ Second Assistant Manager level, First Assistant Manager level, Restaurant Manager level, and Consultant level." Benefits: "One of the increasing concerns of McDonald's is its growing, increasingly diverse workforce and matching and effectively communicating the benefits to all segments of that workforce." (William et al. 1996) The benefits of the employees in McDonald's are organized into four categories: health and insurance benefits, compensation, reward and recognition programs, savings, investment and financial management programs, work/life benefits. In order to the following analysis, the reward and recognition program is listed only. ...read more.

Conclusion

Simultaneity, customer satisfaction would be the most important business strategy highlighted. However, the change of its human resource management practice is laggard. Therefore, quickening this change is more likely important and urgent. However, change is difficult. Mullins mentioned that " as to organisational resistance, there are five factors resistance to change: organisation culture, maintaining stability, investment in resources, past contracts or agreements, and threats to power or influence."(Wang Yong 2003 Handout Week 7) John Storey argued that "training and development should be regarded as central to anything that can sensibly be termed HRM"(John Storey 2001). The operations and business management training, which provided to the restaurant managers, franchisees, mid-level managers, and corporate executives, it more likely tends to act as a 'catch-all' banner. All these kinds of managers enter into this training without selection. It is possible to affect the function of its motivation. 9.0 Conclusions 1. The present corporate strategy and business strategy of the McDonald's company are more likely defensive strategy and cost leadership strategy, respectively. Moreover, it is foreseen that these strategies will be implemented for a long term in the McDonald's corporation. 2. In the training and reward and recognition program, some policies and activities completely fit with customer satisfaction strategy. Some training were not designed wholly to fit with customer satisfaction strategy. However, they can be used as vehicle of conveying and implementing this business strategy. 3. It is difficult that human resource fit with the business strategy, because of the changeability of environment. Moreover, the human resource of change is difficult and slow. 10. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Management Studies 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 University Degree Management Studies essays

  1. Mc Donalds Strategy formulation

    and arrange delivery in to their restaurants. McDonald's logistics includes; the procurement and shipment of raw materials in to suppliers, the procurement and shipment of finished goods between the suppliers and the distribution centres, together with the warehousing at each distribution centre, the ordering and the delivery to restaurants of all food, packaging and operating supplies.

  2. Implementation of a Global Strategy For Diversity at Bestfoods

    and what they do (their behavior). By changing the corporate culture, women and minorities should change the perception of advancement opportunities within the company, which will create more commitment from employees, as well as attract outsiders to Bestfoods. Also, by creating a more "up-to-date" corporate culture, the company should find

  1. General Management - organisation, leadership and theories.

    professional ethics of managers: prompt delivery and respect for customers, consideration for workers and employees, obedience for inner rules and law, promotion of loyal relationship, developing the team spirit, increased "transparence'; * rules of morals of the companies - hierarchies based on acknowledged competence, fair pay of the employees, adequate

  2. CUSTOMER SATISFACTION IN AUTOMOBILE INDUSTRY Investigate the impacts of product quality, service quality and ...

    Majority of the managers have similar views on how to satisfy the customers, as they mainly focus on the product and service delivered. They also bear in mind the ways of how their products and services can improve to meet customer's expectation in order to satisfy their customers.

  1. Evaluating the different sources of business finance.

    * The hire purchase agreement allows a consumer to purchase the goods when they are not in a position to pay in cash. * The rate of acceptance on hire purchase agreements is higher than other forms of unsecured borrowing because the lenders have collateral.

  2. Business strategy

    In addition, 92% of population uses mobile phone; hence, the demand for telecommunication is high. This is the favorable condition for Nokia's business. Prime Minister's Office, Finland, (2008) claim that "Finland is a leading information society in terms of the utilization of high technology products and communications technology".

  1. BUSINESS PLAN FOR ESTABLISHMENT OF

    Our 3-year marketing budget (EUR 14.000) is set on percentage-of-sales method and is allocated for advertising and promotions as to establish strong brand awareness and to attract clients. The main expenditures are allotted in the opening months. Figure 13 Marketing budget by category The advertising campaign covers various BTL and ATL channels of communication.

  2. A report on the best practice of organisational change.

    McCalmans' "TROPICS" test, and the actual process used and the consequent results. The conclusion of the report will highlight whether the management of change is a practical concept that is applicable in today's rapidly changing, global and extremely turbulent business environment. 3. A definition of change and its historical context.

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