in the(Name of the Study) for (Title of the Specialization)
Introduction
McDonald's Corporation is regarded as the top leader in the food service in addition to the fact that the company operates in more then 100 countries. Throughout all history of the development McDonald's has already received numerous prizes and awards for the efficient strategies in the human resources dimension so that the other business units may take this conduct as the proper behaviour. Moreover, McDonald's follows the strategy of the permanent growth and prosperity within the last years regardless of the fact that the company is accused of the flaws in its activity related to the elements of the food provided to the customers with the consequent risk to the life and health of the individual. Besides, the management of the company successfully address the challenges arising on the path to the prosperity with the application of the reasonable strategies. In addition, the human resources management in McDonald's is the strong department which provide the entities within the world with the opportunity to hire the candidates with the appropriate skills for the maximizing the profit for the company. At the same time, within the human resources dimension as the part of the strategy of every company, McDonald's is associated with the term «McJobs» based on which the employees of the retailer leader are featured with the low-benefit and low-pay without any further prosperity for the future. In this regard, the paper dwells on the pros and cons of the development of the company in the humanr resources management in comparison with the other business units within the world. Meanwhile, the interaction between the realization of the efficient strategies in the human resources management to the overall performance of the company is assessed in order to define the amendments which should be taken by the leadership of the giant for the achievement of the better results.
Overview of the Importance of HRM in Business Units
The development of the human resources management is highly important for every business unit in order to adopt the beneficial and reasonable decisions which have the influence over the performance of the company. In this regard the experts define that the human resources department perform the next following roles within the business unit:
Surveillance over the strategic human resources;
Control and management of the transformation of the company and the amendments to the policies;
Management of the staff of the company;
Management of the leadership of the business unit in addition to the control over the administration (Brown, 1996).
Under the first role of the human resources department, one should understand the necessity to adjust the HR strategies to the policies and objectives of the company. In this regard, the manager of the human resources department should clearly recognize the values pursued by the company in order to enter the decision-making process with the other leaders within the organization for the purpose to align the policies leading for the achievement of the beneficial results by the company in the relevant industry. With regard to the management of the transfromation processes within the company, the HRM may perform the role of the people that cause the desire of the management to change the current strategies of the company align with the changes in the business environment (McMorland, 1990). Accordingly, the management of the employees plays the crucial role in the surveillance of the activity of the company due to the fact that the HR department within the company should address the needs of the staff on the regular basis. Moreover, in this sector the HRM is imposed with the duty to establish the incentives for the employees to work at the goals of the organization with the further implementation of the policies adopted by the leadership (Gashi, 2013). Finally, the role of the HRM is important in the conduction of the control over the performance of the all department within the organization in order to launch the appropriate training sessions, hiring policies, etc. Despite the fact that some business units underestimate the role of the HRM in the business entities, this department and the stratefy adopted by the employees within it has the direct impact over the performance of the organization and its maintenance of the competition in the business sector.
HRM in McDonald's Corporation
The HRM in McDonald's Corporation plays the important role for the adding the prosperity and contribution to the realization of the strategies of the company in order to expand the influence on the organization in the global scale. Despite the fact that the main office of the organization was launched in the United States of America, today up to ¾ of the entire workforce of the company is situated outside the territory of the USA. Acconrdingly, McDonald's recognizes the importance of the human resources management due to the fact that the employees with the high skills may bring the certain contribution to the development of the company. Regardless of the fact that McDonald's realizes numerous strategies for the maintenance of the status of the leader in the food sector as the best quick service restaurant, the HRM department of the organization pursues the aim to perform the «people strategy» in order to add value to the staff. In thsi regard, the McDonald's corporation believes that it is highly important to accept the needs of the staff and adopt the measures which will develop the employees at different levels of the company in the organizational structure. Accordingly, the HRM states that the skilled employees are regarded as the competetive advantage of organization and the valuable asset based on which the organization may pursue its strategies (Gilbert, De Winne and Sels, 2015).
Given the fact that McDonald's realizes the «people business» strategy, the employment activity of the company is based on the following principles:
Treat the staff in the equal manner without any feature of the discriminatory behaviour linked to the race, nationality, sex, marital status, etc.;
Provide the entire staff of the company in the world with the appropriate training, promotion opportunities according to the skills and performance of every employee;
Ensure the existence of the challenging and rewarding work for the staff of the organization;
In this regard, it is necessary to highlight that the employees are the valuable assets for the company. The management of the corporation believes that the attraction of the customers to the goods of the company is proportionally dependent over the ability of the employees to meet the expectations of the consumers. In order to guarantee that the company hires the most appropriate staff for the different positions, the HRM department has the job description with the characteristics of all rights and obligations, duties which will have to be performed by the particular person within the structure of the organization. According to the recruitment policy of the organization, the every restaurand launched in the different location is imposed with the obligation to pursue the strategy of hiring the persons for the hourly-paid positions. If the restaurant needs to hire the particular person, the manager of this entity launches the advertisement campaigns based on which the benefits of the position are pomoted for the customers coming to this restaurant. This direction of the activity is confirmed to have the beneficial results due to the fact that the management tries to hire only the people living in the area of the launch of the restaurant. Meanwhile, the average age of more than half of the employees in the company is 20 or below this level, while the enrollment in the work in McDonald's may be the first experience for the perspective employee (Royle, 2002). In this regard, the company does not disregard the provision of the carreer opportunities for the youth people as it is believed that the performance of these employees will be better in comparison with the other colleagues having the experience of the work. In addition, there is a deliberate interview guide which is used by the representatives of the human resources management department for the evaluation of the past experience of the perspective employee and its impact over the future performance of the person. In this regard, the HRM tries to predict the behaviour of the employees (Allan, Bamber and Timo, 2006).
Besides, it should be stated that the role of the HRM in McDonald's lies in the facilitation of the high level of the performance culture due to the permanent support of the staff of the company covering the high skills employees. In this respect, the main elements of the focus of the HRM departments are devoted to the following:
Restaurants development
Experience of the staff
Talent development
Provision of the rewards
Elaboration of the employment image (O'Donnell, 2004).
Furthermore, the HRM department in McDonald's follows the corporate social responsibility by provision several opportunities for the people of different nations regardless of the welfare of the region and the age of the employees. Under this statement, one should understand that McDonald's maintains several training programs focused on the development of the skills of the people of different categories. For example, first dimension is focused at the management of the diversity and the labor shortages, based on which the company has introduced the existence of McJobs for the disabled people starting from 16 up to 60 years old. Moreover, there is a separate program titled as McMasters under which the person at the age of more than 55 years old may get the special training and recruitment (Treiber, 2013).
At the same time, the McDonald's tries to adjust to the cultural features of the particular location. In particular, in Brazil the manager of the company may invite the relatives of the employee in order to present the job of the person (Lindsay, 2005). Besides, the standards and values of the company have the unique and international dimension. For example, in 2009 the company launched the program based on such important values as the people and culture, variety and flexibility, development and opportunity (Noppeney, Endrissat and Karreman, 2014).
Based on this program, the employees are taught to support each other and create the friendly environment in the company. Meanwhile, twice per year every employee of the company should pass through the performance evaluation conducted by the managers of the HRM with the representatives of the administrative positions in order to define the flaws in the activity of the individual and remove them upon the passing of special education suitable for this individual (Royle, 1999). Besides the fact that during the performance evaluation the skills of the individual are assessed, the managers request from the person to respond the questions about the acitivity of the company in general and the satisfaction with the working conditions. By virtue of this interview, the managers of the company adjust the strategic policies accordingly. Given the fact that the skills of the employees are highly appreciated by the management of the company, it maintains the activity of the personal "Hamburger University" where the staff is taught with the standards of the food delivered for the consumers (Gamble, 2006).
The overview of the human resources management of the company confirms on the efficiency of the strategy followed by the company. Regardless of the wide range of the restaurants within the world, the food giant has developed the deep interaction between the McDonald's and the local societies where the restaurants are launched for the maintenance of the cultural diversity and meet the needs of the clients. Finally, it should be said that the McDonald's recognizes the necessity to favour the activity and the contribution of the staff to the performance of the company what is confirmed by the existence of the training sessions and the rewarding programmes within the company. Therefore, the example of the appreciation of the role of the human recources management in McDonald's should serve the example for the rest of the business units in order to develop this sphere for the achievement of the goals necessary for the development of the sustainable environment.
Recruitment and Selection
Knowledge Management and Global R&D
Despite the major pillars of the activity of the human resources management department, the important focus is devoted to the improvement of the education of the employees within the company. For example, the company evaluates the skills of the workers on the regular basis within the year in order to define what skills should be improved. At the same time, the management of the corporation seeks for the opportunities by virtue of which the staff may be completely aware of all stages of the production process of the company. For these purposes, the corporation launched the Hamburger Universtiry where the staff is able to get familiar with the quality of the products produced by McDonald's and their nutrition impact over the health of the individual.
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