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Human resource is the set of individuals who make up the employees in an organization. It is very important to have human resource in a company, without the help of human resource the business will not grow successfully. Every company has a human resource department, so does McDonald’s. The objective of human resource department in McDonald’s is “to satisfy the internal customers because they are the window to the external customers.” The activities that are held in the HR department are recruitment and selection, training and development, performance appraisal, employee benefits, incentives, medical cover, welfare amenities and health and safety. A restaurant’s manager need to displays managerial and leadership quality, a restaurant’s manager …show more content…
Aside from directly managing staff, which usually around 75 employees per store, McDonald’s Restaurant managers are responsible in controlling profitability, optimising restaurant management and overseeing sales, human resources and team management in their respective stores. The first activity in human resource department is recruitment and selection. The people at McDonald’s are the most important factor. Therefore, the core values of McDonald’s are they seek only those people who can think, feel, express themselves, learn, teach and grow. To achieve the strategy of happy and peaceful customers, the workers must have feeling and can express the feeling of happiness and peacefulness to the customers in McDonald’s. Thus, their growth is the company’s growth. There is in-house training to fresh people relatively inexperienced people in McDonald’s. To achieve strategy number two which is extra training, this can helps when hiring workers who does not have previous working experience will also helps them greatly in adjusting to the distinct culture of the …show more content…
There are 3 types of training and development, the first one is on the job training. Every employee from different kind of restaurants will receive on-the-job training and coaching in skills and basic steps to their work. The second type of training is classroom training. For an example, there is classroom courses, developed and led by training experts, prepare excellent restaurants employees for advancement. The last type of training is computer-based training. In this world full of technology, we need to know how to use a computer. A new computer-based training system is bringing responsive learning experiences to crew members and managers right in the restaurants. Performance appraisal process is also the same as a performance review it is a method by which the job performance of an employee is judged. This process is held twice in a year where each employee is judged in order to know the performance of an employee. The international McDonald’s standards, the assessing of the employees’ actual performance relative to these standards and to provide feedback to the employees these are involves in the appraisal process in McDonald’s includes PA forms for every particular
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
In order to understand McDonald's structure and culture and why they continue to be the world's largest restaurant chain we conducted a SWOT analysis that allowed us to consider every dimension involved in the business level and corporate level strategies.
Employees also learn how to train and supervise others. For the first time employed, McDonald's is an important "mentor', teaching the interpersonal and organisational skills necessary for functioning effectively on any job. McDonald's business demands teamwork, discipline and responsibility; McDonald's experience results in enhanced communications skills as well as greater self-confidence; and McDonald's stresses "customer care", and attitude which industry experts recognise as an essential ingredient for business success. Management Development Conducted at regional offices and corporate training centres across the country, McDonald's Management Development Program (MDP) continues to develop the potential leaders which the Crew Training Programme has nurtured. This is followed by a series of training courses designed to back up
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives.
McDonald's Corporation is the largest fast-food operator in the World and was originally formed in 1955 after Ray Kroc pitched the idea of opening up several restaurants based on the original owned by Dick and Mac McDonald. McDonald's went public in 1965 and introduced its flagship product, the Big Mac, in 1968. Today, McDonald's operates more than 30,000 restaurants in over 100 countries and have one of the world's most widely known brand names. McDonald's sales hit $57 billion company-wide and over $25 billion in the United States in 2006 (S&P).
Strategic management is the way of implementing different business strategies and plans to attain certain specific aims and objectives. It involves collection of decisions and different rules and policies that tend to define the results that are generated in the form of better business performance. For undertaking these activities, management should possess an in depth understanding and be able to assess the general and competitive external and internal business environment to take proper business decisions (Cornelis, 2010). McDonalds is an organization that offers a range of products and services in a very effective manner that makes it a market leader in providing fast food services all over the world. By enforcing suitable strategies, McDonalds can increase its level of sales and will also help in upgrading as well as sustaining the market by acquiring competitive advantage (Schoenberg, Collier and Bowman, 2013).
For many important and well known companies its people are most important asset. For McDonald’s this applies as well. Employees who demonstrate positive attitudes and ability of commitment strive to be number one in customer satisfaction. For this same reason, McDonalds’s restaurants focus on attracting and hiring the best and at the same time provide the best place to work. Unfortunately McDonald’as well as other companies have to experience staff turnover. Many of these reasons consist of changing careers, going back to school, leaving the area, and even new opportunities they are offered. Although, it can be very expensive to recruit and train staff to reduce turnover, McDonald’ reinforces these steps and makes sure they choose wisely and also treat their staff well. McDonald’ needs and looks for people who want to exceed and deliver great customer satisfaction service. In order for them to make sure they select the best, they must identify quality skills, and or behaviors that applicants must demonstrate in order to be hired and be part of McDonald’s family. Every position or job description has an outline of the regular duties and or responsibilities McDonald’ want their employees to follow. McDonald’ also has a person specification where personal skills and competences can be defined of each applicant.
McDonalds should focus greatly on building good customer relationship and uphold customer retention. This is done by allocating time and budget in improving their resources and making changes that actually cater to their customers’ needs and comfort.
The following essay illustrates how value is provided to customers within the organization. By utilizing stakeholders, organizational policies, and specific strategies, McDonald’s works towards constantly innovating its service and product.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)