Discuss about the Managing Human Resources.
Managing Human resources is one of the foremost elements that help in the triumph of a occupational firm. It helps the organizations to reach their respective goals. Human resource management processes the management of organizing human source. HRM task is to select, attract, attain and to run training to the workers and predicting the organizational culture. Multinational companies have trained professionals for individual departments.
McDonald’s Australia is one of the largest employers in Australia. The company and its franchises have more than 75,000 staffs and workers. McDonalds Australia, in 2008, won the award for being the best company to work with. The specified company has great and strong culture in recruiting its future leaders. This essay will outline how the recognition scheme supports McDonalds’ culture and how it assists the company in attracting future leaders. It will then be followed by the theories that support the McDonald’s recognition scheme. In addition to that, the study will try to find whether the McDonald approach of managing its human resources can be applicable for a non-profit organization.
1. The organizational culture of McDonald’s supports its industry positioning goals. As being the largest fast food chain company, McDonald’s practices its governmental culture to accomplish more consumers and workers. The culture of any organization defines the ethnicities, values and habits that influence the worker’s behavior (Burma, 2017). For ensuring the efficient business operations, McDonald’s encourages learning. In this way, McDonald’s organizational culture reproduces the firm’s efficacy in smearing its business culture to realize the anticipated stages of human resource proficiencies (A. OSIBANJO, A. ADENIJI, O. FALOLA, & T. HEIRSMAC, 2017). The specified company has a very strong culture of developing its future leaders. The organizational culture of the company is mainly to ensure the future of its employees is proved by a fact that 80% of the restaurant managers started as a crew member of the company. The company is determined in bringing people through ranks of the company which shows the strong understanding of the focus and purpose of the business (Albrecht, Bakker, Gruman, Macey, & Saks, 2015). It can be said that the McDonald’s has a culture that focuses on its people.
McDonald’s provides training and development program to its employees that are essential in ensuring the standards and develops the future leaders it requires. The company has a registered training organization and spent over $40 million for its annual program. A large portion of this expenditure is spent in the training of frontline crew members. The management of the company examines the successive plans on the quarterly basis. The culture of McDonald’s is emphasized on the human resource development and for its proficiency (“BILLIONAIRE HEDGE FUND MANAGER: McDonald’s culture ‘has to be turned upside down'”, 2017). The company wires the business development for the attainment of global fast-food market. The structural culture of McDonald’s involves four different characteristics, namely, people-centricity, learning of the individual, Organizational learning and the Diversity and inclusion.
People-centricity: The management of the company gives priorities to the needs of the employees (Alami et al., 2017). The core values of the Company underline the prominence of subsidiary people. This proves that McDonald’s is a service business. For ensuring the sustenance to the people, the organizational culture of McDonald’s inspires the workers to assist in improving the process and procedures (Das, 2013).
Individual learning: The Culture of McDonald’s portrays the prominence of lifelong erudition. The individual learning provided by the company promotes the productivity, business effectiveness and quality (Das & Baruah, 2017). To facilitate this, McDonald’s provides exercise and improvement chances through placements, global suppleness and governance development programs.
Organizational Learning: McDonald’s culture also chains the structural learning. The company aims in to utilize the separate learning for developing the organizational learning and to thrust the occupation forward (Kreitz, 2008).
Diversity and Inclusion: the official HRM policy of the company shapes that assortment and presence are the foremost factors in the corporation’s organizational culture. The management understands the importance of these to deal with the changing and diverse market (Das & Baruah, 2017).
McDonald’s has a unique culture which is underpinned by five different strategies, namely, people, price, products, place and promotion (“McDonalds as Popculture | Culturing Media”, 2017). The company has a very strong recognition culture and is maintained by running formal annual events and developing programs that operate in its restaurant and corporate level. At the corporate level, managers of the company nominate the employees who have contributed significantly to the business strategy. The company is very transparent in its HR process (Dudovskiy, 2017). The framework of the Company delivers an objective framework to make pay decisions and to explain the pay decisions to the employees (Manhotoma & Mahachi, 2017). The company maintains a strong team spirit and has numerous HR policies and processes that include recognition programs, development of a strong culture that has the influence on the attraction and retention of the staffs.
McDonald’s uses Maslow’s Needs Hierarchy Theory and Expectancy Theory for the recognition schemes. The author of Maslow’s Needs Hierarchy Theory describes that people are encouraged through unmet requirements and needs. There are mainly 5 stages of hierarchy. It explained that whenever a need or demand is satisfied, it does not motivate or encourage anymore and then the next higher demand will take its place. First one is Psychological needs; these needs are the basic necessary for sustaining life such as food, water, shelter and air. The second one is Safety needs; it describes that any individual feels that she or he is under physical harm and the maximum needs will not get much attention (Irshad, 2017). Next one is Social needs; it describes that when any individual net lower stage of requirements, the higher requirements, and demands turns significant. Social needs are those that are associated with another individual like for the purpose of needs or want for friends (Schroeder, 2012). The next need is Esteem needs; these are the needs that are associated with the self-esteems like achievements, social needs and requirements. Lastly, Self-actualizations needs; these are the needs for reaching full potential as an individual like wisdom, truth and wisdom. These are the requirements that are required to be establishing for total potential (“McDonalds as Popculture | Culturing Media”, 2017). Under this theory, while encouraging the employees it is vital and significant for having an excellent understanding and knowledge of what the needs and demands are to excellent understand the employees.
McDonald’s provide approx. 25 various distinct business operations for the employees in order to search for the job opportunities like Insurance, Communications, Affairs, Environmental and much more. McDonald’s facilities, advantages as well as compensation scheme is framed for attracting and also engaging and at the same time retaining talented persons who give quite strong performance along with this help the organization to accomplish its organizational objectives and business goals. McDonald organizes mainly four categories like Pay and Rewards, Helping Balance the Life and Work, Investment in Future and Health and Protection (Thompson, 2017). In all these categories of schemes, many of the employees’ needs and demands are met and satisfied. McDonald has also met up the second stage of Maslow’s Theory. For the purpose of the majority of the workers, the aims are to meet up the lower requirements and needs. By utilizing Maslow’s hierarchy, the actual aim is for giving the basic requirements like safe atmosphere where they can get the amount they required for providing for their physiological requirements (Kossivi, Xu, & Kalgora, 2017). McDonald also delivers a healthy and secured environment for all their employees. The company’s most important aim is to make safety for doing everything. The firm offered workplace security schemes workplace for ensuring that maximum security quality, as well as procedures, are strongly associated as well as protected on a regular basis. Employees of the firm are actually encouraged only for the reason of the safety environment (Mehta, Kurbetti, & Dhankhar, 2017). Apart from this, McDonald’s even considered the social needs of their employees as every person in this firm are important. The managers and the crew members are by associating with each other for supporting the challenging environment. With the help of this employee gets opportunities to gain friendship at the time of working in the firm.
McDonald’s also applies Expectancy Theory in order to identify all its schemes. The Expectancy Theory describes that worker’s encouragement is actually the faith which gives strong efforts that will result in huge functioning. Expectancy is encouraged through the factors like availability of resources, relevant skills in order to perform the job and receiving the necessary support in order to complete the job (“McDonald’s® goes for a culture change”, 2017). Expectancy theory of encouragement argues that the determination individual gives at the time of work is run out according to the availability of a demanded reward as well as the expectation which accomplished job performance that will result in this quality, even the required business resources and also support for performing their act (Merhar, 2017). The people’s efforts depend on the three factors that are effort to performance, performance to result as well as expectancy and result valences. Employees’ encouragement is inspired by all the three factors of the expectancy theory and if any of the expectancy weakens then the motivation will also get weaken. McDonald’s concentrates on the efforts to the performance expectancies. It actually targets for enhancing the belief which employees are potential of performing the hob accomplish (Shen, Chanda, D’Netto, & Monga, 2009). With the given time and training, employees of the company know what they are expected to do and also know how to do and at the same time belief in themselves to do it well. McDonald’s are even dedicated to providing its customers the best services in the world. For doing this so, they provide training to their employees (“McDonald’s® goes for a culture change”, 2017). There are mainly five types of training programs like shift management, business management, crew establishment and development, system management and restaurant management. Even the company has five expectations to their workers such as cleanliness, teamwork, total customers satisfaction, job fit and work standards.
Staffing of human resources is one of the major decisions that non-profit organizations have to take. As most of the businesses have to rely on its human force, a nonprofit organization too faces the same situation. Non-profit organizations have to take same decisions and need to attend the same task as the profit making businesses in establishing and maintaining a reliable workforce (Merhar, 2017). For maintaining its employees, non-profit organizations mainly focuses on issues such as assessing the personal needs, orienting new employees to the organization. An effective non-profit management always tries to get more from the people. It is a clear fact that the success of the organization is hugely based on the people that company hires and how the company is encouraging its employees to gain confidence and involvement in the work (Thompson, 2017).
Salary packaging is something that creates a special attraction of the employees towards the organization. Salary packaging is an operational and effective retention strategy. Salary packages can be generalized in numerous ways such as by providing laptops, bonus, PDAs and other guarantee scheme (O. Samuel & Chipunza, 2017). Spastic Centre, located in New South Wales uses salary packaging as a means of attracting and retaining the employees. This nonprofit organization provides attractive salary packaging to retain its workers. The company can directly apply the McDonald Theory of retaining its employees in its operations. McDonald’s is very translucent in its HR procedure as the outline of the company transports an objective framework to make pay results and to explain the pay verdicts to the employees. The company also preserves a strong team spirit and has plentiful HR policies and procedures that include gratitude programs, expansion of a sturdy culture that has the impact on the magnetism and retaining of the staffs.
Spastic Centre can provide facilities and advantages scheme to attract and also engage more employees in its operations. Through this, Spastic Centre could retain talented persons who give a strong performance to accomplish the organizational objectives and business goals. Spastic Centre could provide packaging like Pay and Rewards, Helping Balance the Life and Work, Investment in Future and Health and Protection, just like McDonald does. Through this, Spastic Centre could be able to retain its employees like McDonald’s (R. Mitchell & Albright, 2017). The specified nonprofit organization could also provide the basic requirements like safe atmosphere where the employees can get the pleasant working environment. McDonald’s also delivers healthy and secured environment for all their employees. Spastic Centre can directly apply the McDonald’s, because the strategies and of McDonald’s are completely aimed in workers development (Thompson, 2017). The most important aim of every company is to make safety for doing everything. The Spastic Centre can offer workplace security schemes.
Conclusion
It has been found from the study that the organizational culture of McDonald’s supports its industry positioning goals. McDonald’s practices its administrative culture to reach more consumers and workers. The culture of any organization describes the ethnicities, values and habits that impact the worker’s behavior. The study also demonstrated that the company maintains a strong team spirit and has numerous HR policies and processes that include recognition programs, development of strong culture that has influence on the attraction and retention of the staffs. The study also outlines that McDonald’s concentrates on the efforts to the performance expectancies. It, in reality, targets for enhancing the belief which employees are potential of performing the hob accomplish. At last, the study found that Spastic center can directly apply the McDonald Theory of retaining its employees in its operations. It could provide facilities and advantages scheme to attract and also engage more employees in its operations. Through this, Spastic Centre could retain talented persons who give strong performance to accomplish the organizational objectives and business goals.
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