Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Human Resource Management Chicken Master
This human resource management assignment chicken master study deals with the various aspects related to human resource management. The organisation taken into consideration is McDonalds and the various HRM functions prevalent there have been analysed. The various responsibilities of line managers have been identified and the importance of human resource planning has been analysed. The differences between personnel and human resource management have also been provided.
This study also contains a case study dealing with Faisal and Bob at the Chicken master. The various reasons for Faisal’s dismissal have been accounted for along with an analysis of the legal consequences arising if Faisal’s claim of discrimination by sex is proved right.
HUMAN RESOURCE MANAGEMENT
The approach of management that predominantly deals with the working contingent that is the staff and the employees and other subordinates.
The management uses an approach to most optimally use the resources at hand ensuring that no unnecessary wastage of resources is done.
They believe in the give and take policy and hence high levels of transactional leadership can be associated
Managers tend to look at the future and employ personalised forms of leadership which can be associated with transformational leadership
Payment is on the basis of evaluation of job
Payment is on the basis of evaluation of performance.
Mundane and routine function can be associated
A more strategic outlook is adopted by the Human Resource team
Equipments and machineries are dealt with by the Personnel Management team
Assets are taken into consideration over equipments
One of the popular practices is division of labour (Managementstudyguide, 2016)
Groups and team formation is laid emphasis on
Laidback and considerably slow decision making can be associated
Decision making is swift.
It is one of the oldest and most traditional styles of management
This is a more modern approach perfectly in sync with the modern day mode of operations.
The Personnel Management example can be taken of CAPCO. A study by James Hedges on this institute stated that size does affect the fund’s performance. He states that the advantage of a large asset base comprises of efficiency in brokerage and credible bargaining power of service providers. This complements the Personnel Management skills and the challenges posed on alpha exploration with the ability to identify new stars for the generation to come and future cash cows. (Vancas, 2010)
The Human Resource Management example can be taken of McDonalds.
One of the aspects that the human resource practices lay emphasis on is the high levels of structured training that the employees are entitled to in McDonalds. The employees operating at the initial level are imparted stern levels of basic crew training system. A majority of the training deals with on the job training that is prevalent in the organisation. The initial level starts with the orientation module. All major outlets of McDonalds have their own designated training room with the necessary equipments such as recorder and video player. The management development programme is made available to the employees when they are promoted to the position of swing managers. The skills of the employees with regards to management and other technical avenues are achieved here. Once the required knowledge has been attained by the employees, then he is ready to be promoted to the position of assistant manager and once this happens, an employee acquires eligibility to be trained at the Hamburger University. Global levels of management training are imparted in the University. Team building and development of the employees are two things that are given a lot of significance to in this University. (Business2000, 2016)
A well designed bonus or incentive system has been kept in place which consists of a lot of perks such as discounts on hair, life insurance, wages that are competitive in nature, etc. The primary objective of McDonalds is to become one of the best examples of prioritizing customer satisfaction and the human resource management sees to it that the employees are developed accordingly. Meeting Individual preferences of customers can go a long way in ensuring customer satisfaction.
Customer satisfaction is the primary objective of McDonalds and the line managers go a long way in establishing it. The role exhibited by them is really impressive and constructive. The type of management approach taken by them can be related to a middle stage management where emphasis is laid on both the employees and the job as well. Their concern is extensive in nature ranging from the operations of the employees to the training provided to them but the most significant objective remains the full proof satisfaction of the consumers as well as maintaining high standards of product quality.
The style exhibited by the line managers is task oriented in nature and this effectively motivates the people and the employees to get the job done specially the ones which are un-enterprising and boring in nature. They are motivated at all times so that a lot of energy can be associated with them on a regular basis. (Jones, 2009)
Apart from all this, other responsibilities of line managers include maintaining the budget allocation, control of the various inventories, etc. Day to day functions is ably administered by the managers regularly. Plans are implemented and managers ensure that they are executed properly without any loopholes. A gap in the organisation is possible at different junctures but line managers ensure that these gaps are filled efficiently wherever required. The importance of customer satisfaction is inculcated among the employees and they are taught the various ways in which customer service can be improved and enhanced so that McDonalds keeps on re-establishing itself as a customer driven brand focusing primarily on the well being and satisfaction of the customers.
The legal and regulatory frameworks impact the human resource management in the following ways.
The various reasons for human resource planning are the following
The stages that deal with planning HR requirements include:
The current recruitment and selection process can be compared to that of the selection process in McDonalds. There are four primary stages of recruitment and selection in McDonalds.
It has to be said that the recruitment and selection procedure of McDonalds in comparison to the organisation in hand is far more effective, transparent, procedural and informative in nature. The selection procedure of my organisation consists of just two steps. The first being a telephonic interview followed by a face to face interview. In such a case, it might be possible that the recruiters get deceived by a candidate as these two stages are not enough to guarantee the selection of the right personnel. A relative idea is attained out of the selection stages and on that basis the candidates are given a chance.
McDonalds on the other hand have an online application process which is followed by a personality test. This helps in establishing the actual character of the candidate before his skills and competencies. The personality test gives an idea as to who are the employees that can crack under pressure and the ones who will deliver the best performance under pressure. The competency questions in the application round also ensure that a bulk of information about the candidate’s thought process is acquired. One of the most significant parts of the selection procedure is the on the job training that is facilitated at McDonalds. This helps the managers in understanding which candidate is most likely to perform under the real life situation and which employees need more training. After this the final interview is help which is more of a interaction round where finally the selection of a candidate gets validated. This is a process that is beneficial for the organisation as they know which candidate is best suited for them and also for the candidates who understand that what is required off them to be a part of McDonalds.
Motivation is one thing that is deeply ingrained in the organisation and the employees at McDonalds. Attainment of organisational objectives working as a team is one of the primary targets and this can be achieved if proper levels of motivation are prevalent among the teams and the groups.
One of the most renowned motivational theories is that of Maslow Hierarchy of Needs. In this theory he suggests that there are five levels of needs that are prevalent among individuals. The first level of need is known as the physiological level of need which comprise of the basic needs like food, water, oxygen, etc. The second level of need can be termed as the safety need which comprises of factors such as security, shelter, etc. The third level of needs refers to the social needs where an individual has to satisfy his urge of socialising and public interaction, love, belongingness, etc. The fourth stage is the self esteem needs where the need to attain esteem desires are fulfilled like achievements, rewards, promotion, purchase of a premium car, etc. The final level of need comprises of the self actualisation of a human being where an individual attains maximum potential in his life. (Maslow, 2013)
Education programmes, uniforms, etc can be related to the physiological need of an employee at McDonalds. Future development programmes and various insurance policies like life insurance, health and safety insurance etc account for the safety level of need. The love and belonging need is satisfied by a transparent level of interaction between managers and employees. The self esteem needs can be associated with promotions, rewards, bonus & incentives etc. The self actualisation need is fulfilled in McDonalds once an employee gets as award at the award ceremonies that McDonalds have like Ray Kroc awards, etc. (About McDonalds, 2016)
McDonalds is one of the largest chains of fast food restaurants in the world and for this reason it might not be viable to track down the performance of each and every employee. That is the reason why the collaborated team effort is recognised and rewarded. One of the procedures of job evaluation and payment is that the outlets that feature as the top 10% of the McDonald restaurants are provided with a bonus on a quarterly basis and the factors on which the payment is based on include shopper scores, sales and profit margin. (Tuck, 2013)
McDonalds has always ensured primary criteria for payment as performance. Payments are done on the basis of performance. The base payments are made according to the prevailing industry standard. Two kinds of incentives are introduced to the employees. They are short term incentives and long term incentives. A short term incentive relates to the additional income that an employee earns over his base pay and this is evaluated annually. McDonalds also has long term incentives in place which caters to the current development of the employees in relation to the future generation of business for McDonalds. Non Monetary appreciations include awards and recognition programmes. The various kinds of awards include Presidents’ Award, Circle of Excellence Award, and Ray Kroc awards, etc. There is another non monetary incentive known as the Car Programme. McDonalds provides a car to all employees who deserve enough and the car can be utilized for both personal and professional purposes and the cost incurred on insurance is also provided by the company which means that it is a Win Win situation for the employees.
Assessment is the key in this stage and the managers assess the performance quality of the candidates by evaluating them after they have been provided training but in a real life organisational environment. The candidates are taught on aspects such as customer service, maintenance of equipments, cash handling etc. Health and hygiene is also laid due emphasis on. How to handle customer queries is also taught and then an evaluation is done during working hours at the floor itself. The on the job training is one of the most efficient means of understanding or monitoring the employee performance at McDonalds. It is the best way to understand what the employee lacks and what he is efficient and good at. The shortcomings can be improved and the strong points can be further rebuilt.
Employee performance is monitored not individually but franchise or outlet wise. The sales growth is analysed of the different franchisees along with the profit ratio and margin. The outlets that exhibit a poor sales ratio and a weak profit margin consistently over an elongated period of time mean that the employees are not efficient enough in their service or relationship building and the outlets that show a considerable rise in sales and strong profit margin are duly rewarded and recognised by applying the incentive and bonus scheme. (About McDonalds, 2016)
Faisal was terminated because of the following:
Various reasons for cessation of employment include:
The Chicken Master used the exit procedures pertaining to low performance and violation of company policies. The kitchen and the other surrounding were kept untidy on a daily basis which meant that there was absolute lack of hygiene and cleanliness. The performance procedure was breached along with the violation of regulations as he used the office equipments for dismal purposes like watching Pornography. Mainly on these two grounds he was terminated.
McDonalds Exit Procedures include:
These are the main procedures the violation of which may entail in an employee being sacked or terminated at McDonalds.
Faisal has registered a complaint against Bob on the grounds of discrimination by sex or gender. This is not in compliance with the Equality Act of 2010 that clearly states that no discrimination can be made within an organisation on the grounds of age, sex, culture, etc.
Faisal claim, if proven true would mean that Bob would be charged on the grounds of discrimination. The following consequences can crop up.
From the study we come to know that the pace of decision making is one of the most significant differences in personnel management and Human Resource Management. The various stages involved in planning have been discussed and the main ones include HR Supply and forecasting of demand. The various incentive and bonus schemes of McDonalds have also been analysed.
In the case study, the main accusations against Faisal included the fact that he is unhygienic, watched pornography at office using office equipments, took unauthorised leaves and did not improve after being trained by Bob. The consequences of the case filed by Faisal based on discrimination by sex has also been analysed.
About McDonalds, (2016), Application Process, [Online], Available at: http://www.aboutmcdonalds.com/mcd/corporate_careers/career_resource_center/application_process.html , Accessed on: 9th July, 2016.
About McDonalds (2016), Our Company, [Online], Available at: http://www.aboutmcdonalds.com/mcd.html, Accessed on: 9th July, 2016.
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Equalityhumanrights, (2016), Equality Act FAQs, [Online], Available at: https://www.equalityhumanrights.com/en/equality-act/equality-act-faqs, Accessed on: 9th July, 2016.
Jones (2009), Contemporary Management 5E, Tata McGraw-Hill Education.
Joseph, C (2016), Termination of Employment reasons, [Online], Available at: http://smallbusiness.chron.com/termination-employment-reasons-2899.html, Accessed on: 9th July, 2016.
Managementstudyguide, (2016), Difference between Personnel Management & HRM, [Online], Available at: http://www.managementstudyguide.com/personnel-management-vs-hrm.htm, Accessed on: 9th July, 2016.
Maslow, A (2013), A theory of Human Motivation, Simon & Schuster.
McDonalds.co.uk, (2014), what makes McDonalds, [Online], Available at: http://www.mcdonalds.co.uk/ukhome/whatmakesmcdonalds/questions/work-with-us/working-hours/what-are-your-discipline-and-grievance-procedures-for-a-crew-member.html, Accessed on: 9th July, 2016.