Hrm Practices of the Mcdonald’s Chain

The influence and most of McDonald’s success is the investment of significant in their employee’s growth and job satisfaction.

3. What aspects of McDonald’s management ensure that it was able to deliver a consistent

About everyone at some age, at some point or another, and in some country has gotten a sample of American's symbol for fast food through the golden arches of McDonald's. This report will attempt to analyze the external and internal sectors that affect the company's success. The external analysis will provide opportunities and threats while the internal analysis will show indicators of strength and weakness. It will then follow up with critical issues, strategic alternatives, recommendations and implementation. The case studied is found in Appendix 2 of Mary Coulter's "Strategic Management in Action" book.

The ‘‘best fit’’ approach promotes the concept that strategic HR should be inextricably linked to the formulation and implementation of strategic corporate and business objectives (Wilton, 2011). This means that the HR strategy is concerned with matching the employee’s role behaviour with the company‘s mission, values and goals. Wilton (2011) explains this by giving an example whereby if a company‘s business strategy is based on delivering a high quality service, then the HR strategies and policies need to focus on the quality of its employees. This would be achieved by rewarding attitudes and behaviour that match this approach. Boxall and Purcell (2008) support this idea by highlighting that companies may fail if they do not adapt to their environment. The best fit approach therefore aims to improve organisational performance by integrating all activities in such a

New changes success in management cannot be properly predicted as it is dependable on society and young generation attitudes. Changing McDonald image from fast and junk food to a company that provides healthy food is not easy task but it can be possible by strong marketing and advertisement campaigns the message can be forwarded to people and new image of McDonald can be promoted thus getting people rid of critic’s comments that McDonald is fattening and unhealthy brand. (Gordon & Howell, 1959)

Firstly, there is application of Peters and Waterman theory that reflects on the common themes that are argued and believed to be behind success and excellence (Peter and Waterman,54). The themes have aided McDonald in the aspects of making improvements thereby achieving success and job satisfaction of the employees in general. Moreover, McDonald is involved in the business that requires high quality, service, and hygiene and customer satisfaction. In order to fulfill this, the human resource management at the McDonald has made sure that it has identified a workforce with the capability of satisfying all the above requirements. As a result, there has been creation of a team that has enabled the McDonald to achieve its goals and objectives.

In today’s intensely competitive and global marketplace, having a highly committed or competent workforce is one of the most critical factors in maintaining a competitive advantage (Millmore et al., 2007). Therefore, in a growing number of organizations, strategic human resources management (SHRM) is now viewed as a source of competitive advantage. Strategic human resource management is designed to help companies meet the needs of their employees while promoting company goals. As an important aspect of strategic human resource management is employee development, organisations have to consider employees may want or need and what the company can reasonably supply (Baker, 2009a; Tarique and Schuler, 2010). This research

1. Describe some of the management challenges McDonald’s has likely faced in its expansion internationally.

McDonalds’ employees are similar as they too want good hours, a fair workload, and an equal pay for the amount of time and effort they put into their work. They also want the chance for a promotion or at least more money for staying with them, otherwise they will either call their union or quit; this has influenced

The report is being prepared with the aim of analyzing the risk and opportunities at McKesson. The HR practices are listed in this report to show the overall HR competitive position. The report analyses the various human resource aspects such as compensation and benefits as well as the industry and comparator competitive positions.

· McDonald's strives to create a work environment where everyone can expect to be treated equally with dignity and respect

To achieve lean principles, McDonald's strictly monitor each process from the ingredients to the entrees, from tableware to the packaging, from cleaning solution to tablecloths (Vignali, 2011). Each process are to implement the correct settings in the right amount and the elimination of excess, in the right location and at the right time in order to satisfy customers and increase profits (Schroder, 2010). McDonald's business philosophy and 5S management model has been deeply penetrate into the employee behavior.

McDonald’s is the leading global food service retailer with 1.8 million employees who serve 69 million people in 118 countries each day; from more than 34,000 local restaurants, 80% of which are franchised. ("Getting to know," 2013)

McDonald’s has combined Taylor’s, Weber’s, and Fayol’s theories picking out some of the components that best fit their mission. These components include Taylor’s supervision practices, emphasis on efficient specific tasks, and employee placement practices, which represent the mechanistic organization theory. Weber’s hierarchical authority structure, merit based promotion principles, and impersonal management practices. In addition to, Fayol’s bureaucratic management style that stresses planning, organizing and coordinating. Common principles among these three theories like the shared belief in the division of labor, order, and extensive policies are part of McDonald’s management style. In essence, McDonald’s has gathered the components it believed would allow them to accomplish

The "best-fit" approach questions the universality assumption of the best-practice perspective. It emphasizes contingency fit between HR activities and the organization's stage of development, an organization's internal structures and its external environment like clients, suppliers, competition and labour markets (Redman and Wilkinson 2009). HR policy should be minted by the appropriate context of individual employees and therefore support the overall competitive strategy. Aligning HRM practices to strategies can enable companies to create potential competitive advantages (Schuler and Jackson 1987 in Redman and Wilkinson 2009).