Hrm of the Most Desired Employer

Table of Contents

Aim 3

Company Background 4

HRM Overview 5

Overview of HR Procedures at McDonald’s 6

Analysis 7

Recruitment & Selection 7

Training 8

Retention Strategies 9

General Programmes Analysis 11

Conclusion 12

References 13

Aim

The aim of the report is to communicate McDonald’s human resources procedures and policies and show an analysis of its people management strategy. In addition, it includes the reasons why an effective HR department is increasingly important for a sustainable success of the company. By managing the staff and using their expertise appropriately, a firm can gain a competitive advantage over other companies in the industry.

Company Background

McDonald’s opened in 1937. It was the first restaurant of its kind and it kick-started a junk food revolution. McDonald’s is a globally recognised company with stores in 119 countries, serving over 60 million people a day (Wikipedia, 2012). McDonald’s has been pursuing growth and has been divesting itself from brands other than its own core brand. This began in the 90’s when McDonald’s began selling shares in other companies.

McDonald’s operates three different ways - stores are either owned by McDonald’s Corporation, an affiliate or they are owned by a franchisee. Regardless of who owns a particular store, the HRM practices are passed on and enforced by McDonald’s Corporation. Once you buy into the brand, you must obey the company structure.

McDonald’s has a poor reputation. It is seen as a cause of obesity, yet despite this, its sales only dipped once in the last 9 years - in October 2012. The other problem that McDonald’s faces is the lack of respect people have for it as an employer. Employee’s are perceived to be in a dead-end job with no scope for promotion, and in fact, in 2003, the Merriam-Webster dictionary added the term ‘McJob’, defined as, ‘a low-paying job that requires little skill and provides little opportunity for advancement’. Furthermore, the...