Report on McDonald’s Human Resources Management

Report on McDonald’s Human Resources Management

Assess the implications for line managers and employees of developing 

In McDonald’s both line managers and employees have a significant role to play. Although their roles and the responsibilities differ from each other, their objectives coordinate with that of the business goals. McDonald’s franchisees have certain targets based on which the employee relations are measured. For better assessment of the employees’ individual roles and contributions in McDonald’s strategic part, it is essential that the management understands all their responsibility areas. Line managers in McDonald’s are mainly responsible for meeting the business policies, directing and leading the employees, allocating job duties, addressing their problems etc. Employees, on the other hand, make constant efforts in giving their best performances in return of pay, recognition, incentives and many more perks. Line manager is accountable for cultivating a friendly and participate workplace environment where employees are encouraged in sharing their opinions in decision-makings because they are the ones who directly deal with the customers regularly and are aware of their likes and dislikes better. Hence, line managers should be open-minded in considering their views while designing strategic plans for business growth, stability and success. McDonald’s strategic plan needs to be flexible for enhancing customer satisfaction. There are various implications on employees and line managers while developing strategic approach to HRM. Line managers have to assimilate the HRM initiatives with the help of comprehensive organizational practices, supervisory style, business traits and objectives. Activities like command chain, leadership styles, job rotation etc. empowers the line managers in further averting the possibilities that will hamper the various functions of business eventually leaving a negative impact of brand McDonald. For employees, the implications might range from job security, pay alteration etc. that are dependent on their performance and achievements.

Discuss the impact in labour market

Within organizations, employees act as strategy implementer’s further making the organisations highly dependent on them to attain business goals. Frequently fluctuating labor market leaves adverse impacts on business further encouraging organizations in introducing flexible working arrangements at workplace. Over past few years, flexible working has emerged as hot trend in UK making organizations being more adaptive towards technology for allowing the employees to balance personal and professional lives.

Various surveys suggest that half of an organization’s revenue generation ability is dependent on employees ‘productivity.  An extra 5.1 useful working hours invested in every week will result intro extra £4,200 profit per employee. Approximately 13% of employees in UK prefer availability of flexible hours over 3% pay hike further gaining roughly around £8.1bn in UK economy that is worth 5% of GDP. In 2014, UK government has legalized the right of requesting flexible working which has forced 76% of employers in offering a minimum of any one form of flexible working. The flexible working practice leaves positive impact on fluctuating demand and supply in the labor market. During manpower shortage, flexible working arrangements enable organizations like McDonald to fulfill its workforce requirements. Labor market variations even provide job opportunities to unskilled employees.