Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 1

To: Professor Sk PemmarajuFrom: Waqas Sher ZamanSubject: HR FunctionsDate: 30/03/2014

How Effective Management and the HRM Function Support Each Other to Achieve Organizational Goals:

The primary reason of HRM department and management should work together is so that they can support each other to achieve organizational goals. Organization management and HRM should work together due to the reason that both departments have vested to ensure that organization achieve its goals and is successful. When both departments work together it allows management of the company to be more capable of tactical human resource functions. This in turn allows HR department people to invest extra time in HR strategic management.

McDonald’s management And HRM functions are supported by each other as discussed below. (1)

a) Department Staffing: One of the main functions of HRM department is to make sure that the needs of the workforce of the organization are properly supported. HRM department and management department must always be communicating to agree on qualifications and skills which are wanted for seamless operation of department functions. Whenever a vacancy arises in a management department, the recruiter or employment specialist from HRM department as well as manager from the management department should work together to assess the job description. During the process of selection and recruitment, therefore, HRM department advises organization management what are the steps to be taken and the ways to identify eligible candidates and existing department staff capabilities. (3)

b) Workforce Strategy: HRM department and organizational management department work together for strategic planning and this process involve the review of different projections that are concerned with business future demands, and thereafter they decide whether current employees require training or not so that they are prepared for promotion or whether an applicant having high skill level is to be employed to increase the current employee knowledge base. In this way HRM department and organizational management department work together for short term and long term staffing needs which allow both the departments to benefit from turnover and reduced cost per hire. This in turn allows the organization to reap benefits from proper planning and having proper staff. (3)

c) Performance Management: One of HRM department function is to provide training to the employees so that they are able to take a leadership role in an organization. One way to do this is to carry out employee performance appraisals. HRM department works to create learning objectives that are based organization management understanding of the organization goals and objectives. Topics of leadership training contain how constructive criticism and feedback are provided to employees and how employee performance fair or unbiased surveys are carried out. HRM as well as organization have to work with each

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 2

other to make sure consistent approach is maintained to the performance management system in an organization. Inconsistencies in the performance management system of an organization have negative effects on the employee job satisfaction which also provide us a solid reason why both organizational and HRM departments have to work together. (3)

d) Conflict Resolution: Conflict always arises in the workplaces when there are employees from different race, cultures and countries work in different departments. Whenever a conflict arises in an organization the management of the organization mostly take the advice of HRM department in order to solve the issues, but if already a dissention lies between HRM and organizational department then it can lead to a situation where it will be tricky for HRM department to know why the conflict arose and how to solve it. If the working relationship between HRM and organizational department is encouraging then it helps them to handle the conflicts easily and to investigate t. This is due to the reason because HRM department staff may have more confidence that organizational management department considers their actions as well as decision in line with the company policy. (3)

Role of HRM in Supporting the Development of the Organizational Strategy:

Human resource management is much likely to proceeds toward approach by which companies most worth assets (people) are being supervised. Considering for any corporation to attain its purpose, it can only be possible when HR personnel through his mutual corporation can collect facts for reference and analysis. Genuine and positive administration can only assist organization to achieve goals in an organized way.

Human Resource management with the help of its resources try to achieve its target.Services given by the Human Resource Management can be utilized in making decision for the organization. These decisions are simultaneously connected with employ relations, recruitment, coaching and expansion, production management and rewards for employees. Therefore Human Resource plan are developed in a way that help the company to become successful. (2)

McDonald’s Human Resource Management:

McDonald’s Corporation HRM supports its organizational strategy by making a strategy that helps the company to achieve its goals and objectives, which focuses on the following four key areas

A. Strategic Human Resources Management: McDonald’s Corporation HRM department practices and policies were synchronized with the business strategies of McDonald’s Corporation and then HRM department carried out analysis to form HR practices in relation with hiring and personal development which are in line with McDonald’s Corporation business strategies and will help the company to grow and to be more successful. (4)

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 3

B. Management Transformation and Change: One way HRM department of McDonald’s Corporation helped to support the development of organizational strategy was to identify the changes that were required in management and thereafter implementing those changes. (4)

C. Employee Management: HRM department carried out an analysis to have deep understanding to what are the problems that employees face every day and what remedial measures can be so that their problems are resolved and their requirements are met. (4)

D. Management of Organization Administration: HRM department made sure that the procedure of employee hiring, training, evaluating, rewarding and promotion were created in such a manner that they were always in accordance with McDonald’s Corporation strategies. (4)

To make sure that these strategies support the McDonald’s Corporation strategies following things were done

1. Corporate Staff: The duty of this department is to control or govern and manage the franchises to make things certain that the level of quality or standard are up to mark, and products should be delivered at time. The control staff is either managed by the headquarter or the region offices. (4)

2. Restaurant Workers: Restaurant workers play important role in building organization structure. These workers are being controlled through supervisors who are answerable to assistant manager. (4)

3. Franchises: This department is controlled by their owners, but owners are responsible to regulate franchises according to standards set by the McDonald's. (4)

4. Performance Management: To ensure productivity HR department should check the performance of the employees, weather they meet the required expectations or not, and this can be only possible by carrying out analysis on the basis of performance review and this should be carry out at any time but with in at least six months. From this analysis HR management can circle the week points of the employees, because of which employees are being unable to attain target, and it would help the HR to note it down that which staff need more attention and which one required training so that they can easily handle the week areas .Those employee who are doing good at their end should be promoted. Management in this way will motivate employees and simultaneously increase the degree of competition among staff. (4)

5. Motivation & Reward: As in bulk, majority of McDonald workforce have low wages and are compensated on hourly basis which comes out in ultimate staff turnover, so in order to overcome the staff turnover company have to plan such policies and strategies which will increase motivation among the workforce of the McDonald's and this enthusiasm in employees will reduce the turnover and will also help to expand the productivity. Motivation can be increased by number of different ways and they are.

1. Set good example for employees

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 4

2. Employee happiness should be focused more3. Make Sure Employees Share in the Company's Success.4. Encourage Worker to Voice Complaints. Etc (4)

6. Training: In order to develop valuable skills and competencies among the workforce, McDonald spend around about $10 million almost each and every year, and this spending helps to train approximately 55,000 employees.During this training period firstly employees are given introduction about the company, so that it would be easy for them to penetrate in to company and then staff trainers train them properly to make sure they develop all required necessary skills to work in the organization.Employees are also been taught about communication and interpersonal skills so that it would be easy for employees to communicate with the customers when they are on their duties and should meet the that the standard set by the McDonald should be meet while supplying fast food.Staff trainers use different teaching materials in order to train them and these training materials include1. Step by-Step manuals, 2. Video tapes 3. Quality reference guides etc (4)

7. Management Development: McDonald has outlined McDonald Development Program (MDP) to flourish leadership skills within workforce so they can be successful innovators and several courses of MDP are being also organized and set for different level of management and for franchisees. (4)

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 5

References

1. Ingmar, B., Carl, F., & Hyeon, J., (2007). Institutional theory and MNC subsidiary HRM practices: evidence from a three-country study. Journal of International Business Studies,38,430-436

2. Paula, C., (2014). Many moving parts: Factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs. Journal of International Business Studies,45, 63-72

3. Chron (2014), Why Should HR & Line Managers Work Together?, Retrieved March 29th, 2014, from http://smallbusiness.chron.com/should-hr-line-managers-work-together-10377.html

4. UK essays (2003), Evaluating Human Resource Strategies Implemented by McDonalds, Retrieved March 22, 2014, from http://www.ukessays.com/essays/business/evaluating-human-resource-strategies-implemented-by-mcdonalds-business-essay.php

5. Seeking Alpha (2014), McDonald's: Business Model, Valuation And Minimum Wage Legislation, Retrieved March 22, 2014, from http://seekingalpha.com/article/2052223-mcdonalds-business-model-valuation-and-minimum-wage-legislation

The HR Function

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 6

Total 100 points

Criteria Unacceptable Acceptable Proficient Student Positions and

Comments

Describes how management and the HRM function support each other to achieve organizational goals.

Vaguely addresses and describes how management and the HRM function support each other to achieve organizational goals or completely off the topic.

(0-15 points)

Addresses and describes how management and the HRM function support each other to achieve organizational goals and, for the most part, fulfills assignment requirements.

(16-17 points)

Addresses and describes how management and the HRM function support each other to achieve organizational goals and demonstrates solid ability to accomplish the assignment.

(18-20 points)

Analyzes the role HR plays in supporting the development of the organizational strategy.

Vaguely analyzes the role HR plays in supporting the development of the organizational strategy or completely off the topic.

Analyzes the role HR plays in supporting the development of the organizational strategy and, for the most part, fulfills assignment requirements.

Analyzes the role HR plays in supporting the development of the organizational strategy and demonstrates solid ability to accomplish the assignment.

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 7

(0-15 points)

(16-17 points)

(18-20 points)

Integrates established HRM principles into the discussion.

Rarely integrates established HRM principles into the discussion.

(0-11 points)

For the most part, does a good job of integrating established HRM principles into the discussion.

(12-13 points)

Consistently does a good job of integrating established HRM principles into the discussion.

(14-15 points)

Synthesizes relevant information and materials to provide evidence of critical thought.

Synthesizes information at a minimal level.

(0-7 points)

For the most part, effectively synthesizes information, which supports main ideas.

(8 points)

Consistently and effectively synthesizes information, which provides strong support to main ideas.

(9-10 points)

Develops ideas with clarity and logic.

Demonstrates little clarity and logic. Readers have difficulty following the line of reasoning.

(0-7 points)

Develops ideas with clarity and logic. Readers can generally follow the line of reasoning.

(8 points)

Develops ideas with clarity and logic. Ideas flow smoothly from one to another and are clearly linked to each other.

(9-10 points)

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 8

Uses concrete language.

Inadequate or minimal use of proper terminology in the field(s). Provides no specific examples or uses inadequate examples.

(0-7 points)

For the most part, uses proper terminology and provides specific examples.

(8 points)

Consistently uses proper terminology and provides specific examples to support ideas.

(9-10 points)

Uses supporting documentation that has been properly references and cited.

Inadequate or minimal use of supporting documentation or not properly referenced or cited.

(0-3 points)

For the most part, uses supporting documentation that is properly referenced and cited.

(4 points)

Consistently uses supporting documentation that is properly referenced and cited.

(5 points)

Considered holistically, demonstrates the ability to write at the graduate level.

Considered holistically, the student demonstrates an inadequate ability to write at the graduate level.

(0-7 points)

Considered holistically, the student demonstrates an acceptable ability to write at the graduate level.

(8 points)

Considered holistically, the student demonstrates a proficient ability to write at the graduate level.

(9-10 points)

SubTotal Points =

Paper 2, MBA 713-01, By Waqas Sher Zaman, Prof. SK Pemmaraju, March 30th, 2014, pg. 9

Turnitin.com Did not turn paper into Turnitin.com

Minus 5 points

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Revisions based on the originality Report.

Did not revise paper based on the originality report

Minus 5 points

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Total Points =