Posted on

A Report On Human Resource Management Commerce Essay

Pull offing human resources comprises a scope of issues such as enlisting and keeping, employee development, wages strategies and advancing good dealingss with and between employees which are arguably basic HRM maps. Recruitment lays the basis for obtaining appropriately qualified employees in order to lend to accomplishing corporate ends in an efficient and cost-efficient mode, ( Foot & A ; Hook, 1999 ) . In add-on the importance of guaranting the right people are retained has become progressively critical.

External forces such as demographic tendencies in the labor market and the internal desires for a multi-skilled flexible work force are besides critical considerations. Beaumont ( 1993 ) for illustration has emphasised the relationship between corporate scheme and people direction or the impression of strategic enlisting and keeping. The fast nutrient industry though has historically been seen as low-skilled and low paid work taking to a high rate of employee turnover.

The fast nutrient giant Mc Donald ‘s has improved their wage and calling chances offered in order to enroll and retain staff while Burger King in the UK have launched a command to better the fast-food industry ‘s repute by supplying high quality developing calling chances, ( Walsh, 1998 ) . The new characteristics of the UK labor market such as a more educated work force and more concerns with an person ‘s whole calling life every bit good as new statute law requires fast nutrient companies adapt their HR schemes in order to vie in new planetary and national contexts efficaciously. It is utile hence to look into the new characteristics of enlisting and keeping schemes initiated by fast nutrient houses in reacting to these challenges.

  • The first aim of this work is to place and research the chief challenges faced by keeping schemes for staff in the fast nutrient industry.

The influence of globalization for illustration has sped up the enlargement of transnational fast nutrient companies such as Mc Donald ‘s and KFC in the UK along with coincident tendencies for transnational enlargement in other industries. This displacement coupled with a more incorporate and mutualist universe economic system and market place means that fast nutrient houses compete in a ferocious environment with attendant deductions for employment schemes in the industry. As Debrah and Smith ( 2002 ) argue at the corporate degree administrations tend to follow schemes aimed at increasing labour effectivity while on the other manus at national degree authoritiess are under force per unit areas both to pull foreign investors and better competitory capablenesss of local companies. Therefore transnational fast nutrient companies must equilibrate assorted involvements, demands, penchants and external conditions in the execution of HR schemes. Identifying these relevant factors so is an of import component of measuring the effectivity of keeping schemes.

  • The 2nd aim of this work is to analyze specific keeping schemes exploited by a fast nutrient company both in footings of viing for staff within the UK labor market with other fast nutrient companies and with other industrial/service sectors.

Due to the of import strategic function of HRM enlisting is in bend a critical portion of corporate schemes towards accomplishing long term organizational growing. New challenges outlined above require that companies in the industry develop schemes which allow for the enlisting and keeping of choice staff in an of all time intense competitory environment within the industry and with others in footings of labor force demands through offering attractive agencies of retaining employees. This research aims to analyze and measure McDonalds ‘ employee keeping policies such as employee development plans and wages strategies in reacting to these challenges and how they contribute to an overall strategically effectual HR environment in the company, ( Foot & A ; Hook, 1999 ) .

The chief results of this research will be an appraisal of the effectivity of McDonald ‘s employee keeping strategies from the positions of those straight involved in or impacted by the execution of these strategies. Additional results of the research include a elaborate overview of general tendencies within the industry in relation to employee keeping and development and a comparative analysis of McDonald ‘s policies in relation to other industry participants.

Literature Review

The construct of human resource direction has emerged from the 1980s into a nucleus consideration of corporate scheme and concern research in the 1990s, ( Legge, 1995 ) . There is no individual definition of HRM in the literature yet the accent has to a big extent been on the strategic function of human resource direction in administrations. Some research has identified HRM with strategic facets of ‘best-fit ‘ or alining people to the demands of the administration as expressed in corporate scheme and others have examined HRM as a agency of deriving enhanced organizational public presentation, ( Golding, 2004 ) . However the part that human resource may do to an administration ‘s public presentation and effectivity has been linked closely to the alterations in different concern environments including macro and micro contexts.

Recruitment and employee development should be viewed as a on-going automatic procedure, ( Roberts, 2000 ) . HR applications such as preparation or honor direction to a big extent are associated with efficient strategic enlisting by fiting people continuously with the places they are best suited for. Strategic enlisting is important to non merely the economic success of companies but besides effectual versions to societal contexts, ( Rubery and Grimshaw, 2003 ) . Understanding how organizational keeping schemes work within a national and industrial context is besides of import. It has been noted for illustration that in the UK there is a transportation of ‘in house ‘ occupations to outside contractors every bit good as an increasing displacement from public to private houses in certain industrial sectors, ( Rees and Fielder, 1992 ) . This has been accompanied by increased deregulating in the labour market with positive effects for companies that are able to capitalize on such developments.

Giles ( 2000 ) argues that the procedure of globalisation tends to be viewed as an external economic force that undermines the schemes of an administration. Besides the development of engineering has shaped enlisting schemes in footings of diminishing the demand for un-skilled work forces but increasing skilled and semi-skilled 1s peculiarly in the operation of complex machinery. Similarly while deregulating has occurred in some facets in other such as safety there have been legislative developments every bit good as societal menaces to employee safety that the fast nutrient industry must take awareness of, ( Frumkin, 2000 ) .

External factors so supply both challenges and chances in the direction of people. Besides internal considerations such as keeping of employees have become critically of import for administrations in pulling choice staff. Retention schemes can be considered from three facets: wages, employee development and employment dealingss.

In relation to motive administrations have attempted to accomplish efficiency by utilizing appropriate systems of payment to promote and honor employees. Rubery and Grimshaw ( 2003 ) argue that payment is the most straightforward agencies of pulling and retaining staff. Employers besides seek to prosecute the originative and problem-solving capacities of labour including those which are considered low skilled or low paid houses such as fast nutrient eating houses. However payment depends on many factors, some of which are designed by the administration and some of which are influenced by external elements such as The National Minimum Wage Act. Additionally reward schemes need to include appropriate public presentation rating systems particularly where non-monetary wagess may be used, ( Foot & A ; Hook, 1999 ) .

Second more and more administrations have recognised the value of human capital and the injury of high turnover rates for staff. This means they have invested in preparation and developing their bing work force in easing their acquisition within a learning civilization, ( Collin, 2004 ) . Employee development as portion of the HRM scheme means adding value over the long term to the human resources of the administration. The exigency of a knowledge-based economic system requires administrations be more cognizant of cognition direction. However due to different national educational systems and industrial features degrees of employee preparation vary. For illustration the non-human engineering based fast nutrient industry invests much less than other hi-tech based industries and due to the historical grounds employers in the UK tend to restrict disbursement on employee preparation, ( Brewster, Hegewisch & A ; Mayne, 1993 ) .

Additionally the employment relationship plays a critical function in keeping skilled and motivated work forces, ( Clark, 2004 ) . Contracts between the employee and employer determine the footings and conditions of employment like security and wellness issues related to the occupation and contractual employment rights. Clark ( 2004 ) besides points out that the relationship between employees and direction squads non merely affects the public presentation of the corporation but besides influences the keeping of employees. However it has been argued that the use of information systems in heightening the efficiency of communicating procedures contributes to the keeping of production line staffs but generates tensenesss for in-between degree directors taking to a decrease in the size of this direction bed, ( Henriksson, 1999 ) .

As Ritzer ( 2000 ) describes efficiency in the fast nutrient industry historically has focused on workers being able to execute their undertakings more quickly in order to function more clients during any given clip. Fast nutrient eating houses have responded to this by making and establishing many nonhuman engineerings and modus operandi processs which anyone with small preparation can follow which has led to the low-wage low-skilled perceptual experience of employment in the industry.

Control is increased through the replacing of worlds with nonhuman engineerings and standardised processs in order to cut down the degree of uncertainness and inefficiency caused by people but this has led to really disappointing and unrewarding employment, ( Schlosser, 2001 ) . This in bend has led to high turnover but continual enlisting for bing bases along with continued enlargement have led to high costs for the industry in footings of even supplying the minimum preparation necessary to execute the needed undertakings.

This state of affairs is one which has been acknowledged by the industry and fast nutrient companies have responded separately in their ain ways to this. Coupled with intense competition in the planetary market between fast nutrient companies which in itself requires an efficient work force every bit good as a cost effectual one means that the keeping of skilled employees has become indispensable in keeping competitory advantages in the conflict for market portion, ( Walsh, 19998 ) .

Methodology

In visible radiation of the aims of this research the overall scheme steering the undertaking is a instance survey scheme dwelling of in-depth interviews at 4 McDonald ‘s eating houses. McDonalds was selected as being the major industry participants its policies can be argued to hold knock-on effects on other industry participants as they seek to vie with the company in pulling and retaining staff. Case survey attacks are peculiar utile for associating theory with research and when linked with qualitative research can bring forth rich sums of informations relevant to peculiar organizational contexts, ( Yin, 1994 ) . The overall accent so is on qualitative informations aggregation coupled with an extended literature reappraisal and documental analysis of HR related literature particular to the fast nutrient industry.

Overall the usage of qualitative informations aggregation methods will let for a ‘thick ‘ geographic expedition and account of the operation and execution of employee keeping and development strategies within McDonalds from the point of position of those straight influenced by or involved in the execution of such strategies, ( Silverman, 2005 ) . This seemed a peculiarly utile attack over ‘thin ‘ accounts generated by quantitative research in footings of measuring on the land experiences of keeping strategies in McDonalds. The chief focal point of informations aggregation and research is to analyze how reward strategies, motivational issues and HR dealingss impact on the keeping of staff in the selected eating houses.

The first constituent of the research is to carry on both an drawn-out literature reappraisal and documental analysis associating to HR within McDonalds and the industry by and large. Therefore while the literature reappraisal will be used to build a theoretical model to place the findings every bit good as an interpret them the documental analysis is much focused on larning the workings and pattern of employee keeping within an administration through mention to written records on these, ( Hart, 1998 ) . Thus the documental analysis dressed ores on memos, proceedingss of meetings, internal company literature and so on.

This will besides assist in verifying verbal remembrances captured in interview with written records therefore supplying an internal cheque on consistence in relation the findings for the research. Examples of documental stuff to be gathered include inside informations of the eating house ‘s wage construction and promotional stuff related to enlisting of staff particularly where wages strategies are used to pull appliers.

The 2nd constituent of this research is to carry on a series of interviews. Two signifiers of interviews will be used the first of which are semi-structured interviews and the 2nd are focus group interviews. Interviews are an constituted method of informations aggregation within concern research and the societal scientific disciplines in general and they are besides one of the principal tools associated with qualitative research. Interviews excel at roll uping in-depth informations by leting for a treatment to take topographic point between interviewer and interviewee covering with the subject at manus, ( Kvale, 1996 ) . Semi-structured interviews in peculiar are utile due to their construction. The typical construction for this signifier of interview is for the interviewer to hold a prepared list of inquiries but besides to go forth clip within the interview for the respondent to originate and react to subjects as they occur freely, ( Drever, 2003 ) .

The semi-structured interviews in this case will seek to include representatives from the McDonald ‘s eating houses at a assortment of degrees. It is expected that 14 interviews of this nature will be held, with 10 employees, 5 with less than 6 months experience with the company and 5 with more than a twelvemonth ‘s experience with the company. 4 extra interviews will be held with directors in the company. Three locations have been selected and interviewees will be selected to from a representative sample of each of the take parting eating houses. The interviews will concentrate on roll uping informations relevant to honor, motive and dealingss as outlined in the literature reappraisal.

An of import series of inquiries directed at employees will seek to determine their ideas on their hereafter of the company, on whether employment is a short term step or whether they see it as offering long term calling ends. By analyzing new recruits or those with small experience along with those who have been with the company for a period of clip it is expected that utile comparative informations of a longitudinal assortment will be collected in measuring company keeping policies over a period of clip. Manager interview inquiries will be aimed more at how the three elements are managed and implemented within the peculiar locations and what are directors appraisal of and feelings towards the effectivity of such steps. Manager inquiries will besides seek to research how directors assess and measure broader industrial and societal tendencies in impacting on the keeping strategies they employ.

In add-on to the semi-structured interviews three focal point group interviews will be held at each of the take parting locations in the research. It is hoped that at least seven members of staff once more with balanced representation in footings of experience of working in the company along with at least one of these being at direction degree will go to the interviews. Access to any concern administration is hard sing the clip and invasion which research causes, nevertheless the focal point groups in this research are constructed in footings of an action research attack, ( Morgan, 1999 ) .

This means that the focal point groups will underscore communicating between assorted parties in footings of the effectivity of employee keeping strategies within the several locations involved in the research and of how the findings of the research can be of usage to the participants in the research peculiarly where debatable issues occur. The purpose of the focal point group is to research how internal penchants and demands as expressed by employees mesh with each other to organize common tendencies, how unfastened communicating channels are within the peculiar eating houses and detect direction and peer response to jobs that are identified internally within the group, ( Greenbaum, 1998 ) .

There is nevertheless a figure of important challenges to carry oning this research successfully and a figure of restrictions with the research scheme and program adopted. To cover with the challenges foremost the most of import hurdle will be the gaining of sufficient entree and co-operation in carry oning the interviews, . There are jobs in this respects at two degrees, in footings of entree direction may hold concerns over the degree of invasion into twenty-four hours to twenty-four hours operations caused by the interviews. However this can arguably be addressed by reasonable timetabling of interviews to do as small break as possible. Similarly entree to company records in visible radiation of the documental analysis once more will necessitate to turn to direction and organizational concerns over the confidentiality of internal company paperss.

However the writer believes that by foregrounding the value of the research in footings of measuring effectual keeping schemes and placing jobs with current 1s or successful elements that these concerns can be overcome, ( Bernard, 2000 ) .

Confidentiality is besides a concern for the non-management employees to be involved in the research. Anonymity in the semi-structured interviews will necessitate to be guaranteed and emphasised at all phases of the research particularly where there may be the instance that hard relationships exist between the two degrees of staff. Bias is besides a consideration here as low-level employees may non be willing to prosecute in unfavorable judgments of policies should they comprehend direction as being cognizant of the nature of the remarks they make.

Such concerns are nevertheless non sole to this research and are portion and package of much research within an organizational context, ( Bryman, 2003 ) . The research worker believes that by careful accent and the edifice of trust between interviewer and interviewee in the initial phases of the research will be an of import factor in cut downing this job and increasing the cogency of the informations collected.

The focal point group nevertheless presents exceptional jobs in this respect. The principal concern so is that the inclusion of a direction figure in the focal point group would take to important prejudice among the non-management interviewees. However blunt and unfastened treatment is an of import portion of many organizational company strategies therefore it may be the instance that direction may already be familiar with state of affairss and with the action research accent may be receptive to the context in which it is to take topographic point, ( Litosselliti, 2003 ) . Therefore trust with direction internally in the administration and trust with the interviewer will be a determinant factor in accomplishing successful consequences with the focal point group.

All research and qualitative research in peculiar demands careful administration and planning for the research to be successful. In this case as is common with many qualitative research plans a research journal will be kept by the research worker to maintain path of of import developments or subjects as they arise during the class of the research, ( Flick, 2002 ) .. Interviews will be taped with the permission of the interviewees or informations summarised with note taking if permission is non granted and informations from this will be coded utilizing NVivo harmonizing to the theoretical model outlined by the literature reappraisal along with the general subjects identified within the documental analysis.

Back to: Try Examples

Mentions

Beaumont, P. ( 1993 ) Human Resource Management: Key Concepts and Skills, Sage, London UK.

Bernard, H. R. ( 2000 ) Social Research Methods, Sage, London UK

Brewster, C. , Hegewisch, A. & A ; Mayne, L. ( 1993 ) Trends in European HRM: Signs of Convergence? In Kirkbride, P. ( erectile dysfunction ) Human Resource Management in the New Europe of the 1990s, Routledge, London.

Bryman, A. ( 2003 ) Business Research Methods, Oxford University Press, Oxford UK

Collin, A. ( 2004 ) Learning and Development in Beardwell, I. , Holden, L. & A ; Claydon, T. ( explosive detection systems ) Human Resource Management: A Contemporary Approach 4Thursdayedition, FT Prentice Hall, UK.

Clark, I. ( 2004 ) The Employment Relationship and Employee Rights at Work, in Beardwell, I. , Holden, L. & A ; Claydon, T. ( explosive detection systems ) Human Resource Management: A Contemporary Approach 4Thursdayedition, FT Prentice Hall, UK.

Debrah, Y.A. & A ; Smith, I.G. ( 2002 ) Globalization, Employment and the Workplace: Divers Impacts, in Debrah, Y.A. & A ; Smith, I.G. ( explosive detection systems ) Globalization, Employment and the Workplace, Routledge, London UK.

Drever, E. ( 2003 ) Using Semi-Structured Interviews in Small Scale Research, Scottish Council for Research in Education, Glasgow UK

Flick, U. ( 2002 ) An Introduction to Qualitative Research, Sage, London UK

Foot, M. & A ; Hook, C. ( 1999 ) Introducing Human Resource Management 2neodymiumedition, Pearson Education Limited, UK.

Frumkin, P. ( 2000 ) McDonald ‘s and Burger king Launch Crisis Counseling after Gun Rampage, Nation ‘s Restaurant News, Vol. 34 Issue 1.

Golding, N. ( 2004 ) Strategic Human Resource Management, in Beardwell, I. , Holden, L. & A ; Claydon, T. ( explosive detection systems ) Human Resource Management: A Contemporary Approach 4Thursdayedition, FT Prentice Hall, UK.

Giles, A. ( 2000 ) Globalization and Industrial Relations Theory, Journal of Industrial Relations, Vol. 42 Issue 2.

Gregory, A. & A ; O’reilly, J. ( 1996 ) Checking Out and Cashing Up: the Prospects and Paradoxes of Regulating Part-time Work in Europe, in Crompton, R. , Gallie, D. & A ; Purcell, K. ( explosive detection systems ) Changing Forms of Employment: Administrations, Skills and Gender, Routledge, London UK.

Greenbaum, T.L. ( 1998 ) The Handbook for Focus Group Research, Sage, London UK

Hart, C. ( 1998 ) Making A Literature Review, Sage, London UK

Henriksson, K. ( 1999 ) The Collective Dynamics of Organizational Learning: On Plurality and Multi-Social Structuring, Lund University Press, Sweden.

Kvale, S. ( 1996 ) Interviews: An Introduction to Qualitative Research Interviewing, Sage, London UK

Legge, L. ( 1995 ) Human Resource Management: Rhetorics and Realities, Macmillan Business, USA.

Litosselliti, E. ( 2003 ) Using Focus Groups in Research, Continuum, London UK

Morgan, D. L. ( 1998 ) Planing Focus Groups, Sage, London UK

Ritzer, G. ( 2000 ) The McDonaldization of Society, Pine Forge Press, Thousand Oaks California.

Rees, G. & A ; Fielder, S. ( 1992 ) The Services Economy, Sub-Contracting and the New Employment Relationss: Contract Catering and Cleaning, Work, Employment and Society, Vol. 6 Issue 3.

Roberts, G. ( 2000 ) Recruitment and Choice: A Competency Approach, Chartered Institute of Personnel and Development, London UK.

Rubery, J. & A ; Grimshaw, D. ( 2003 ) The Organization of Employment: An International Perspective, Palgrave Macmillan, New York USA.

Schlosser, E. ( 2001 ) Fast Food State: What the all-American Meal is Making to the World, Allen Lane The Penguin Press, London UK.

Silverman, D. ( 2005 ) Making Qualitative Research, Sage, London UK

Walsh, J. ( 1998 ) McJob Image First Target in Burger Recruitment War, People Management, Vol. 4 Issue 2.

Yin, R. ( 1994 ) Case Study Research, Sage, London UK

Leave a Reply

Your email address will not be published.