A Critical Analysis Of Mcdonald's Human Resource Management Strategy

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Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation 's overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be capturing the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that: • It employs the right people • Those have the right mix of skills • Employees show the correct behaviours and attitudes, Furthermore, we will be attempting to critically review the link between McDonald’s’ current HRM strategy and its impact on wider organisational strategy. One of the reasons we have identified McDonald’s as a good candidate for reviewing the influence of HRM Strategies on wider organisational strategy is because they employ over 91,000 people in the UK alone and: “McDonald 's is the leading global foodservice retailer with more than 35,000 local restaurants serving nearly 70 million people in more than 100 countries each day” (About McDonald’s 2014). According to BrandZ100.com, McDonald’s is ranked 5th in the Top 100 most valuable brands in the world in 2014, and at number 1 in the Fast Food category (BrandZ.com 2014). Firstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible

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