Unit 22 Managing Human Resource Assignment (GC0912)

Table of Contents

Introduction.

Task 1.

1.1. Explain Guest’s model of HRM as applicable to McDonald’s.

1.2. Compare the differences between Storey’s definitions of HRM, Personnel and IR practices in the above context

1.3. Assess the implications for line managers and employees of developing a      strategic approach to HRM in a company like McDonald’s.

Task 2.

2.1. Explain how a model of flexibility might be applied in practice.

2.2. Discuss the types of flexibility which may be developed by the organization McDonald.

2.3. Assess the use of flexible working practices from both the employee and the employer perspective McDonald in this case.

Employer perspective.

2.4. Discuss the impact that changes in the labor market have had on flexible working practices.

Task 3.

3.1 Explain the forms of discrimination that can take place in the workplace with suitable examples and how one can minimize it.

3.2. Discuss the practical implications of equal opportunities legislation for the McDonald organization

3.3. Contrast and compare the approaches to managing equal opportunities and managing diversity.

Task 4.

4.1. Different methods of performance management McDonald uses.

4.2. Assess the approaches to the practice of managing employee welfare in McDonald’s.

4.3 Discuss the implications of health and safety legislation on human resources practices.

4.4. Evaluate the impact of one topical issue (e.g., e-Recruitment) on human resources practices at McDonald’s.

Conclusion.

References.

 

 Introduction

Managing human resources (MHR) is the process of business organizations dealing with the staff to improve their performance in the workplace (Mullins, 2014). This paper outlines several factors related to human resource management. The first task of this paper explains the Guest model of HRM and the Story Definition of HRM, personal management, and industrial relations. The second task of this paper focuses on different factors related to working flexibility. The third task of this paper emphasizes different discriminations and equality and diversity practices in the workplace. The last task of this paper outlines staff performance methods used in business, employee welfare, health and safety legislation, and the impact of e-recruitments on business.

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Task 1

1.1. Explain Guest’s model of HRM as applicable to McDonald’s.

David Guest, the head of the management center of King College, London expanded his model of HRM. HRM is completely dissimilar from conventional workers’ legislation and it is the basis of the Guest model. It is idealistic, inherently, organizing the faith that primary components of the HRM access (Basically those of the Harvard map) for example pledge has a straight relevance along with worthy pursuit sequences (Guest, 1997).

This model has four effects which are expanded within four policy destination, which are explained as follows:

Strategic integration: Assuring that: (i) Human resource management is completely compact within the technical scheme; (ii) Policies are compatible; and (iii) human resource practices are conducted by the rank conductor as a share of their daily act (Guest, 1997). McDonald’s has developed effective and efficient strategies to develop its workforces and to gain the best outcome from them. The strategic integration has improved McDonald‘s staff retention and performance (McDonald Annual Report, 2015)

Commitment: Assuring the workers (i) to realize obedient with the association and; (ii) Are promised to exalted representation through their attitude (Guest, 1997). For example, McDonald’s has about 420,000 employees who are committed to McDonald’s. On the other hand, McDonald is committed to ensuring a safe and secured workplace for its employees (McDonald Annual Report, 2015

Flexibility: Assuring (i) A favorable association formation; and (ii) Working facility emerged on various efficiencies (Guest, 1997). Employees in McDonald’s look at work flexibilities. Thus, HRM in McDonald’s provides several flexible opportunities for the employees. (McDonald Annual Report, 2015)………………..

 

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