How McDonald's Human Resource Management Improves Employee Engagement

Question

Assessment Description: Pick any organisation of your choice. It must be an organisation for which it’s possible to access information about its HR practices. Using a report format, address the following factors:

1. How is the organisation trying to improve the performance of its workforce?
2. How is the organisation trying to improve its culture?
3. How is the organisation trying to improve rates of employee engagement?
4. What recommendations do you have that could enhance those three HR strategies?

To sufficiently answer those questions, you need to incorporate the following considerations:

• For the first question, include one performance-related initiative and one way in which its success could potentially be measured.
• For the second question, include one culture-based initiative and identify, too, the type of culture prevalent within the organisation.
• For the third question, include one engagement-related initiative and its likelihood of success based on references to credible theory.
• For the fourth question, include one recommendation for each of the three HR strategies noted in the preceding bullet points.

Answer

Introduction
The purpose of this paper is to understand the human resource practices of an organization. The organization selected is McDonald's which is a worldwide brand and take several initiatives in order to improve its HR practices. The paper will present the manner in which the company can improve the overall performance of the employees, can develop a better organizational culture and the way in which it can enhance the employee engagement with the organization. There will also be provided certain recommendations to improve and enhance the implementation and success of the strategies.

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Performance-related initiatives
To improve the performance of the employees. McDonald's has implemented a performance-related initiative in its organization i.e. Reward Management. It can be regarded as an effective and most adequate initiative for having improvement in the performances. With the help of this initiative, there is the framing of such organizational policies which can be implemented and then reward the employees for their work in a fair and equitable way. With the help of reward management, there takes place evaluation as well as analysis of the overall remuneration and the compensation offered to the workers. The objective behind this initiative is to have an adequate reward structure in the organization which includes various aspects like adequate pay to the workers, policies, payroll administration, team rewards, practices, executive rewards, minimum wages and various other factors (Terera and Ngirande, 2014).

McDonald's is regarded as a recognized organization which implements a potential reward management initiative and system in the organization. The various aspects of the initiative of reward management depict the competency of the performance-related initiative of McDonald's. The first factor is the efficient salary packages of wages provided by the organization to its employees (Sparrow, 2013).

McDonald's is regarded as a recognized organization which implements a potential reward management initiative and system in the organization. The various aspects of the initiative of reward management depict the competency of the performance-related initiative of McDonald's. The first factor is the efficient salary packages of wages provided by the organization to its employees (Sparrow, 2013).

To measure the success of the initiative the company can make use of benchmarking as one of the best ways to potentially measure the improvement in the overall performance of the employees.

Culture-related initiatives
McDonald's pay huge emphasis upon its organizational culture and its continuous improvement. For the same, the company lay down emphasis upon the growth of its human resource and also to attain overall development of the employees. To improve the culture, the company has implemented a culture-related initiative for making the organization as highly people-centric. In its initiative, the major focus is upon increasing the individual learning of the employees, the overall organizational learning and better diversity and inclusion. The culture-related initiative helps in promoting the overall development and growth of the workers (SAMPLE, n.d.).

The first aspect of the initiative is to enhance the transparency level in the organization by making use of modern and effective collaboration and communication tools which can help in disclosing the info among all the employees. The higher transparency level is one of the key aspects of building a strong organizational culture. The second key aspect of the initiative is the adequate recognition scheme for the employees. The scheme focuses upon the employees’ development by offering recognition to the talent and skills of the individual employees and providing them additional compensation for the same. This helps in improving the overall culture by focusing on individual learning (Kwenin, Muathe and Nzulwa, 2013).

The company also offers the opportunity to its workers to come out as future organizational leaders. There is continuous training provided to them for having their personal development. The company adopts a culture where there is maximum focus being led upon the welfare of the employees as greater the employee welfare is, higher is the overall growth of the organization and maximum is the organizational learning. There are also a number of programs as a part of the initiative where the employees can attain the authoritative and higher level positions in the organization with their talent and skills.,Thus, there are several aspects and factor in the culture-related initiatives which enhance the growth of the individuals as well as the organization.

Engagement-related initiatives
Employee engagement is regarded as one of the most vital aspects of an organization to attain long-term sustainability in the globalized world. The employees are the most sound, potential and significant asset of the company and therefore, the human resource departments pay higher attention to increasing their engagement level. McDonald's also pay huge emphasis upon increasing the overall engagement of the employees by making use of an engagement-related initiative. For enhancing the engagement and commitment of the employees, McDonald's focuses upon reducing the level of formalization as well as enhancing decentralization in the company (Allon, Federgruen and Pierson, 2011).

McDonald's believes that if the company has increased level of formalization then there will be a decreased level of organizational flexibility which will lead to rigidity among the behavior of the individuals. As a result, it refrains the employees from having strong organizational engagement by working in a highly formal environment. Thus, as a part of the engagement-related initiative, the company is focusing upon changing the formal environment to an informal environment so that the employees can share their views, opinions, and thoughts in an open manner and can consider themselves as a part of the organization (Prusak, 2009).

The second aspect of the initiative is to develop a decentralized culture in the organization to improve the engagement of the employees with the organization. There are several changes done in the organizational structure to offer decision making power to the middle-level managers and also giving them a chance to have increased work engagement. It helps in enhancing the motivation of the workers to remain committed to the organization which ultimately increases the engagement level of the employees with the organization (Prusak, 2009).

In reference to the credible theory, the success of the initiative is high as when there will be an informal and supportive working environment with a higher level of authority then it will increase the engagement of the employees.

Recommendations
Following are the recommendations to enhance the implementation and success of the three strategies mentioned above:

• Performance-related initiatives: To improve and enhance the results and success of the reward management strategy, the company must take care that there is a higher level of fairness and equity while framing the reward structure for all the employees. If there would be any kind of biases, then it would not offer adequate results. The higher level of fairness and equity will motivate the employees to work hard and improve their overall performances. Thus, there are chances to enhance the implementation and success of the performance-related initiative by developing a fair reward system.
• Culture-related initiatives: To improve and enhance the results and success of the culture improvement strategy, the company must take care that there are continuous learning programs in the organization. These programs will ensure that the company has its emphasis upon the development of the employees and a people-centric culture is being adopted in the organization. Thus, the training sessions will surely enhance the implementation and success of the culture related initiative
• Engagement-related initiatives: To improve and enhance the results and success of the decentralization and informal culture strategy, the company must take care that there is an adequate level of authority and decision making power is being offered to all the employees. There must be open-forum discussions which should take place in the company so that the employees can share their views and thoughts as well as involve in decision making. This will ensure that they are considered as a vital part of the company and thus will improve and enhance the implementation and success of the engagement related initiative. The employees can also provide with feedback forms to check whether the strategy has worked or not. Assessment of the feedback forms would help in analyzing the success rate of the strategy.

Conclusion
From this paper, it can be concluded that McDonald's has implemented several initiatives in order to improve the performance of the employees, the organizational culture and the engagement of the employees with the organization. It is concluded that with its performance related initiative, it offers adequate rewards to the employees so that they can motivate and work efficiently. With its culture-related initiative, it develops a more people-centric culture which also boosts the zeal to work in a more productive manner. The company offers a level of freedom to the workers to be comfortable at work which as a result enhances their efficiency, productivity and engagement level. McDonald's focuses on developing a more decentralized working environment so that there can be a better level of engagement in the organization. McDonald's human resource management assignments are being prepared by our HR assignment help experts from top universities which let us to provide you a reliable online assignment help service.

References
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Bustamam, F.L., Teng, S.S. and Abdullah, F.Z., 2014. Reward management and job satisfaction Crawford, R., 2015. McDonald’s Restaurants puts motivation and reward at heart of business Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an integrated https://www.employeebenefits.co.uk/issues/june-2015/mcdonalds-restaurants-puts-motivation-and-reward-at-heart-of-business-strategy/

Kwenin, D. O., Muathe, S., & Nzulwa, R. 2013. The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana

Limited. European Journal of Business and Management, 5(12), 13-20. P.233.

Prusak, L., 2009. Knowledge in organisations. Routledge.

SAMPLE, G. Y. C. E. Business Strategic Management on McDonald’s in India Essay. Sciences, 144, pp.392-402.

Sparrow, P.R., 2013. 11 International reward management. Reward management: a critical text, strategy. Retrieved on: 10th December, 2018, Retrieved from: Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee