Managing Human Resources Obligations

Question: Discuss about the Managing Human Resources Obligations. Answer: Introduction: In order for a business unit to meet its obligations to employees, shareholders and society, the senior management must have to develop a strong relationship with the organizations and employees that would fulfil the continually evolving needs of the both parties. In the present competitive business environment, organizations have to maximize the utilization of the internal resources for sustaining its position in the market. For that reason, organizations focus on to implement several strategies to keep talent associated with the organization for long period of time. Now, reward and recognition is among the prime areas that organizations focus on to motivate employees to give their best at the workplace. However, many studies have highlighted the fact that reward and recognition schemes are mostly vague that entirely depends on the managers perception regarding the quality of performance provided by a particular employees. For that reason, it has become necessary for the organizatio ns to utilize recognition scheme in such a way so that it can able to develop healthy working atmosphere where all the employees can give their best in an appropriate way. In this study, the prime focus will be on the kind of employee recognition strategies initiated by McDonalds for creating desired impact on the market. The study will also try to include theories related to initiate recognition schemes of McDonalds for providing in-depth perspective in an appropriate manner. Furthermore, the study will focus on analyzing the applicability of the implemented recognition strategies of McDonalds in a non-profit organization. Impact of McDonalds recognition scheme on culture: McDonalds is among the prime fast food retail organization that has able to expand its reach all across the world. As a result, it has to face huge amount of competition from the global market for sustaining its position for a long period of time. For that reason, it has become necessary for McDonalds to focus on the development of the strategies to utilize both internal and external factors in an appropriate manner. As per the article by Bradler et al. (2016), McDonalds have always taken strategies to keep the motivation of the employees at the appropriate level. In fact, the nature of fast food business demands for enhancing the motivation level of the employees so that customers can able to receive superior quality of products and services at the retail outlets. McDonalds have always tried to utilize retail outlets as a separate set of business entities. For that reason, it has become necessary for the organization to focus on the utilizing all the internal resources including emp loyees to the best of the capabilities for achieving sustainable growth in the market. Therefore, human resource manager of McDonalds will have to extremely careful regarding the provided level of benefits to the employees so that they can able to motivate themselves towards the organizational responsibilities. It has been assessed that human resource management of McDonalds have focused on several aspects to ensure that all levels of employees can receive best reward and recognition from the organization. As highlighted by Manzoor (2012) McDonalds believes in pay for performance policies for the effective utilization of reward and recognition schemes. It indicates the fact that the better the performance level of an employee, greater is the possibility of achieving higher rewards in the organization. McDonalds have tried to fix the basic pay amount for the employees so that it can assure employees regarding the proper maintenance of daily lives. Now, McDonalds have tried to evaluate basic pay scale of other organizations to ensure that the provided level of benefits is the best in the market. In fact, McDonalds have evaluated skill level of all the employees to provide them the best recognition package in an effective way. Furthermore, McDonalds also have focused on the effective utilization of short-term and long-term incentives to the employees for ensuring the motivation remains at the desired level. Now, short-term incentives that are provided by McDonalds are variable that heavily depends on the performance level of each employee (Malik, Butt Choi, 2015). Thus, McDonalds recognition scheme actually encourages the employees to give their best at the workplace. On the other hand, long-term incentives of McDonalds focus on providing fixed amount for the employees so that they remain associated with the organization for a long period of time. As per the article by Harrison (2013), effective utilization of short-term and long-term incentives plan can motivate employees to focus on a particular goal so that the overall objectives of the organizations can fulfilled in an effective manner. It also has been assessed that McDonalds focuses on providing company car facilities to all the employees for their professional as well as personal uses. In fact, has also provided different types of options to the employees so that they can choose vehicles according to their preferences (AbuKhalifeh Som, 2013). On the other hand, has also have tried to provide effective health benefit for the employees so that they can able to work freely. In fact, McDonalds is also trying to provide health benefit insurance for all the family members of the employees so that employees remain with the organizations for a long period of time. As per the article by Garr (2012), McDonalds always have tried to evaluate performance level of all the employees to provide effective career development opportunities. In fact, McDonalds have developed proper career development path of each employee so that employees remains motivated towards their roles and responsibilities. McDonalds also focuses on to provide effective training facilities to all the employees so that they can able to grow up in their professional career in an appropriate way. Timely appraisal is another significant recognition factor that help McDonalds to keep talent associated with the organization for a long timeframe. It has been assessed that McDonalds have always tried to remain completely unbiased at the time of measuring the performance level of the employees so that they can able to give their best at the workplace. In addition, effective utilization of appraisal system has allowed McDonalds to motivate all the employees towards their provided responsibi lities in an appropriate manner. Supported theory related to McDonalds recognition scheme: As per the article by Kruse (2012), recognition represents a type of employee motivation in which the organizations identify and congratulate employees who have given their best for the success of the organization. Traditionally, motivation level of the employees flows from the pride of workmanship that employees consider towards their responsibilities. For that reason, Sinha and Sinha (2012) have highlighted the fact that recognition is an extremely important factor that can have major impact on the performance level of the employees. Now, recognition can be segregated into two parts including public and private. It has been assessed that many people loves to be recognized in front of their colleagues, as it focuses on to communicate message regarding the special efforts or achievement of a particular employee. On the other hand, private recognition focuses on acknowledging the performances of the employees secretly. Now, it can be assessed that private McDonalds have always tried t o focus on effective utilization of public recognition system so that other employees can also able to understand the significance of performing beyond the provided responsibilities. On the other hand, effectiveness of the McDonalds recognition scheme can also be described through the Maslow hierarchy of needs theory. As per the article by Aktar, Sachu and Ali (2012) Maslow hierarchy of needs focuses on the effective evaluation of all the needs of an individual to lead their life in a healthy way. The theory has divided the entire needs of humans in five segments including psychological, safety, love between, esteem and self-actualization needs for leading their life in an appropriate manner. Now, it has been assessed that McDonalds recognition scheme has focused on the effective fulfilment of all the needs so that employee can give their best at the workplace (Abraham, 2012). For instance, psychological needs of the theory have focused on the basic physical needs that every individual require for survival. For instance, food, water, clothing and shelter are regarded as the prime elements of the psychological needs. Now, McDonalds reward and recognition scheme h as focused on providing such level of benefits to all the employees so that they can able to fulfil basic needs of themselves and their families in an appropriate way. On the other hand, safety needs of Maslow theory focuses safety and security needs of the individuals. It includes factor like personal security, financial security, health security, etc that can have major impact on the organizational framework (Javed et al., 2012). Now, McDonalds reward and recognition scheme has also tried to fulfil all the requirements of the safety needs of the employees so that they can remain motivated towards the organizational roles and responsibilities. For instance, McDonalds recognition scheme includes health insurance not only for the employees but also for each member of the employees family. In addition, McDonalds have utilized basic pay system in such a way, which has helped employees to minimize the challenges associated with the safety needs. Love and belonging needs of Maslow theory highlighted human needs regarding the sense of belongingness in the organizational structure. Now, McDonalds have always tried to develop such atmosphere where employees can work freely (Presslee, Vance Webb, 2013). Furthermore, management of McDonalds have tried to provide such atmosphere to the employees where they can able to share feelings in an appropriate way. Therefore, it helps employees to fulfil their need of belongingness in an effective way, which eventually create positive impact on the overall effectiveness of the operational process. Esteem need focuses on the human desire of achieving respect and values from the others. As per the article by Fernandez and Moldogaziev (2012), proper fulfilment of self-esteem needs help to enhance the motivational level of the employees. As mentioned earlier, management of McDonalds is extremely conscious about the development of healthy work culture where all employees get their desired level of values or respect from others. In fact, the management of McDonalds have tried to include the provided suggestions from the fellow employees for initiating any decision in the operational process, which will help to fulfil all the esteem needs of the employees in an appropriate way. Finally, self-actualization needs highlight the human needs of fulfilling all the desire in an effective way. Now, practically it is very difficult for any organization to fulfil self-actualization needs of an individual (Hewitt, 2012). However, McDonalds have tried to provided effective training and guidance facilities from the top professional to all the employees so that they can able to fulfil their desire in an appropriate manner. Thus, it highlights the fact that reward and recognition scheme has consciously focused on fulfilling all type of needs mentioned in Maslow theory to ensure the entire requirements of the operational process can be covered in an appropriate way. Applicability of McDonalds human resource management approach in a non-profit organization: As per the article by Anitha (2014) operational process of a profit organization and a non-profit organization is completely different from each other. Therefore, it is expected that role of human resource team will also differ for a profit organization compared to any non-profit organization like Spastic Centre. For instance, human resource management of McDonalds have focused on the effective utilization of pay structure to keep the employees motivated towards their work. For that reason, HR management have tried to provide best benefit level to all the employees so that rate of attrition of the organization can be minimized to a greater extent. However, in case of non-profit organization, majority of the employees are volunteers. Therefore, they often do not receive any type of specific financial help from the organizational structure (Abraham, 2012). As a result, the prime objective of HR management in the non-profit organization is on the effective enhancement of the motivationa l level of the volunteers so that they can give their best at the workplace. Thus, McDonalds recognition scheme of providing higher basic pay is not applicable in case of non-profit organizations. However, McDonalds HR management role of identifying training and guidance needs of the employees can be applicable in the non-profit sector as well. As per the article by Dzuranin and Stuart (2012) majority of the non-organization focuses on providing superior level of training facilities to the volunteers for ensuring the motivation remains at the desired level. Furthermore, volunteers also look for some opportunities from the non-profit organizations, which can help them to increase their level of skills and knowledge in an appropriate way. Furthermore, McDonalds HR management role of evaluating the performance level of each employee can also be initiated in the non-profit organizational structure. It will help HR management of non-profit organization to recognize higher quality efforts of a particular employee in an appropriate way. On the other hand, unbiased evaluation of the performance level also will encourage volunteers to give their best for the fulfilment of organizationa l aims and objectives. As non-profit organizations are looking to utilize volunteers for majority of the responsibilities, HR management will not have to concern too much about the effective utilization of long-term and short-term initiatives. In fact, the prime focus of HR management of non-profit organization will be on encouraging the volunteers to go beyond the provided organizational roles and responsibilities. However, Bidwell et al. (2013) have highlighted the fact that non-profit organizations also have to focus on providing some kind of benefit levels to the employees to encourage them in an appropriate way. It has been assessed that providing specific or pre-determined benefits to the volunteers or working employees can actually help organization to fulfil all its goals and objectives in an appropriate way. In addition, HR management of non-profit organization also does not need to focus on providing facilities like health insurance for all the family members or car facilities for personal uses, as it will increase the cost associated with the operational process in a major way (Daoanis Daoanis, 2012). Thus, it highlights the fact that the prime objective of the McDonalds HR management is to increase of the effectiveness of the operational process regardless of the enhancement of the cost associated with it, whereas HR managers of non-profit organizations focuses on the enhancement of the effectiveness of the operational process without increasing the cost. As a result, HR managers of non-profit organizations often have to deal with several rules and restrictions for fulfilling objectives in an appropriate manner. Conclusion: From the above discussion, it can be assessed that McDonalds have tried to develop superior quality of reward and recognition scheme so that employees can remain motivated towards their responsibilities. In fact, HR management of McDonalds have tried to develop such scheme that can cover all types of needs on an human being, which has helped the organization to fulfil all its business aim and objectives. 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