Human Resource Management at McDonald's

Human Resource Management
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McDonald's Company
McDonald's is the largest fast-food chain in the world, with a 10% market share ("McDonald's Revenue 2006-2020 | MCD," n.d.). The company produces meals that appeal to a various clientele; hence achieving this goal was not easy. McDonald's aims for over 40 million consumers in the United States alone, with over 1.1 million already signed up. The company has never wavered from its objective to be the customer's favorite place to dine and how they like to eat. Unlike other franchises with a set menu, McDonald's has benefited from its flexibility in brand recognition and inclusivity. The company plans to satisfy the demands of clients as they evolve and to offer delicious meals at the most affordable prices, thus building brand customer loyalty.
Job Analysis
Human resource management at McDonald's is a separate department that plays a crucial role in the company's primary operations. As a result, most managers take on human resources duties. The main functions of a human resource manager are policy-making, administration, recruiting, managing employees' benefit, creating a conducive work environment, and maintaining McDonald's culture (Cole et al., 2018). Employees are highly regarded as invaluable resources at McDonald's because they provide a competitive advantage. The critical goal of HR planning is to figure out what HRM requirements exist for current and future worker supply and demand. To achieve McDonald's service vision, the company believes in building a solid team and ensuring that the relevant skills and expertise are delivered to the right person at the right time to complete the job.
In 1987, David Guest introduced an HRM concept centered on employee commitment, hence differs from various aspects of human management. The model combines characteristics of both hard and soft HRM. McDonald's company uses four critical components that David Guest proposed regarding efficiency between employees and employers (Chia et al., 2020). These components include underpinning organizational effectiveness, strategic integration, adaptability, and commitment. McDonald’s took on a major task of recognizing the limitations they faced due to cultural differences. How would the company integrate into the culture as a result of the acculturation process?  This is the process of adjusting and adapting to a culture that is not one's own. By introducing new products, ideas, or methods, international business will operate as a change agent. Success has brought McDonald’s notoriety and status, and with success comes a reputation for professionalism.
The main difference between soft and hard HRM that McDonald's takes advantage of is normative and authoritative models. These models differ from descriptive, functional, and critical evaluation practices. Models that McDonald's uses have several features from Guest's model, such as seeking employment engagement towards the company's goals and plans, fulfilling individual needs, flexibility, and employees regarded as invaluable assets. The primary focus of HR functions within McDonald's accorded to the Guest's model is to effe...