Intention and the Plan of the Business Goals

Question: Describe about the Strategic Human Resource Management. Answer: Introduction Strategic Human Resource Management is the intention and the plan of the business goals, which could be achieved through the employees. There are three positions, which are based on the strategic Human Resource Management. The first human capital is one of the major sources in to achieve the competitive advantage. Secondly it is the employees who implement the strategic plan and thirdly, the systematic approach needs to adopt for defining the where the organization wants to go and how they will reach there (Truss et al. 2012). Strategic HRM process involves the development of the strategies of HR, which is correlated, with the business strategy. The HR and finally the implementation of the strategy can segment the strategic human resource management into two phases the initial phase is the strategy formulation. It ensures that the policies related with HRM need to cohere both the policy areas as well as the hierarchies. It would enable the organization to decide with the long-term performance of the organization. The implementation of the strategic HRM would result in the strategic view of the HR function, which would relate with the business functions of the organization (Rewards and Plans 2013). I am working currently in HR department of McDonalds. The plan has been initiated for the role of HR Director in implementing the strategic Human Resource strategy. Organizations Vision and Mission Vision The vision of McDonald is to become one of the most progressive companies of the world through experiencing the customers with its best quality service. They focus on providing tasty and high- quality food to their customers. They want their customers to make feel of as valued customers of their store. The companys primary and most important vision lies in the fact of implementing the innovation through the satisfaction to their customers and following the current need of the customers. To follow the vision the organization uses various methods of its development so that it meets with the customers expectation (McDonald wants to achieve its vision through enduring the three broad objectives. The first among it is to become the best employer for its worldwide customers. The second objective is to distribute the operational excellence to its customers in each of its stores. The third objective is to endure a profitable growth through the expansion of the brand and strength of the compa nys system implying the innovation and technology (Aboutmcdonalds.com 2016). Mission McDonald Mission includes the details about the market position through its establishing of most preferred place for customers to eat and drink. The company further highlighted the human resource management approach through its mission of creating its most desired place for the people to work. Again the company highlighted the corporate social responsibility position through initiating the positivity in the presence of the community (Aboutmcdonalds.com 2016). Strategic HR Issues The McDonald is the leader in the food corporation which retails more than 117 countries and has more than 60 million of employees. The head of the human resource is lead by the McDonald United Kingdom office. The main issue related with the McDonald is the huge turnover rate along with the recruitment challenges. Again huge cost is associates with the recruitment and the training of the employees within the organization. The most important issue that needs to cater through the adoption of necessary policy is the working of the environment along with the recruitment process (Bratton and Gold 2012). Employees competencies to meet the objectives- McDonald employees are not much effective to help to meet the objectives of the customers. It is due to the dissatisfaction, which arises in the culture of the organization. Most often, the store is incorporated with the uncaring store owner. The employees are not satisfied with the atmosphere and feel pressure throughout the service. Moreover the low salary and long shifts enabled to provide poor service to the customers (Stahl et al. 2012). The Affective Events Theory, which explains the importance of the connection of the emotions and feelings, attached with the job satisfaction and the behaviors. McDonald needs to adopt the theory so to improve their performance for achieving the objectives of competencies (Mahni and Sidner 2016). Difference of superior performers with the average performers- The employees is same for the organization. However, they need to adopt policies through evaluating the performance of the superior performers (Shields et al. 2015). Below or average performers can be guided to upgrade their performance- The below or the average performers can upgrade the performance through the adoption of the theory of Expectancy. In the Expectancy Theory, which did Victor Vroom propose, establishes the performance management as performance is based on the expectations. The HR need to apply the Expectancy Theory through the interaction of the expectancy, Valence and the Instrumentality in the psychology to crate the motivation force (Magidson et al. 2014). Further the plan need to get extend through initiating appraisal and rewards based on attendance or through planning an event of fashion and declaring the winner for it. Development of the employees to meet the challenges- The employees are given on-job training for their development of the quality service and along with the operation skills. It also initiates training to make them learn about the recipes. The training does not consist of the detail about the challenges that the company can face and how to overcome from it. The initiate of proper training and development of the staff need to give. So that they could know about the challenge related with the organization (Council 2012). Employees motivated to meet the current and future challenges- Not only training but the employees of the McDonald are not motivated to achieve the challenges. The employees do not think about the challenges that need to face which will on the other hand relate to their growth. The companys only way to motivate the employees is through the reward programs. They include the incentives and bonus structure to motivate their employees (Pinder 2014). McDonalds need to adopt their theories of Maslows need hierarchy theory. Now, the five needs are separated into two levels high and low. Physiological and safety needs are categorized as lower order needs. This need could be satisfied through the external factors like wages. But the social, esteem and self actualization needs to cater through the satisfaction internally to a person. McDonalds need to understand the need for inter satisfaction to get motivated (Taormina and Gao 2013). Attract the people of right caliber- McDonald focuses on every employee to retain the future challenges. Now the company needs to understand that not all employees have the same plan and potential. The company needs to evaluate the performance and employees to give importance according to that. The training should also be given first priority to employees who are mostly willing to take challenges (Ford 2014). The current culture alignment with the vision, mission and values- McDonalds vision reveal the overall strategic direction of the company. The comprehensive statement of the vision statement states what it needs to achieve and makes the vision statement satisfactory. Although, the satisfactory vision statement needs to unite the aims of the different areas of the organization (Aboutmcdonalds.com 2016). The mission statement is comprehensive in involves the aspect for the human resource management into it. Company needs to include innovation in its statement. The mission statement further did not include the research-based or the technology-based innovation of the product for its customer satisfaction (Aboutmcdonalds.com 2016). HRM Plan The issues of the HR need to implement some changes through undertaking a comprehensive plan. McDonalds is indulged with different plans and actions. They need to make polices to address the issues that arise (Knight 2013). A 12 months HR plan has initiated to solve all the issues. Importance of the program Strategic Human Resource program would enable to resolve the problems, which affect the people of the organizations. All organizations want to cater all the needs of the employees and the organization. McDonalds main aim lies to provide quality service to their customers. Now this can be achieved through the application of comprehensive program in HR planning. The program would further help McDonald to enhance the environment improvement and the suppleness among the employees. The strategic program would enable the company to address the expectations of the employees (Bratton and Gold 2012). Objectives of the plan Enable the employee to boost the performance. To minimize the employee turnover and filling up of the consequent vacancies To progress the knowledge, standard, skill, ability and the discipline Objectives to execute the store through the development of higher employee commitment and the customer satisfaction Provide positive experience of the employment through the respectful employee treatment and efficiency with the labor and the employment laws. Establish the strong management plan for the identification and the development to create diverse workforce. Provide rewards to the employees for supporting of the performance culture. Communicate with the compilation of the McDonald employee through telling them about the value of the brands and build respects for the brand. Program plan The initial strategic plan of the HR lies to deliver the quality performance of the culture with the support of the employees and the organizational resources which are essential; for sustaining the superior performance of the business. It further emphasis to deliver it through the designing of the process and providing essential tools and transfer the knowledge of the leaders. It will enable to develop and improve the culture. There are areas where McDonalds need to improve its plan. The program is implemented according to the changes in those areas (Sparrow 2013). The main priorities are to increase the retention and developing the performance of the employee. It needs to include motivation as the key priority for the employee. Performance Management- The program gives its most importance on the performance of the employees. The employees performance need to boost up it will help them to decrease the retention and enables them to achieve their vision of providing quality service to its customers. In this regards the adoption of Goal-Setting Theory. The implication of this theory would enable the employees to found reliable, useful and the diverse work situations (Pervin 2015). The enabling of the difficult and specific goals would enable to perform higher performance. Career Development- the employee needs to understand the relation of development and the growth in their career. The plan includes the internal promotions. Employees can get internally promoted evaluating the time and performance in the organization. The career development needs to be assessed in the program through understanding the skills of the employee. The Gap needs to be understood between the level of competency and the future requirement of the employee. The gaps need to be access according to that (Rothwell et al. 2015). Training and development- McDonalds need to conclude proper training to their employees. It would enable them to face the challenges for the current situation as well as for the future (Wilson 2014). McDonald needs to adopt the two-Factor Theory of Frederick Herzberg. The adoption of the theory would enable to the need of two effects. Either it would cause to satisfy with the job or it would prevent from being dissatisfied. Promotion/ Succession Planning- the program need to implement the most important area of promotion of the employees. Promotion would enable the employees to motivate this would rather help the employees to continue with the organization with better performance (DeVaro and Morita 2013). Change Management- McDonald need to adopt a systematic and proactive approach in the program. The program includes the change of management so that they could effectively lead the employees. The change management needs to overcome the resistance through constant communication with the employees (Pinder 2014). Staff culture- The program needs to address staff culture need to implement the plan of workforce planning issue. The salary of the employees will be increase yearly with a growth of 15%. Other than yearly increase the salary would also increase according to the performance (Council 2012). Recognition of performance- The plan includes evaluating the performance of all the employees. The employees would be rewarded according to that. The recognition does not only mean monetary recognition. The plan includes both the monetary as well as non-monetary recognition (Stone 2013). Employee Retention- The plan includes retaining the employees through the employee motivation theories. The plan involved the equity theory to motivate the employees. The theory contributes the employees expectation of equal return for their contribution in the job. The employee retention can increase through the motivation and job satisfaction (Hong et al. 2012). Recruitment- The program needs to adopt the effective selection criteria for the employee. The plan needs to select employees who are effective and efficient in terms of performance and growth (Stone 2013). Program Recommendation The plan of the HRM should address in a way so that it caters the needs of the organization. It should include effective management policies and procedures so that it fulfills the needs of the employees. The policy should include the culture of the organization. McDonalds need to communicate the contents of its manual through the usage of internet. The policies need to review and regulate the policies so that it fulfills the effectiveness of the law and the needs of the company. The company needs to appoint a particular person for the responsibility attached with the amendments. The person needs to address the changes accordingly. The introduction of the plan to the employees needs to obtain the confirmation that they understood and agreed to comply (Truss et al. 2012). The policy need to provide with the guidelines of practices and behavior of the employee in the company. The policy need to implement for safeguarding the establishing equality for the organization. The policy0020 should also cater he vision and the mission of the company for proving quality service for their customers (Wilson 2014). Conclusion McDonalds, which is the leading food chain of the world, gives its main focus on the customer service. The organization need to understand the importance of the retention of the employee to provide quality service. The company has many HR issues. The issues can be eliminating through the adoption of effective policy. A strategic HR plan has initiated covering the areas where the adoption of the policies is necessary. Reference list: Aboutmcdonalds.com. (2016).McDonalds Official Global Corporate Website :: AboutMcDonalds.com. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Council, S.B., 2012. Training development. DeVaro, J. and Morita, H., 2013. Internal promotion and external recruitment: a theoretical and empirical analysis.Journal of Labor Economics,31(2), pp.227-269. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management,3(2), pp.60-79. Knight, E.J.M., 2013. Strategic Human Resources Management practice,are we there yet? A study of the Incorporation of a Strategic Plan.International Journal of Human Resource Management,71, pp.2104-2111. Magidson, J.F., Roberts, B.W., Collado-Rodriguez, A. and Lejuez, C.W., 2014. Theory-driven intervention for changing personality: Expectancy value theory, behavioral activation, and conscientiousness.Developmental psychology,50(5), p.1442. Mahni Shayganfar, C.R. and Sidner, C., 2016. An Overview of Affective Motivational Collaboration Theory. Pervin, L.A. ed., 2015.Goal concepts in personality and social psychology(Vol. 23). Psychology Press. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Rewards, E. and Plans, P., 2013. Strategic human resource management.Instructor. Rothwell, W.J., Jackson, R.D., Ressler, C.L. and Jones, M.C., 2015.Career Planning and Succession Management: Developing Your Organization's Talentfor Today and Tomorrow: Developing Your Organizations Talentfor Today and Tomorrow. ABC-CLIO. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sparrow, P., 2013. 5 Strategic HRM and employee engagement.Employee engagement in theory and practice, p.99. Stahl, G.K., Bj, I. and Morris, S. eds., 2012.Handbook of research in international human resource management. Edward Elgar Publishing. Stone, R.J., 2013.Managing human resources. John Wiley and Sons. Taormina, R.J. and Gao, J.H., 2013. Maslow and the motivation hierarchy: Measuring satisfaction of the needs.The American journal of psychology,126(2), pp.155-177. Truss, C., Mankin, D. and Kelliher, C., 2012.Strategic human resource management. Oxford University Press. Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2).