McDonalds global strategic of human resource management Essay

McDonalds globular strategic of human resource management - Essay ExampleSince then, McDonalds kept growing in terms of business and innovative products and concepts that attracted the international market to acquire franchise stores in their countries. At McDonalds, attainment is highly encouraged. From the setting up of Hamburger University to educate people in the food business, to welcoming students to extend part time while offering them a suitable schedule to still accommodate their studies, the corporation has established its value for learning. Within each store, much learning and development ensue. Employees skills and potentials are maximized with effective motivational strategies. Aside from contributing to the improvement of employees, it besides redounds to beneficial outcomes for the ac club. To management, their human resources are the companys great wealth and are worth investing on. They see employees as the primary source of progress in terms of quality and pr oductivity. Employee development takes on a learning orientation throughout the McDonalds system. This shows the companys commitment to empowering their people towards better performance in their work, thereby impacting organizational efficiency. The lay outs reaped by the company throughout the years prove that McDonalds is one company committed not only to the highest standards of rectitude in the food service industry but also to being a great employer that motivates its employees to gain for their best performance. Employee recognition is one thing McDonalds believe in. Their recognition programs are designed to reward and recognize worthy employees who exhibit above average performance. The Presidents Award is given to the screen 1% of individual performers worldwide in the corporate division and region offices. The Circle of Excellence award is bestowed upon top teams who contribute their efforts in advancing the companys vision (McDonalds.com) With the purpose of retaini ng their high-performing employees, McDonalds has also devised ways to keep them such as helping them invest in their futures. Employees have access to fiscal management services, profit shares in the company as well as long-term incentives. These benefits are given to key employees who have exhibited sustained quality performance and have impacted long-term value psychiatric hospital in the company (McDonalds.com). An employee of the month is voted each month and then, each quarter. This motivates the employees to strive hard to be a candidate. The winner gets vouchers as rewards and becomes eligible as candidates towards Employee of the quarter, and rewards are increased as the employee goes up the hierarchy of the award. roughly other motivational scheme for employee development is rewarding employees for their loyalty to the company in the longevity of their employment. Employees who stay at McDonalds from 5 years are given monetary rewards every(prenominal) 5 years, and th is increases in value every time. The foregoing is what is publicized as McDonalds profile as an employer. However, a different case seems to be recognized in its branches in Europe. Although it has exerted much effort in preventing the formation of unions amongst their employees, discontent in some still manage to seep through (Royle, 2002). McDonalds in Europe face a greater challenge in terms of its employment of culturally diverse workers with varying ages and qualifications (Royle, 1999). This paper discusses such issues on how the company has dealt with such challenges in its