Assignment 1

Introduction

Employees are the key assets of the organization’s success, and this can only be implied if the organization has effective human resource management (HRM) strategies. These strategies can also be implied for the growth of the organizational performances, how the businesses can attract, recruit, and also retain the talents of the employees. Burger King is an international and famous fast-food chain restaurant that’s not operated just in the United States or the United Kingdom, but it is widespread all over the world. The main headquarter of the burger king operated in Florida, United States. Burger King has operated 12,200 outlets in almost the 73 countries, and most of them all is 90 percent privately operated. Motivation is the largest force being functioned and used by the HRM managers to attract and showed the maximum level performance of the employees (Hollenbeck, 2007). Human resource management is actually the process of hiring and recruiting the employees in best positioning, so the process of the organization becomes more valuable and effective among all other competitors. The purpose or the strategic role of the HRM in the company is conducting the job analysis, planning the personal needs of the employees linked with organization, recruit or hire the right people for the job, provide orientation and training to employees, evaluating performances, and communicate effectively with all of the employees in the organization for best future growth (Noe, 2019). This report is basically conducted to provide or analysis of the purpose of HRM in the Burger King, and how does it more improve for better employees interaction in the organization.

HRM and Workforce Planning

This report has aims to provide a great outlook and the purpose of the HRM in the business application of Burger King. Human resource management is the best thing or function that is mainly responsible for the recruiting and the retention of the staff in the organization. Burger King has thought to improve its business operations by applying the effective strategy of human resource management in the organization. HRM is the actual process of hiring, recruiting, staffing, firing, and retaining the employees in the organization, which provides higher productivity growth, various other benefits in the organization (Rao, 2009). This report applied the strategies or practices of the HRM in the Burger King organization that’s main or major functioning is to attract the valuable employees in the organization who act as the major productive asset in the organization and thus involve in promotion of the company into major or higher rank positioning in the marketplace.

Workforce Planning

Workforce planning in the company is acting as the process of analyzing, forecasting, and thus planning the workforce supply and demand, also assess different talent demands and gaps in the organization. The process makes sure that the organization is based on the great workforce has the effective and the right people with the great mind strategies that are really valuable in the organization’s performances.

Functions of HRM

There are many functions of the Burger King HRM operated, and these are as follows;

• Benefits and Compensation

HRM has the great functions being operated in the organization as the department ensures to provide the creation of the benefits and the compensation plans for the growth of the company and the employees who are worked in the organization (Decenzo, 2016) as the company provides insurance, paid leaves, vocational benefits, and other forms of retirement plans for the employees.

• Training and Development

Training and development is the most effective and requisite function of human resource management. This is basically attempted or implies in the organization for the factual growth or the performance of the organization. It is largely involved in increasing the great ability or efficiency of the employees by providing great knowledge or training regarding the activities that are essential in the company. Training and development procedure is also implied for the increment of the employee’s skills and expertise.

• Human resource recruitment, planning and selection method

This is the best and effective strategy or the main vital function in human resource management. This function is basically operated or managed in the organization for better future output as the company uses this function to recruit the ideal employees in the organization (Armstrong, 2006). The company used this function to implement the better best strategies or approaches inserted in the organization like as the selection procedure or process and what methods or techniques are basically involved in it.

• Establish or maintains employee relations

It is the great and vital responsibility of the human resource department to make sure that building the employee or management of the organization. The relationship between the employees is the best crucial thing in providing the best productive growth in the company. No discrimination and the cultural diversity applied in the organization as due to this reason, the organizations will never succeed in the higher rank positioning.

• Manage or imply the good and best working conditions

This is also the vital responsibility or the functioning of the HRM in the organization to provide good working conditions and the environment. The comfortable environment provides the growth of working by the employees in the organization as when the employee comfortable in the company, then they work well to provide the best effective growth (Bratton, 2017).

Talent or Skills to fulfill Business Objectives.

The functions of HRM has the strength and significance role in the development of productive or effective growth in the marketplace. It provides great business solutions in the long term success that mainly revolves around the recruitment, management hiring and provides direction to the employees. There are many business advisors who are properly or actively integrated into the modern form of the HRM in the business objectives. These strategies are highly influenced by various methodologies or various paramount principle categories. There are no businesses that follow the productivity growth in the long run if the employees of the business are not comfortable with the strategic principles of the businesses (Sardar, 2015). There are most of the following functions of HRM that can be effective in greatly providing the appropriate talent and skills regarding fulfilling the business objectives. These are as follows;

• It is largely supporting the organization or the businesses for attaining the veritable types, and there are most of the employees in relatively order for accomplishing the operational and the strategic objectives.
• It is involved in the conduction of the conducive environment, which largely involved in helping the employees in the development and utilization of the employee’s skills.
• These functions are also involved in the focusing of assisting the employees for maintaining the standards of the employee performances, and it is also involved in enhancing productivity through feasible job design. It greatly provides the employees with sufficient orientation, provides great performance-based feedback or reviews, and helps them ascertaining two-way communication.
• It is also largely involved in building a harmonious relationship between the employee or the employer.
• It is great maintenance of the safety and the security principle and thus develops a great healthy environment for the employees in the organization(Haley, 2016).
• Other main functions or activities are largely involved in the business productivity of HRM, including the HR planning, job design principles, job analysis, recruit or hire the valuable employees, executive, and staff remuneration and provide a great motivational environment to the employees.

Functions of HRM help managers achieving the business objectives:

• Scheduling Work and Labor

The actual work of the employees is allocated according to the capabilities of the labor where and what type of the worm according to their skills or expertise are doing in the business environment. This function has a great assess for future demands. This thing relatively needs changing the plan to the supply of labor, and this enrichment of talent of the employees fulfill the great objective of the businesses.

• Recruitment and Selection

When the actual demands of the future are greatly predicted, and the forms of the internal capabilities are being assessed. This function has the ability to assess the best talent among the employees in the organization.

• Salary and Appraisal

The compensation of the employees is basically designed according to the requirements or the appropriate rank skills of the employees. The function initiates the planning’s of the employee contribution with the standardized plans of the salary payments and provides benefits like the bonuses. Moreover, the additional thing noted to depending on the employee’s performances and then rate the compensation and the appraisal plan, like the promotion ranks and the increment of the salary ranges. This thing keeps the employee’s satisfaction in the businesses and thus involve in providing the best productive relation to the companies.

• Skill Development

It is achieving the future demands and thus greatly produces or develops the great potential for the demands of the employees by imparting the skills of the employees that are enriched with the training facilities. Skills or the training development proposed the great productive growth to the businesses as they improve the skills of the employees and help the company in achieving their future tasks.

• Employee Relation

The businesses that have the fine and the friendly working environment, flexible policies of the working conditions, and the employee’s welfare are maintaining the expertise of the managers for keeping the employees satisfy and involved in the encouragement of the positivity of employees. This thing not only involved in the enhancement of business productivity but also ensuring the employee’s productive growth.

Strength and Weakness of Recruitment and Selection

There are the following factors involved in the strengths and weaknesses of recruitment and the appropriate selection process of the company.

• The organization of the recruitment basically involves the good visibility of hiring the employees according to the given company’s business plan.
• Accurate and the well-established completion of the job information and is particularly based on the qualified candidates who are involving in the matching of the requirements.
• Segmenting the sourcing efforts effectively is relatively involved in providing the market available talent to the companies.
• The implementation of the technological features in the company for the recruitments or selection process is best effective (Martoccihio, 2011)
• Big recruitment metrics for improving the quality and the standard of the process
• Integrate the closing of the hires and involvement of the engagement of the employees may result in the minimal talent loss
• Management functions are highly involved in support of the recruiting functions in the organization.

Weaknesses

• Internal recruitment or the selection process in the organization do not have enhanced skills or the expertise
• Internal recruitment is involved in the reduction of the possibilities of the innovative or latest ideas in organization
• External recruitment is really long and thus involved in the time consumption
• There is such an expensive or costly external recruitment or selection procedure are applied
• External recruitment does not have much effect in revealing the best candidate in the organization
• External recruitment may cause various different problems in building the relationship with the other employees

Effectiveness of HRM practices

HRM practices are the most significant and vital factors in the management of the employee’s relation in the tourism and the hospitality industry. If the Burger King really wants to improve their relations for the achievement of the better level of the performances, then the management of the company should need to focus on the creation of the or implementation of the HRM practices in the business organization (Thomadsen, 2007). The HRM practices in the organization are basically involved in ensuring the employee’s performances and competencies in the company. It provides great knowledge regarding the skills, experiences, abilities, and all of these are involved in contributing to the production of the best business outcomes.

Evaluation of HRM practices

There are various HRM practices, and the functions are implemented for strong growth or providing the best business growth (Harris, 2010). The process of recruitment and selection in this organization is really ineffective in attracting them and finalizing the employees who are the best fit for the organization. First, the company has the lack of recruitment skills or practices involved in collecting the like as the Application or CV for the early formatting or retrieving the ideal candidates. The HRM practices in this company have strong positioning and importance, but they need to focus on building a strong relationship by providing them relief on the compensation or the appraisal programs.

Conclusion

In the summary of the conclusion, the report highlights the importance and playing a significant role in the implementation of the great HRM practices in the Burger King organization. Human resource management is basically implemented in the organization for managing the employee’s relations, hiring and firing the employees, recruiting and retaining the employees, and focus on the training and the development skills of the company for the employees. This report applied the strategies or practices of the HRM in the Burger King organization that’s main or major functioning is to attract the valuable employees in the organization who act as the major productive asset in the organization and thus involve in promotion of the company into major or higher rank positioning in the marketplace.

Assignment 2

Introduction

Human resource management has the strong power of evaluating the performance or the practices of the employees in the organization, and these are involved in applying the best strategic principles or the factors either they are internal or external have a great effect on the decision-making skills of the company’s plans. This report is mainly focused on implementing the attention on the factors that are highly involved in the HRM practices of the Burger King. An employee has a strong relationship with the productive growth of the company, and they act as the vital asset of the company. It’s the great responsibility of the management staff of the HRM to focus on providing a satisfying environment to the employees who are largely involved in the pertaining to the best business growth for the company (Murthy, 2011).

Importance of Employee Relation

Employee participation and building a strong relationship has a great influence on the decision-making practices of the company. These things provide great opportunities for the employees to share their ideas, knowledge, information, and opinion regarding the development of the business objectives (Cunha, 2002). It is also involved in the contribution of the success to the organization, and it relatively involved in saving the time and money for the productive growth of the business and also reducing the outsourcing capabilities in the organization. There are following things related to employee relations are involved in the decision making approaches of the company. These are as follows;

• Professional and personal stake

When companies are involved in making decisions regarding the employee’s relation, then they have the strong courage to gain the professional or the personal stake in the organization. This is the great commitment that involves strong, productive growth in the company, and the company will lead its position at a higher scale. This thing not only good or beneficial for the growth of the company, but it also included the on-job training for the workers.

• Morale Improvement

The engagement of employee relations in the decision-making process of the organization involved in the improvement of the company morale or practices. There are many companies that have the distinction between the management or the workers, and it lowers the communication between the supervisors or the employees in the organization. Employees greatly understand the business production of the company, so they are involved in planning the decision-making process and improve the morale of the company.

• Building a relationship stronger

This thing involved in building a great relationship between the employees or, thus reduce the gap between the employees. As there are many companies that are following the cultural barriers in the company, and it relatively reduces the growth of the company and also minimizes the building of the employee’s relations.

• Save valuable time or cost.

Employee engagement or relation-building decreases the consumption of time and also saves the cost of business production.

Key elements of employment legislation

There are various key elements of the employment legislation implied regarding its impact on the decision-making process of the Burger King. These are as follows;

• Equality Act, 2010:

This legislation stated that in the appropriate organization that is protected the employees against any kind of discrimination that is largely based on gender, race, or nationality. Thus every staff in the organization receives an equal amount of the pay and the salary. The organization whose employment is based on this legislation provides an equal pay scale to the employees according to their skills or experience scale. This thing really helpful for maintaining the diversity of labor in an organization.

• National Minimum Wage Act 1998:

This is the law that is stated that minimum wages condition is applied according to the employee’s practices and the demands of the employee’s compensation practices. This thing relatively involved in providing the minimum wage structure building in the organization (Ghazanfar, 2014).

• Employment Act, 2008:

This legislation is stated that employees in this organization are following the employment act that included the written agreements for stating the payments and other benefits that provide the additional information regarding the work environment and also mentioned the safety and timings. The employment contract also mentioned the terminated details in the contract and other forms of the code of conduct this thing protecting the employees form discharging with the wrongful act.

• Disability discrimination Act, 1995:

This legislation stated the Burger King should offer the opportunities and access the disability of irrespective. Also, other working conditions are involved in the transport and the utilities to the impaired employees regarding the prevention of the distress.

Application of two HRM practices

The most important and most useful applications in the company are based on the recruitment and the selection process. The recruitment and selection process thus contains solid prove regarding the recruitment policies and also offered the selection of the employees.

• The company thus involved in providing the model that elaborates on the staffing of the company and the work environment according to the employee’s working position.
• The company also provides a job description related to the working staff and also provides a great working environment.
• The company also based on the competitive or effective committee that used for the appointment of all the workers in the organization.
• There are interview, and other forms of the selection tools are applied for the hiring of the employees in the organization(Walter, 2013)
• In the end, the company selects the ideal candidate and then provides great offers to them for joining the company.

Conclusion

In a nutshell, this organization provides a great overview and analysis regarding the implementation of HRM practices or the strategies that are highly valuable in the production of the growth of the company. The report mainly investigates that how employee relations have a great impact involved in the implementation of the decision-making process and how the company can find the higher growth due to the such managed or integrating the powerful relation in the company. Employee participation and building a strong relationship has a great influence on the decision-making practices of the company. These things provide great opportunities for the employees to share their ideas, knowledge, information, and opinion regarding the development of the business objectives.

References

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Bratton. (2017). [BOOK] Human resource management: theory and practice. Retrieved from https://books.google.com/books?hl=en&lr=&id=SJpMDwAAQBAJ&oi=fnd&pg=PR1&dq=human+resource+management&ots=YvWyU9A3g1&sig=HQ3nbYtrUX5UpWlcHDJSmmzY5rU

Cunha. (2002). Market forces, strategic management, HRM practices, and organizational performance, A model-based in a European sample. Retrieved from https://run.unl.pt/handle/10362/83517

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Haley. (2016). Antenarratives of organizational change: The microstoria of Burger King’s storytelling in space, time and strategic context. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0018726715585812

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Hollenbeck. (2007). Fundamentals of human resource management. Retrieved from https://pdfs.semanticscholar.org/f1c7/82975304fc15c78f1d5a58d60c61ae158e5f.pdf

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Murthy. (2011). HRM practices and organizational performance in Oman. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/00483481111106101/full/html

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Rao. (2009). Human resource management. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/summary?doi=10.1.1.550.4015

Sardar. (2015). What managers believe as important while recruitment in fast food industry within Norway: A case study of Burger King and McDonalds. Retrieved from https://uis.brage.unit.no/uis-xmlui/handle/11250/2366123

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Walter. (2013). The relationship between HRM practices and organizational performance in the public sector: Focusing on mediating roles of work attitudes. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/12294659.2013.10805270