McDonalds global strategic of human resource management Essay

McDonalds global strategic of human resource management - Essay ExampleSince then, McDonalds kept growth in terms of business and innovative products and concepts that attracted the international market to acquire franchise stores in their countries. At McDonalds, learning is highly encouraged. From the setting up of hamburger University to educate people in the food business, to welcoming students to work part time while offering them a suitable schedule to still outfit their studies, the company has established its cheer for learning. Within each store, such(prenominal) learning and development ensue. Employees skills and potentials are maximized with effective motivational strategies. Aside from contributing to the improvement of employees, it withal redounds to beneficial outcomes for the company. To management, their human resources are the companys greatest wealth and are worth investing on. They see employees as the primary source of pass in terms of lineament and prod uctivity. Employee development takes on a learning orientation throughout the McDonalds system. This shows the companys commitment to empowering their people towards stop performance in their work, thereby impacting organizational efficiency. The awards reaped by the company throughout the years prove that McDonalds is one company committed not only when to the highest standards of excellence in the food service industry but also to being a great employer that motivates its employees to strive for their best performance. Employee recognition is one function McDonalds believe in. Their recognition programs are designed to reward and recognize worthy employees who exhibit above average performance. The Presidents Award is given over to the top 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 march on the companys vision (McDonalds.com) With the purpose of r etaining their high-performing employees, McDonalds has also devised ways to keep them such as helping them invest in their futures. Employees have nark to financial management services, profit shares in the company as well as long-term incentives. These benefits are granted to key employees who have exhibited sustained quality performance and have impacted long-term value creation 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. Another motivational scheme for employee development is recognise 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 5 years, and this increases in value ev ery 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