Managing Human Resources

Question: Describe about the managing human resources. Answer: Work schedule alternatives: According to Maitland Thomson (2014), the availability of Alternative Work Schedule varies from organisation to organisation. The "alternative work schedules" are constructed for the entire team of employees in an organisation depending on the employees compressibility and flexibility. So Pho is a halal-certified restaurant in Singapore. This restaurant is administered by the Katrina Group. The restaurant uses fresh ingredients to provide the food its authenticity. At So Pho, flexible work arrangements aid an individual work and life balance. This restaurant is famous for delivering Vietnamese delicacies. The various alternative work arrangements in So Pho are firstly the flex time schedule which offers the workers to start and terminate times around programmed core hours or exertion for regular hours in less than five days by varying the time period of every working day. Secondly, part-time arrangement refers to the working schedule that enables the staffs to work less than the tim e period of a full day. Thirdly, job-sharing arrangement involves the division of work between two employees. Fourthly, Telecommunicating allows an employee to work outside the office from anywhere. Fifthly, Fly-backs aids an individual in maintaining the work life balance that travels regularly. Lastly, Client-site flexible work arrangements aids those professionals that spent most of their time with the clients. Family friendliness: As stated by Maitland Thomson (2014), So Pho is a family-friendly restaurant which offers a new program based on the flexibility of the workplace. The staffs whether it is a full-time staff or part-time staff, they are eligible for one day leave. The flexibility in working hours creates a family friendly environment. This industry needs a lot of mental and physical labor. To reduce the stress the staffs are given off from 4pm to 7pm everyday and Saturday and Sunday 1 hour rest. Moreover, incentives motivate the staff to work more and create a friendly atmosphere in the work place. This organisation has also thought of implementing a process to reduce issues of gender equality. Through training process, such inequalities can be eliminated from the organisation (Campbell, 2015). Implementation: In order o achieve satisfaction, reduce stress from the job and meet the needs of an individuals' personal life, it is important to have working time flexibility. So Pho in future could implement on flexibility programs based on the open- mindedness of the leaders. If the organisation wants to value and attract the finest talents, the executives must identify that priorities related to life and work would shift to individuals. Secondly, a biometrics tool can be aided to the travelers during home delivery to observe their working process and time and flexibility in the working hours can be provided. Moreover, the women employees should be given the flexibility of time depending on their priorities. Women should be given a relaxation from the night shifts for their safety issues. It is, therefore, important to make amendments based on the employees needs keeping the business profits in an elevated position (Campbell, 2015). References: Maitland, A., Thomson, P. (2014). Making it happen as an organization. InFuture Work(pp. 157-178). Palgrave Macmillan UK.Campbell, K. M. (2015). Flexible Work Schedules, Virtual Work Programs, and Employee Productivity. Managing Human Resources Question: Discuss about the Managing Human Resources. Answer: Introduction Managing Human resources is one of the foremost elements that help in the triumph of a occupational firm. It helps the organizations to reach their respective goals. Human resource management processes the management of organizing human source. HRM task is to select, attract, attain and to run training to the workers and predicting the organizational culture. Multinational companies have trained professionals for individual departments. McDonalds Australia is one of the largest employers in Australia. The company and its franchises have more than 75,000 staffs and workers. McDonalds Australia, in 2008, won the award for being the best company to work with. The specified company has great and strong culture in recruiting its future leaders. This essay will outline how the recognition scheme supports McDonalds culture and how it assists the company in attracting future leaders. It will then be followed by the theories that support the McDonalds recognition scheme. In addition to that, the study will try to find whether the McDonald approach of managing its human resources can be applicable for a non-profit organization. Recognition scheme supports McDonald's culture and attracts future leaders 1. The organizational culture of McDonalds supports its industry positioning goals. As being the largest fast food chain company, McDonalds practices its governmental culture to accomplish more consumers and workers. The culture of any organization defines the ethnicities, values and habits that influence the workers behavior (Burma, 2017). For ensuring the efficient business operations, McDonalds encourages learning. In this way, McDonalds organizational culture reproduces the firms efficacy in smearing its business culture to realize the anticipated stages of human resource proficiencies (A. OSIBANJO, A. ADENIJI, O. FALOLA, T. HEIRSMAC, 2017). The specified company has a very strong culture of developing its future leaders. The organizational culture of the company is mainly to ensure the future of its employees is proved by a fact that 80% of the restaurant managers started as a crew member of the company. The company is determined in bringing people through ranks of the company which shows the strong understanding of the focus and purpose of the business (Albrecht, Bakker, Gruman, Macey, Saks, 2015). It can be said that the McDonalds has a culture that focuses on its people. McDonalds provides training and development program to its employees that are essential in ensuring the standards and develops the future leaders it requires. The company has a registered training organization and spent over $40 million for its annual program. A large portion of this expenditure is spent in the training of frontline crew members. The management of the company examines the successive plans on the quarterly basis. The culture of McDonalds is emphasized on the human resource development and for its proficiency ("BILLIONAIRE HEDGE FUND MANAGER: McDonald's culture 'has to be turned upside down'", 2017). The company wires the business development for the attainment of global fast-food market. The structural culture of McDonalds involves four different characteristics, namely, people-centricity, learning of the individual, Organizational learning and the Diversity and inclusion. People-centricity: The management of the company gives priorities to the needs of the employees (Alami et al., 2017). The core values of the Company underline the prominence of subsidiary people. This proves that McDonalds is a service business. For ensuring the sustenance to the people, the organizational culture of McDonalds inspires the workers to assist in improving the process and procedures (Das, 2013). Individual learning: The Culture of McDonalds portrays the prominence of lifelong erudition. The individual learning provided by the company promotes the productivity, business effectiveness and quality (Das Baruah, 2017). To facilitate this, McDonalds provides exercise and improvement chances through placements, global suppleness and governance development programs. Organizational Learning: McDonalds culture also chains the structural learning. The company aims in to utilize the separate learning for developing the organizational learning and to thrust the occupation forward (Kreitz, 2008). Diversity and Inclusion: the official HRM policy of the company shapes that assortment and presence are the foremost factors in the corporations organizational culture. The management understands the importance of these to deal with the changing and diverse market (Das Baruah, 2017). McDonalds has a unique culture which is underpinned by five different strategies, namely, people, price, products, place and promotion ("McDonalds as Popculture | Culturing Media", 2017). The company has a very strong recognition culture and is maintained by running formal annual events and developing programs that operate in its restaurant and corporate level. At the corporate level, managers of the company nominate the employees who have contributed significantly to the business strategy. The company is very transparent in its HR process (Dudovskiy, 2017). The framework of the Company delivers an objective framework to make pay decisions and to explain the pay decisions to the employees (Manhotoma Mahachi, 2017). The company maintains a strong team spirit and has numerous HR policies and processes that include recognition programs, development of a strong culture that has the influence on the attraction and retention of the staffs. Support McDonald's recognition scheme McDonalds uses Maslows Needs Hierarchy Theory and Expectancy Theory for the recognition schemes. The author of Maslows Needs Hierarchy Theory describes that people are encouraged through unmet requirements and needs. There are mainly 5 stages of hierarchy. It explained that whenever a need or demand is satisfied, it does not motivate or encourage anymore and then the next higher demand will take its place. First one is Psychological needs; these needs are the basic necessary for sustaining life such as food, water, shelter and air. The second one is Safety needs; it describes that any individual feels that she or he is under physical harm and the maximum needs will not get much attention (Irshad, 2017). Next one is Social needs; it describes that when any individual net lower stage of requirements, the higher requirements, and demands turns significant. Social needs are those that are associated with another individual like for the purpose of needs or want for friends (Schroeder, 201 2). The next need is Esteem needs; these are the needs that are associated with the self-esteems like achievements, social needs and requirements. Lastly, Self-actualizations needs; these are the needs for reaching full potential as an individual like wisdom, truth and wisdom. These are the requirements that are required to be establishing for total potential ("McDonalds as Popculture | Culturing Media", 2017). Under this theory, while encouraging the employees it is vital and significant for having an excellent understanding and knowledge of what the needs and demands are to excellent understand the employees. McDonalds provide approx. 25 various distinct business operations for the employees in order to search for the job opportunities like Insurance, Communications, Affairs, Environmental and much more. McDonalds facilities, advantages as well as compensation scheme is framed for attracting and also engaging and at the same time retaining talented persons who give quite strong performance along with this help the organization to accomplish its organizational objectives and business goals. McDonald organizes mainly four categories like Pay and Rewards, Helping Balance the Life and Work, Investment in Future and Health and Protection (Thompson, 2017). In all these categories of schemes, many of the employees needs and demands are met and satisfied. McDonald has also met up the second stage of Maslows Theory. For the purpose of the majority of the workers, the aims are to meet up the lower requirements and needs. By utilizing Maslows hierarchy, the actual aim is for giving the basic require ments like safe atmosphere where they can get the amount they required for providing for their physiological requirements (Kossivi, Xu, Kalgora, 2017). McDonald also delivers a healthy and secured environment for all their employees. The companys most important aim is to make safety for doing everything. The firm offered workplace security schemes workplace for ensuring that maximum security quality, as well as procedures, are strongly associated as well as protected on a regular basis. Employees of the firm are actually encouraged only for the reason of the safety environment (Mehta, Kurbetti, Dhankhar, 2017). Apart from this, McDonalds even considered the social needs of their employees as every person in this firm are important. The managers and the crew members are by associating with each other for supporting the challenging environment. With the help of this employee gets opportunities to gain friendship at the time of working in the firm. McDonalds also applies Expectancy Theory in order to identify all its schemes. The Expectancy Theory describes that workers encouragement is actually the faith which gives strong efforts that will result in huge functioning. Expectancy is encouraged through the factors like availability of resources, relevant skills in order to perform the job and receiving the necessary support in order to complete the job ("McDonalds goes for a culture change", 2017). Expectancy theory of encouragement argues that the determination individual gives at the time of work is run out according to the availability of a demanded reward as well as the expectation which accomplished job performance that will result in this quality, even the required business resources and also support for performing their act (Merhar, 2017). The peoples efforts depend on the three factors that are effort to performance, performance to result as well as expectancy and result valences. Employees encouragement is inspired by a ll the three factors of the expectancy theory and if any of the expectancy weakens then the motivation will also get weaken. McDonalds concentrates on the efforts to the performance expectancies. It actually targets for enhancing the belief which employees are potential of performing the hob accomplish (Shen, Chanda, D'Netto, Monga, 2009). With the given time and training, employees of the company know what they are expected to do and also know how to do and at the same time belief in themselves to do it well. McDonalds are even dedicated to providing its customers the best services in the world. For doing this so, they provide training to their employees ("McDonalds goes for a culture change", 2017). There are mainly five types of training programs like shift management, business management, crew establishment and development, system management and restaurant management. Even the company has five expectations to their workers such as cleanliness, teamwork, total customers satisfac tion, job fit and work standards. Approach to managing human resources be directly applicable in a not-for-profit organization Staffing of human resources is one of the major decisions that non-profit organizations have to take. As most of the businesses have to rely on its human force, a nonprofit organization too faces the same situation. Non-profit organizations have to take same decisions and need to attend the same task as the profit making businesses in establishing and maintaining a reliable workforce (Merhar, 2017). For maintaining its employees, non-profit organizations mainly focuses on issues such as assessing the personal needs, orienting new employees to the organization. An effective non-profit management always tries to get more from the people. It is a clear fact that the success of the organization is hugely based on the people that company hires and how the company is encouraging its employees to gain confidence and involvement in the work (Thompson, 2017). Salary packaging is something that creates a special attraction of the employees towards the organization. Salary packaging is an operational and effective retention strategy. Salary packages can be generalized in numerous ways such as by providing laptops, bonus, PDAs and other guarantee scheme (O. Samuel Chipunza, 2017). Spastic Centre, located in New South Wales uses salary packaging as a means of attracting and retaining the employees. This nonprofit organization provides attractive salary packaging to retain its workers. The company can directly apply the McDonald Theory of retaining its employees in its operations. McDonalds is very translucent in its HR procedure as the outline of the company transports an objective framework to make pay results and to explain the pay verdicts to the employees. The company also preserves a strong team spirit and has plentiful HR policies and procedures that include gratitude programs, expansion of a sturdy culture that has the impact on the m agnetism and retaining of the staffs. Spastic Centre can provide facilities and advantages scheme to attract and also engage more employees in its operations. Through this, Spastic Centre could retain talented persons who give a strong performance to accomplish the organizational objectives and business goals. Spastic Centre could provide packaging like Pay and Rewards, Helping Balance the Life and Work, Investment in Future and Health and Protection, just like McDonald does. Through this, Spastic Centre could be able to retain its employees like McDonalds (R. Mitchell Albright, 2017). The specified nonprofit organization could also provide the basic requirements like safe atmosphere where the employees can get the pleasant working environment. McDonalds also delivers healthy and secured environment for all their employees. Spastic Centre can directly apply the McDonalds, because the strategies and of McDonalds are completely aimed in workers development (Thompson, 2017). The most important aim of every company is to ma ke safety for doing everything. The Spastic Centre can offer workplace security schemes. Conclusion It has been found from the study that the organizational culture of McDonalds supports its industry positioning goals. McDonalds practices its administrative culture to reach more consumers and workers. The culture of any organization describes the ethnicities, values and habits that impact the workers behavior. The study also demonstrated that the company maintains a strong team spirit and has numerous HR policies and processes that include recognition programs, development of strong culture that has influence on the attraction and retention of the staffs. The study also outlines that McDonalds concentrates on the efforts to the performance expectancies. It, in reality, targets for enhancing the belief which employees are potential of performing the hob accomplish. At last, the study found that Spastic center can directly apply the McDonald Theory of retaining its employees in its operations. It could provide facilities and advantages scheme to attract and also engage more employees in its operations. Through this, Spastic Centre could retain talented persons who give strong performance to accomplish the organizational objectives and business goals. Bibliography Alami, R., Sohaei, R., Maleki Berneti, A., Younesi, A., Farnia, M., Mirzajani, H. (2017). 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