Reference no: EM132206188

McDonald’s Vision and Mission

McDonald’s corporate mission is “to be our customers’ favorite place and way to eat and drink” (safe). The company’s vision statement is “to move with velocity to drive profitable growth and become an even better McDonald’s serving more customers delicious food each day around the world” (safe).

Alignment of vision and mission to HR Strategy;

The HR strategy is to enhance employee motivation and attain work-life balance by providing flexibility and focusing on improving their individual needs of employees. This strategy is in line with the company’s mission of becoming the favorite fast good restaurants for customers and the need to drive profitable growth (safe). This is because the companies cannot be achieved without lack of employee engagement and motivation. Employees are major stakeholders when it comes to the fulfillment of the company’s vision and mission. Therefore, the proposed HR Strategy of employee motivation and focusing on work-life balance will be critical to the company’s ability to drive profitable growth and provide quality services to its customers.

The Role of Leaders;

The company’s leadership plays a critical role when it comes to the successful implementation of an HR strategy. To begin with, the management must understand the strategic objectives and be ready to make the necessary sacrifices to ensure successful implementation of the HR strategies. Also, the leadership must support the implementation of the proposed HR strategy by approving the proposed plan and providing the necessary resources for implementing the HR strategy (safe). Finally, the leadership must cultivate strategy execution and ensure that there is a common view towards the suggested strategy.

The main issues facing McDonald’s is the frontline staff due lack of effective leadership. “A sophisticated understanding of failure’s causes and contexts will help to avoid the blame game and institute an effective strategy for learning from failure. Although an infinite number of things can go wrong in organizations, mistakes fall into three broad categories: preventable, complexity-related, and intelligent” (safe). To rectify this, the company can hire an experienced and effective leader from frontline staff itself. The leader should understand the problems or benefits the organization is facing. He/she can easily formulate policies both organizations and employees can work with. If they hire one from outside, the person may not be familiar with the frontline staff needs. So, some methods that can be used to accomplish this can be as follow; internal job posting on key posts, feedback method, active employer-employee participation, and periodical evaluation of performance incentive mechanism and restructuring (safe).

For example, in one country all Sundays will be holidays but if the organization is forcing its employees to work on that day, this will invite pressure and culture mismatch with employers and it will lead to bad effects on its brand and operations. Different organizational development efforts to foster collaboration are include; creating excitement and deliver better service by having “Best customer service provider", special incentive schemes like linking part of the salary to the volume of sales generated from the outlet, annual rewards for the best employees globally, providing special training to keep the staffs updated and motivated, and creating a career plan for top achievers for employees who are looking into long term option (Safe).

Accord to Sheppard (2016), application of performance management can be used to; motivate the existing employees with performance incentives to work efficiently, reduce work pressure from top management and maintain balanced work environment, maintain coordination between other employees “One of the main factors that contribute to organizational performance is employee job performance. Employees who perform their job duties well will help their organizations to meet strategic goals and objectives (788786)” i.e. good team work, and hire part time (4 hrs.) students employees to cover up the peak season pressure.

According to Fountaine and Richardson (2003), reward programs can also include incentives and gifts to best performing employee of the month, medical and fun benefits to employees, certain salary hikes to high performing employees who wants to stay long term in this business, and fun vacation trips. All the above points, and recommendations will help to attract, inspire and retain a highly and effective workforce.

To maintain and build stronger relationships with all stakeholders “A broad spectrum of stakeholders has a direct impact on your core business, whether you like it or not. In today’s increasingly interconnected world, organizations that foster a deep level of connection with their stakeholders are more successful in shaping that impact to their greatest advantage (998992)”. The following plan should be implemented in the organization;

?Building trust among all level of management (Fou 2003): top level management like CEO, and managers should listen and consider the problems of the stakeholders, so that they can trust them. For instance, if an employee asks for leave due to some family or health situation then management with proper check if true, should grant the leave. It would be a good gesture from upper level side and the relationship will be stronger.

Secondly, there is a need create good team work (kan, 2015). Team work is necessary in every organization because a single person cannot do everything. To build strong team work, employees should not work individually when it comes to certain projects, but in groups because group work improves efficiency and helps generate profit the company.

McDonald’s being a global company hires many employees from different regions of the world. According to (Berae, 26715), these employees could be different in color, religion, language or legality. However, the company should make and implement strategies that cover values applied to all and remove discrimination of any sort. To maintain the integrity of the business, its employees, and its management practices, the organization should consider the following suggestions;

To begin with, construct a good ethical code in the company like honesty, truthfulness, fairness, caring, and polite (Laplopiuy, 2006). These values should be common in all branches of the company globally. Second, follow the legal rules and regulations of different countries like registration under law, workers law, employees’ law, and wages law. This will help the company to maintain legal practices and avoid future difficulties (Beuty, 2015). Third, build a management culture from top to bottom and vice versa to successfully implement managerial practices like vision, mission, goals, and objectives (Lae, 2006). All the strategies mentioned are best because they can be made on a short-term basis and can be changed as they are flexible in nature. They can also be made to counter back the situations at present or future.

What is a Global Talent Strategy?

A global talent strategy involves all the processes, technologies and programs used to connect critical skill sets to critical workforce segments from a global perspective. The main objective of a global talent strategy is to enhance the workforce productivity of a multinational organization.  

Approaches to Global Talent Management;

As mentioned earlier, a multinational company like MacDonald’s can only achieve its goals by coming up with an effective global human resource plan or adopting the best global talent management approach. The most notable approaches in global talent management include; aligning the talent department with the corporate strategy, internal consistency to retain high performing employees, considering culture when hiring or retaining employees, as well as management involvement in talent development (Laprnm, 2000). Beras (2019) observes that when it comes to having a global outlook, and cross-cultural approach, instead of having a unique mode of Operations in all the countries, McDonald should restructure or initiate diversification according to each country’s cultural change and outlook. The organization must uphold its values or mode of operation according to each country’s cultural preference to satisfy employee engagement and to maximize in terms of turnover. Most of the people selecting an organization based on its respect towards the country’s Customs and principles.

Hofstede’s Analysis (Cross Cultural Differences that need to be trained);

Hofstede’s cultural dimension theory is critical when it comes to understanding the cultural differences in different countries. According to this theory, some of the cultural differences that need to be trained include; pragmatic versus normative, high power distance index versus low power distance index, indulgence versus restraint, low versus high uncertainty avoidance index, masculinity versus femininity, as well as individualism versus collectivism. All these are some of the major cultural differences that can be associated with a multinational company like MacDonald (Hofserde, 17894). In this case, the company should develop its global training programs based on these differences for effective global talent management.

Risk Management;

McDonald’s can effectively management all the risk associated with implementing a new HR Strategy by adhering to all the available employment laws. A perfect example of such laws is the recent Pregnant Workers Fairness Act that is meant to enforce the rights of pregnant workers (Husmba.net, 20156). Families no longer need to choose between pursuing pregnancy and continuing employment. One of the main objectives of this proposal is to enable MacDonald’s to achieve work-life balance and adopting this law is one way of achieving the objective.

Customer Service and Negotiations;

There are many ways in which the HR department can influence the adoption of the proposed changes. All the major stakeholders within an organization must accept believe in the proposed strategy for it to be successful (Whittington, 2004). In this, the HR department must; take full responsibility in the planning and implementation process, ensure direct involvement of stakeholders in the change process, engaging employees, putting in place measures to overcome resistance, and proper communication of change.

Questions:

Explain how you would approach your HR strategy should this proposal be accepted. Include strategies on how to manage talent development and workforce planning, followed by an analysis of a measureable return on investment and how the role of the human resources department would change with regard to employee negotiations and interactions.

Summarize your proposal and explain how and why your HR strategy proposal is worthy of implementation, while highlighting the practical implications of your proposal for your target audience of a senior management team.

You should also discuss how you will ensure that your proposal conforms to ethical standards and legal requirements in the workplace. Support your ideas and strategy with outside resources to provide a summary of viewpoints on this matter and explain how your strategy is the best choice.