Allama iqbal open university

Maria javedMba IT

TOPIC

Efficient Utilization Of HR

Main headings:

Introduction to the topicImportant sub-topicsPractical study of the organizationSwot analysis Conclusion recommendation

Definition of HR

A department within an orgtanization that deal with the people who work for that organization.

Human Resource Management

Human resource management  is a function in organizations designed to maximize employee performance of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and systems.

Human Resource management includes:

•Conducting job analyses •Planning personnel needs, and recruitment •Selecting the right people for the job, •Orienting and training, •Determining and managing wages and salaries,•Providing benefits and incentives, •Appraising performance •Resolving disputes•Communicating with all employees at all levels. Formerly called personnel management.• Maintaining awareness of and compliance with local, state and federal labor laws.

The Conference Board has found six key people-related activities that human resources completes to add value to a company:

1. Effectively managing and utilizing people.2. Trying performance appraisal and compensation to competencies.3. Developing competencies that enhance individual and organizational performance.4. Increasing the innovation, creativity and flexibility necessary to enhance competitiveness.5. Applying new approaches to work process design, succession planning, career development and inter-organizational mobility.

6.Managing the implementation and integration of technology through improved staffing, training and communication with employees.

Role of human resources

•The process of recruiting suitable candidates for the organisation.•Identifying and meeting the training needs of existing staff.•Ensuring employee welfare and employee relations are positive.•Ensure the working environment is safe for employees.•Raising awareness of current workplace legislation.

IMPORTANCE OF HRM

HRM is responsible for the people dimension of the organization. It is responsible for getting competent people, training them, getting them to perform high quality work activities and providing mechanisms to ensure that these employees maintain their productive affiliation with the organizations.

Efficient utilization of human resourse:

The efficient use of human resources depends upon effective human resource management. HRM is an approach to the management of people based on the following main principles:

First, human resources are the most important assets an organization and their effective management is the key to success.

Second, this success is likely to be achieved if the personal policies and procedure of the enterprise are also linked with the achievement of corporate objective and strategic plans.Third, the corporate culture and the values, organizational climate and managerial behaviour that come out from the culture will exert a major influence on the achievement of excellence.

Practical Study of the organization

Macdonald’s history:The first McDonald's was built in 1940 by the McDonald brothers (Dick and Mac).In 1954 Ray Kroc became the first franchisee appointed by Mac and Dick McDonald in San Bernardino, California.In 1957 Quality, Service, Cleanliness and Value (Q.S.C. & V.) became the company motto.In 1959 The 100th McDonald's opened in Chicago.

History in Pakistan

McDonald’s first restaurant opened its door to the people of Pakistan in September 1998 in Lahore.

This launch was met with unprecedented enthusiasm from the citizens of Lahore.

Karachi opened its first restaurant a week after Lahore. Ever since we opened the doors of our restaurants both in Karachi & Lahore.

we have been proud to provide our customers the same great taste, outstanding value and superior service that is synonymous with the Golden Arches all over the world.

There are now 34 restaurants in 8 major cities of Pakistan.

Vision:

McDonald Steel will be universally regarded as the highest-quality hot-rolled steel component provider in the industry. As a company, we strive to set the standard for ethics, professionalism, competence, and innovation.

MissionMcDonald's brand mission is to be our customers' favorite place and way to eat and drink. Our worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience – People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers' experience

Core Values

We commit to these values to guide our decisions and our behaviors:

Teamwork

Accountability

Innovation

Community

Pricing

Respect

Integrity

Diversity

Productivity

Marketing

Efficient utilization of hr in MacDonald’s:

Macdonald’s is efficiently utilize hr pracices.HR at McDonald’s is an independent department performing functions like policy making, job analysis, recruitment and selection, training and development, performance appraisal, compensation and benefits.

In policy making, HR department establishes major policies which take into their ambit the place and importance of people.

McDonald’s conducts regular job analysis to hire new employee at a yearly or quarterly basis.

In recruitment and selection it uses internal and external recruitment. In Internal recruitment they either selecting candidates from inside on the basis of their past performance and by putting up placement adds on their website and notice boards called job positioning or succession planning i.e. hiring senior employees on the basis of their performance.

When it comes to training and development, McDonald’s has an extensive training program which using on-job-training, lectures, job rotation and audio-visual based trainings.

Performance appraisal at McDonald’s is done through the graphic rating scale which evaluates an employee on traits such as communication, personal effectiveness/efficiency, teamwork, productivity, quality of work and reliability.

FUNCTIONS OF HR IN MCDONALDS: The functions of HRM in McDonald,s are: •POLICY-MAKING Establishing major policies that cover the place and importance of people in McDonald's •WELFARE Concerned with looking after people at McDonald's and their needs.

•SUPPORTIVE Co-operative and helping other managers in their work.

•BARGAINING AND NEGOTIATING - Acting as an intermediary between different groups and interests.

•ADMINISTRATIVE Responsible for pay rate system and supervision implementation of health and safetylaws, etc

Swot Analysis

Strength:

•Loyal staff and strong management team.

•Clean environment and play ground for kids.

•Professional training for employees.

•The McDonalds brand offers consumers choice, reasonable value and great service.

• Good innovation and product development. It continually innovates to retain customers in the business.

Weaknesses:

•They are spending more money on training as more employee turn over in McDonald.

•No Flexible Timings for employee • Time hours •Working environment

•High Employee Turnover

•Weak product development.

•Price competition with the competitors resulting in low revenue.

Opportunities:

•Increasing demand for healthier food.•Home meal delivery.•Full adaptation of its new practices.•Changing customer habits and new customer groups.

Threats:

•Strength of competition•More health-conscious consumers•Different variants of fast food coming•Junk food is considered bad for health•Competitor rising quikely.

Conclusion

The conclusion of this topic is that efficient utilization of hr is very important for any organization.

HRM is concerned with integration getting all the members of the organization involved in the organizational practice and working together with a sense of common purpose to achieve the organizational goals.It develops a specialized field in attempting to develop programmes,policies and activities to promote the satisfaction of both individual and organizational needs, goals and objectives.

Recomendation

The following actions will be more fruitful to improve the use human resources:a. Conduct a productivity drive.b. Improve manpower budgeting and control techniques.c. Introduce work measurement.d. Use appropriate payment method by results, bonus and profit-sharingschemes.e. Improve motivation.f. Involve employees in improvement programmesg. Introduce new technology.h. Negotiate appropriate productivity programme.i. Introduce training programme based on an analysis of productivity needs.