The Need for Human Learning resource Management

'Human learning resource management is the foundation of all management activity, but it isn't the basis of most business activity. . . . The foundation of management is usually the same: getting the folks of the business enterprise to make things happen in a profitable way, so the business prospers and the individuals thrive. ' Torrington et al (2005:4)

Human Resource can be say to be the tactical and coherent strategy management of organisations most valued assets. Individuals working these individually and collectively contribute to the success of the targets of the business. Human resource is one of the top parts of any company management in the 21st century or more still time frame. Any corporate firm can get competitor advantage by human being resource.

The term Human resources' can be looked at in two contrasting ways. Positioning emphasis on the term Human means that an organisation's investments are valuable human beings with feelings and aspirations that needs to be well known and nurtured. Highlighting the word tool may have the effect of devaluing the human factor by relegating people to a mere reference that is to be deployed as effectively and successfully as possible, like a piece of machinery. These associated have been embodied as 'delicate' and 'hard' HRM (storey, 1992). 'Soft' HRM is often associated with quality-enhancing and value-adding steps, whereas 'hard' HRM is linked to cost-cutting and cost 'minimization strategies (Schuler and Jackson, 1987).

Important of Strategy Human Resource Management

Strategy human tool management is very important because it help to resolve the problems that affect people management programs in the organisation. In every company, the worker and customers are very important and the make an effort to listen to their employee and take care of whatever complains from them or the client. This will help to improve the performance of the company.

Strategy human resource management also help to improve an enterprise performance and foster an environment of innovation and flexibility among employees.

Strategy human source of information management help about assessing the company's inside strength and weakness. That is very important as the advantages and weaknesses of the company's recruiting have a direct effect on the continuing future of the business.

It also helps to check if the objectives of the worker are resolved properly. The management of Strategy real human resource management try to supply the right strategy that will permit the employee to work in an exceedingly safe environment and make sure those employees expectation are consider one following the other.

Strategy human source of information management help develop the maintainer of competency among employees looked after help motivate workers to execute their job properly and increase productions.

From these we can easily see that strategic human being resource is now coming that can be played an essential role in the current business word. Strategy human tool management is all about strategically owning a business's human learning resource in a fashion that works to the overall benefit of the business enterprise.

Strategy human resources package with organisational performance and systems of practice and recruiting management deal with a person worker performance. The role of strategy recruiting management or recruiting management is to determine a system of recruiting management procedures that transforms middling work performance to real human assets and sustaining the heightened work inspiration, extended job opportunities, and unique skill, knowledge and abilities.

http://www. smallbusinessbible. org/strategic_humanr_management. html

Comparative between SHRM with HRM

The difference between strategy human resources management and recruiting management is the fact strategy human resources management is strategy and human resources management is not, even though some resources claim that strategy human resources management is really one of the applications of human resources management in a enterprise. The key feature where the two ideas are connected is they are precisely in methodology toward people management.

1. 2 BREIF Background OF MCDONALDS

McDonalds started as a burger brand in 1940 and it was produced by two Brother Richard and Maurice McDonald in San Bernardino, California. It advanced from a hotdog stand into one of the world's leading restaurant string. By 1953, McDonalds' brothers commenced franchising their restaurant and the first was taken by Neil Fox who opened in other areas of California.

McDonalds Corporation had become in 1954 after a business owner and milkshake mixer salesman Ray Kroc received the franchise of McDonalds outside California after which he bought the business enterprise rights from the McDonalds brothers for $2. 7 million in 1961.

By 1974 the first restaurant in the UK opened and 1988, that they had opened up in the communist country in Belgrade, Yugoslavia later in Moscow, China and India. In 2003, the 'I'm adoring it' campaign was launched and by 2005, McDonalds began a Mc Delivery service in Singapore.

McDonald's has been buying a growth strategy for a long time. And their foreign operation amount for over fifty percent the company's earnings. McDonald has over 30, 000 restaurants over 100 countries in the world today. And they maintain the top position in the junk food industry for the past 50 years.

Amongst the prize bagged by McDonalds is the Catalyst prize for its program for fostering leadership development in women and McDonalds has been backing the summertime Olympics since 1984.

(lifestyle. iloveindia. com/. . . /history-of-mcdonalds-1806. html) examine on 24 November 2010.

The purpose of Strategic HUMAN Source IN MCDONALDS

Business strategy of McDonald in UK

Employment planning: McDonalds make an effort to make the right ideas in employing the right number of staffs that the organisation need at the right time. This is actually the process where the organisation try to ensure that this has the right number of trained people in the right place and at the right time.

Selection: McDonalds will involve in choosing from the available individuals the individual predicted to be most likely to perform successfully in the work. They select but the skills and unskilled specific and try to educate them in other to make them understand the objective of the company. Selection is not always the best process of employing staffs in the company because skills will be lack.

Training: McDonalds also used working out technique to improve and develop the skills of the workers in the company. Although training is vital in most company but it's better to bring the right people who have the right skill and then give them the right training so they'll get to know and know the aim of ideal to start.

Education: The management of McDonald provide education for a few staffs that are really willing to retain in the organisation. This education is to improve their performance and also to provide them with more ideas about the financial and how the business is operating.

Performance: THE BUSINESS always opt for right time to check on the performance of their employees. The performance of the staff member can help the business to make the right changes at the right time and the right department of the workers. These has help MacDonald to generate a better services.

Pay: Macdonald is a large restaurant with so many branches about the world and really helps to reduce the unemployment around us. The Company provide a good pay to their staffs and encourage them to work.

Staff retention: Macdonald will try to keep their staffs and present them offers to allow them become a manager of a branch someday in the future. Staff retention is vital to many organisations. This can help the staffs to know what really is happening within the organisation and make an effort to suggest a best thoughts and opinions to combat that away.

1. 3 Contribution of Strategy Individual Tool in McDonald

Staffing- McDonald should make an effort to get people who have the appropriate skills, knowledge, talents, and experience to fulfil the company objectives.

Rewards 'McDonald need to provide pay back to the staffs who work very hard in development of the organisation.

Employee development- the company should also help in producing the staffs through providing training and knowledge for them in other to execute a good job.

Employee maintenance- keeping staffs is important in the development of the business. The administration is should make an effort to encourage the staff and incentive them in the good job done. Many organisations try to create why people leave by conducting exit interviews but they are rarely sufficiently appropriate, as many people will not give the full reason why they are giving for fear of jeopardising future guide necessity or because they may wish to return to the organisation at some later level. There company should make sure they try to maintain and look after their employees in other to keep them happy.

Employee connection ' McDonald should develop the relationship between your staffs and the management in other to talk about a smiling environment within the work place.


McDonalds sometimes appears as a worldwide restaurant supplying a selection of products in a highly competitive and fragmented market. The company must positively react to both internal and external issues to avoid shedding sales and market show. They have had the opportunity to achieve a broad scope of business activity as they choose the cost leadership strategy. There offer food ready in the same high quality manner worldwide, yummy and reasonable costed supplied in a regular low key and friendly environment.

The opportunities and dangers present in the surroundings enables managers to look both internally and externally to direct their strategy from the information given as it allows them to learn their weakness and guard against them as well as utilize opportunities available to them.


As the director of McDonalds, the percentage of highly skilled labour/ ability recruitment will be increase, but low skilled will be reduce as they are the ones directly involved in getting ready food and offering customers.

Human reference strategy in McDonalds encourage employee involvement and engagement to improve customer service but recruitment and selection in McDonalds is of little emphasis as the nature of the work is mechanised hence the majority of their recruits are fast learners who is able to learn on the job rather quickly. There is a rare circumstance of training and development of staff because they are low skilled and the necessity for the need for producing them would not be good for the organization.

The strategy of McDonalds is based on idea of Michael Porters' differentiation and low- cost leadership as their products are produced in higher quantities and cost can be reduced by doing this, the threat this can cause is the fact that its rivals like Burger King and KFC can also mass produce at a low cost. Differentiation can be described as marketing technique used by a McDonalds to determine strong identity in the restaurant business. It may also be called segmentation strategy.

In McDonalds, there's a large numbers of unskilled labours whose job contact are mainly on short-term basis, hence the need for a huge pension budget will never be necessary, this will be observed as an opportunity for the organization to save income. Also in regions of training and development, since they train face to face and there is absolutely no series of further training carried out, the corporation will not lose skill and earnings when such employees decide to terminate their job.

(McDonalds Strategic Human Resources Management available at http://www. scribd. com/doc/26247206/Mcdonald-s-Strategic-Human-Resource.

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