International Resource Management of Mcdonald
Introduction
International Human Resource Management (IHRM) is a core aspect of HRM, essential for all international practitioners (CIPD, 2012). It is a vital concept for HR managers in multinational enterprises (MNEs). IHRM is about the world-wild management of Human resources (Brewster, 2002) IHRM refers to any HR professional who is working in an organisation which operates in more than one country (CIPD, 2012).
According to Amstrong (2010, p.8) Internationalisation connotes an expansion of interfaces between nations, the flow of business, goods or capital from one country to another, that is, action in which nationality is still strong in the consciousness (Sparrow et al., 2004 p.17).
Mc Donald is the world’s largest fast-food chain operating in 119 countries, serving over 65 million people each day (1% of the world’s population), in there 34 000 restaurants. (Business Insider, 2012) 80 percent of outlets are owned by independent operator using franchise as an expansion strategy to reach a maximum of customers. (Franchise Direct, 2012). McDonald’s $27 billion in revenue makes it the 90th-largest economy in the world and the $8.7 billion in revenue from franchise store alone, makes McDonald richer than Mongolia (SEC, 2012). McDonald employs 1.8 millions people worldwide. It is actually the biggest employer of USA (McDonald’s statistics).
The report will be divided in four main parts. First of all, the author will defined and analysed the different approaches that McDonald used for the next 3 topic areas of IHRM, which are: the Recruitment, the training and career planning of employees. The author will integrate theories and compare between each other. The next point will highlight Staffing issues to achieve company’s goals. Then, a conclusion will be added and some recommendations proposed to improve and fill the gap.
2.0 different approaches
Comprehensive human resource strategy is adopted from recruitment and training to pay reward schemes tin
International Human Resource Management (IHRM) is a core aspect of HRM, essential for all international practitioners (CIPD, 2012). It is a vital concept for HR managers in multinational enterprises (MNEs). IHRM is about the world-wild management of Human resources (Brewster, 2002) IHRM refers to any HR professional who is working in an organisation which operates in more than one country (CIPD, 2012).
According to Amstrong (2010, p.8) Internationalisation connotes an expansion of interfaces between nations, the flow of business, goods or capital from one country to another, that is, action in which nationality is still strong in the consciousness (Sparrow et al., 2004 p.17).
Mc Donald is the world’s largest fast-food chain operating in 119 countries, serving over 65 million people each day (1% of the world’s population), in there 34 000 restaurants. (Business Insider, 2012) 80 percent of outlets are owned by independent operator using franchise as an expansion strategy to reach a maximum of customers. (Franchise Direct, 2012). McDonald’s $27 billion in revenue makes it the 90th-largest economy in the world and the $8.7 billion in revenue from franchise store alone, makes McDonald richer than Mongolia (SEC, 2012). McDonald employs 1.8 millions people worldwide. It is actually the biggest employer of USA (McDonald’s statistics).
The report will be divided in four main parts. First of all, the author will defined and analysed the different approaches that McDonald used for the next 3 topic areas of IHRM, which are: the Recruitment, the training and career planning of employees. The author will integrate theories and compare between each other. The next point will highlight Staffing issues to achieve company’s goals. Then, a conclusion will be added and some recommendations proposed to improve and fill the gap.
2.0 different approaches
Comprehensive human resource strategy is adopted from recruitment and training to pay reward schemes tin
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