STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic Human Resource Management



Strategic Human Resource Management

Overview of the Organization

McDonald's Corporation is made of franchises and functions in 117 countries. Through all the McDonald's Corporations, they have engaged more than 15 million people. In 2009 an mean of 60 million clients were assisted each day round the world. McDonald's values a collaborative administration set about, which has conceived a powerful international authority group all through McDonald's history. Management has taken blame of employed simultaneously with each other's franchises to take on new trials and responsibilities representing the Company (McDonald's Official Website, 2011). Human Resource Management (HRM) is that managers engage in activities to attract and retain employees and ensure that they perform at a high level of organizational performance goals. Since the organization efficient and productive managers are responsible for acquisition, development, protection and utilization of resources, the organization needs, McDonalds gives great importance on its HR Department with focus on all the HR functions especially recruitment, training and compensation.

Role and Responsibilities of Line Manager

It is important at this stage to define the term line manager, in this article. Literature distinguishes between line and staff functions within the organization, and despite speculation that this target could be limited; it is very useful to determine the limits of liability. Line features are defined as persons who are directly responsible for achieving organizational goals, and are easily recognizable in terms of production (manufacturing / operations / production), while the posts are usually for advice and service on-line functions. Of course there are different layers of activities in accordance with the organization but for purposes of this article refers to the line managers or department heads in the region - a layer above the supervisory level, but not senior positions in the hierarchy.

The Line Manager is responsible for the acquisition of effective performance, adequate training and development for the welfare and discipline, leadership and hiring and firing, is responsible for planning, monitoring and working arrangements for staff motivation, and generally get the job, the people. HR has line authority over its own separate tasks and the role that each employee to achieve separation. In addition, since most of the decisions that flowed from the corporate level, he actually exudes such power. HR directors, HR managers and sometimes head-up, a number of different departments, each with a functional or specialized HR staff led by a program manager, compensation manager or personnel manager. Human resources staff is advocates for both businesses and individuals working in the company. As a result, performs a good HR professional a constant balance to satisfy both the need for success. The role of HR professionals is changing. In the past, HR managers often regarded as a systematic, the police arm of the executive. Their role was more in line with personnel and administrative functions that were seen organization and paperwork. Therefore, unlike before, in today's business world there is a very formal relationship between the line manager and the HR ...