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Assessor Name

Qualification Pearson BTEC Level 5 - HND Diploma in Business (Management)

Unit Number & Unit Title Unit 3: Human Resources Management

Assignment Title Human Resources Management: Samsung, BBC and

MacDonald’s
Date of Submission

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Assignment Task 1, 2, and 3 (SAMSUNG, BBC & McDonald’s)

To, Date:
Mrs Tess Smillie,
HR Director,
Samsung,
RE: Review and assessment of the effectiveness of the main HRM functions within
Samsung

Dear Mrs Tess Smillie,

Kindly find the case study report attached which reviews and assesses the effectiveness of the
main HRM functions within Samsung.

From: Your name

HR Assistant Director
Samsung

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INTRODUCTION....................................................................................................................................... 5
TASK A: SAMSUNG.................................................................................................................................. 6
TASK 1A) ASSESSMENT OF THE PURPOSE AND FUNCTIONS OF HRM APPLICABLE TO
WORKFORCE PLANNING AND RESOURCING THE ORGANIZATION............................................6
WORKFORCE PLANNING....................................................................................................................... 6
PURPOSE OF WORKFORCE PLANNING..................................................................................................................6
FUNCTIONS OF WORKFORCE PLANNING............................................................................................................7
RECRUITMENT AND SELECTION......................................................................................................... 7
PURPOSE............................................................................................................................................................7
FUNCTIONS OF THE STAGES OF RECRUITMENT AND SELECTION........................................................................7
IMPORTANCE OF WORKFORCE PLANNING AND R&S..........................................................................................9
TASK 1 B)–CRITICAL EVALUATION OF THE STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO RECRUITMENT AND SELECTION ADOPTED BY SAMSUNG............................9
APPROACHES TO RECRUITMENT ADOPTED BY SAMSUNG...........................................................9
INTERNAL RECRUITMENT.................................................................................................................... 9
ADVANTAGES:...................................................................................................................................................9
DISADVANTAGES:..............................................................................................................................................9
EXTERNAL RECRUITMENT:................................................................................................................ 10
ADVANTAGES:.................................................................................................................................................10
DISADVANTAGES:............................................................................................................................................10
APPROACHES TO RECRUITMENT ADOPTED BY SAMSUNG.........................................................10
MERITS:................................................................................................................................................... 10
DEMERITS:.......................................................................................................................................................11
APPROACHES TO SELECTION ADOPTED BY SAMSUNG................................................................11
ADVANTAGES:.................................................................................................................................................11
DISADVANTAGES:............................................................................................................................................12
TASK 2CRITICALLY EVALUATION OF THE BENEFITS AND THE EFFECTIVENESS OF
DIFFERENT HRM PRACTICES WITHIN SKY NEWS IN TERMS OF ENHANCING
ORGANIZATIONAL PROFIT, PRODUCTIVITY AND EMPLOYEE MOTIVATION.........................12
EVALUATION OF HRM PRACTICES AND THEIR APPLICATION AT SKY NEWS........................12
TRAINING AND DEVELOPMENT......................................................................................................... 12
BENEFITS:........................................................................................................................................................13
REWARD MANAGEMENT..................................................................................................................... 13
IMPORTANCE OF REWARD MANAGEMENT SYSTEM...........................................................................................14
PERFORMANCE MANAGEMENT......................................................................................................... 14
BENEFITS:........................................................................................................................................................15
FLEXIBLE WORKING PRACTICES...................................................................................................... 15
BENEFITS:........................................................................................................................................................15
DISADVANTAGES:............................................................................................................................................16

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TASK 3A-CRITICAL EVALUATION OF THE IMPORTANCE OF EMPLOYEE RELATIONS AND
IDENTIFICATION OF KEY ASPECTS OF EMPLOYEE LEGISLATIONS AND THE IMPACT THAT
THESE HAVE IN RESPECT TO INFLUENCING HRM DECISION-MAKING WITHIN
MCDONALD’S......................................................................................................................................... 16
EMPLOYEE RELATIONS....................................................................................................................... 16
UK EMPLOYMENT LEGISLATIONS.................................................................................................... 18
TASK 3B MACDONALD’S...................................................................................................................... 18
INTRODUCTION..................................................................................................................................... 19
IMPORTANCE OF R&S AT MCDONALDS........................................................................................... 19
TASK 5 ILLUSTRATE THE APPLICATION OF RECRUITMENT AND SELECTION PRACTICES
BY PREPARING THE FOLLOWING DOCUMENTATIONS AS PART OF AN INDIVIDUAL
PORTFOLIO:........................................................................................................................................... 19
JOB DESCRIPTION................................................................................................................................. 20
JOB SUMMARY...................................................................................................................................................20
MAIN DUTIES/RESPONSIBILITIES.....................................................................................................................20
PERSON SPECIFICATION..................................................................................................................... 20
INTERVIEW SCRIPT.............................................................................................................................. 22
MEET AND GREET:..........................................................................................................................................22
PURPOSE OF THE INTERVIEW...........................................................................................................................22
SELECTION CRITERIA SHEET: CANDIDATE A................................................................................23
SELECTION CRITERIA SHEET: CANDIDATE B................................................................................24
EMPLOYMENT OFFER LETTER.......................................................................................................... 25
CONCLUSION.......................................................................................................................................... 26
WORKS CITED........................................................................................................................................ 27

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Introduction
Samsung is a very famous brand known for its electronic gadgets and products. It is one of
the world’s largest electronic companies and it is based in Korea. Currently Samsung is being
operated in more than fifty countries worldwide [ CITATION UKE70 \l 1033 ] . The head office of
the Samsung is located in the Seoul, capital of South Korea. Samsung is famous for its
electronic products but they had also started to invest in various businesses. Currently, they
have shares in the textile, building, insurance, and many other retail businesses. Samsung
started its operations in 1938 as a grocery store[ CITATION UKE70 \l 1033 ]. They lately started
the business in the technology sector. In this report, we will briefly review the HRM
functions and the benefits of HRM in the Samsung.
As you know HRM is defined as a process of having the right number of the right people at
the right time at the right place. HRM is important as it provides as a source of competitive
advantage. It is a part of our strategies as it changes the way in the work structure. We move
from profit maximizing to people oriented organization. HRM has changed the behaviour of
organization towards their employees dramatically[ CITATION And19 \l 1033 ]. Now
organizations treat their employees as an asset rather than just a cost. HRM performs these
functions: Recruitment and selection, Orientation, Maintaining good working conditions,
managing employee relations, training and development.
Workforce planning is the process in which you decide what positions are to be filled, how to
fill and when to fill. SAMSUNG can have these Basis for providing the right number of
people with the required skills: trend analysis in which you study the past employment needs
over a period of years to predict the future needs, ratio analysis a forecasting technique
through which you determine future needs by using ratios between two variables; such as
sales and employee needed, scatter plot a graphical tool used to determine the relationship
between two variables. Recruitment, retention, management succession and talent
management plans made by HR department of SAMSUNG Co. should consider that there
must be alignment of these plans with the organizational goals otherwise these are not
fruitful. Your human capital must be able to fulfil the objectives set by the organization.

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Task A: Samsung

Task 1a) Assessment of the purpose and functions of HRM applicable to

workforce planning and resourcing the organization

Human Resource Management is widely known as the process of recruitment of employees

through various steps. It is a well-established process based on the certain steps that take the
employee from interview to training till appointment. HRM is widely used for the
management of employees in an organization. It is a vast subject, not only recruitment
process but retention of employees is also based on the HRM of the company [ CITATION Bha17
\l 1033 ].

On average, a company spends 3000 pounds to fill a vacancy. That is a huge amount
especially for the SMEs. If there is a poor recruitment system and the company hires an
employee who is a mismatch with the job then he might quit very soon. The expenses related
to this selection process will go in vain. The basic purpose of the HRM is to tackle with these
types of issues in the organizations. So, the companies can hire best suitable employees and
then to retain them by the help of HRM reward system.
In the modern world, every company has their HRM system. It is linked with all the steps
from recruitment of an employee to the retirement of that employee. There are several
functions associated with the HRM but given below are some major functions:
a. Recruitment and selection of the employees
b. Job orientation of new employees
c. To maintain the friendly working environment
d. Managing the training and coaching of employees
e. Management of the employees’ relations
f. Reward and compensation management

Workforce Planning
Work force planning is known to be the process of managing the balance between the supply
and the demand of workers for a company and the assessment of the people working at the
firm so that the firm can have right people for the right job. This process is used for the
management of various things associated with the workforce.

Purpose of Workforce Planning

Samsung is using the workforce planning in various ways in order to provide the growth
opportunities to their employees. They are using the workforce planning to produce

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innovative employees for the better productivity of their firm. They are using this system to
assess the number of employees needed to perform a job at Samsung. They plan the reward
system to retain their employees. There is a specific appraisal method by the help of which
employees are assessed and rewarded according to their performance.

Functions of Workforce Planning

There are several functions of Workforce planning that can be implemented in an
organization. Samsung is using the business plan method to propose the planning of
employees. First of all they propose a detailed business plan to manage the number of
employees they need in each department according to their business plan.

Recruitment and Selection

Recruitment and selection is process of hiring an employee that starts from finding a job in
the firm to the selection of an employee for that job. It starts from the advertisement of the
job for a certain vacancy and ends at the selection of an employee by the help of interviews
and ability tests.

Purpose
The process of recruitment and selection plays an important role in the employee
management in any company. So, Samsung is not an exception. Samsung is a tech based
firm, so, it is more important for the Samsung to select the best suitable employees for their
job positions. If the employees will be creative and well experienced then they will help
Samsung to boost the overall productivity. The purpose of this process is not only selection of
employees but retention also. If the employee will match the job and he will possess all the
qualifications needed for the job then he will love to work in Samsung and he might work for
several years which will reduce the retraining. Training and hiring of an employee is an
investment made by the firm. Retaining the employees will also help in reducing the costs
related to selection and recruitment process.

Functions of the stages of Recruitment and Selection

There are certain stages in the process of recruitment and selection. The brief detail of each
stage and the function of each stage are given below:
Stage 1:
First of all the firm has to plan for the human resources. They have to observe the department
and the position for the vacancy. They have to observe the need of an employee for a specific

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job. Further, the job is analyzed. HR managers analyze the job by assessing the job duties.
They have to write the duties and responsibilities on the basis of which they have to assess
the employee. After that, a detailed job description is prepared. In which Samsung provide all
the responsibilities and the duties for the specific job. Job description is used to communicate
the duties of the job to the applicants. It helps applicants to judge that whether they are
capable of applying for the post or not. Then it comes to the person specifications. In this
segment they describe about the personal skills and attributes like education, work experience
etc. are needed for the job.
Stage 2:
After describing the job descriptions and person specifications, job is advertised to reach the
general public. The job can be advertised in two major ways. Samsung Company advertises
the job online in the career section on their website and they advertise the job in the print
form by advertising it in the form of booklets and newspaper. The main purpose of the job
advertisement is to communicate the job description and the person specifications to the
potential applicants.
Stage 3:
People apply for the post in the Samsung online by submitting their CV after going through
the job advertisement. Then Samsung apply the CV screening process. There is a lot of
information available in the CVs of the applicants. They choose the applicants whose
expertise and education is related to the job. It is very helpful process as it saves the time by
reducing the number of applicants to be examined for the selection process.
Stage 4:
After the screening process, selected applicants are invited for a written test at the Samsung.
The candidates who pass the test are invited for the interview. They are assessed in the
interview for their communication and various other job related skills. These tests and
interviews are used by the Samsung to choose the best employee for them.
Stage 5:
After the interviews, some of the applicants are selected as final candidates. Then the
Samsung check their background information.
Stage 6:
After that, the process of selection starts. They select the best suitable employees and ask
them to sign a job contract. Several legal forms are signed by the candidates and employer.
And finally the employment letter is issued to them.
Stage 7:
When the selected employees come for the training, they are then asked to fill a questionnaire
that consists on the questions regarding to the process of recruitment and selection process of
the Samsung. The feedback of employees is further analyzed to improve the R&S system of
Samsung.

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Importance of workforce planning and R&S
The workforce planning and the R&S are very helpful to recruit a talented employee for
Samsung. In their business plan, they monitor the number of employees that are required to
perform a job. By the help of this plan they only hire the employees that are needed. This
process eliminates the cost related to the hiring of excess employees. Through the R&S
process, they aim to hire a talented employee. Providing a detailed job description and person
specification helps applicants to apply only when they are eligible. Their test system is very
unique. In the test, they analyze the potential of employees regarding the education and the
job description and in the interview they assess the personal skills of the employees that are
needed for the job just like communication and interpretation skills. These processes help
Samsung to find the perfect match for their job.

Task 1 b)–Critical evaluation of the strengths and weaknesses of different

approaches to recruitment and selection adopted by Samsung

Approaches to Recruitment adopted by Samsung

There are two types of recruitment adopted by the Samsung. These are external and internal
recruitment.

Internal Recruitment
Internal recruitment is the process of hiring the employees for a specific position from the
existing employees. The company can find the best suitable employees from the existing
workers. Several workers are promoted to managerial level from the subordinate level. They
are selected by the process of internal recruitment. Other methods like transfer posting and
referral posting is also known as the internal recruitment tool.

Advantages:
When it comes to internal recruitment, it has several advantages. Internal recruitment saves
the time of company. Hiring a new employee is a lengthy process. You don’t have
information about the behavior of new employee, by hiring an existing employee you already
have the info about his performance, job knowledge, and pay scale. It also reduces the time of
training. A new employee takes months to adjust in the work environment whereas the
existing employee is already adjusted in the specific work environment. It also saves the cost
that a company can incur by recruiting a new employee.

Disadvantages:
There are also some limitations that can be associated with the internal environment. Such as,
when someone is selected as a manager from subordinate level, his coworkers can feel
offended to call him boss. There is always a different relationship between boss and
employees. It can create conflicts among coworkers. Whenever you fill a vacancy, it leaves

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another seat vacant. What about the seat that existing worker had left? You still need to do
hiring after internal recruitment.

External Recruitment:
External recruitment is a method in which the employees are hired from the pool of
candidates outside the company. Company doesn’t hire employees from existing employees.
A job is advertised and people apply for that job [ CITATION wis19 \l 1033 ] . Company selects
the employees from those fresh applicants who are not already the employees of that
company. Companies do external recruitment through the help of various methods like online
recruitment, internships, event recruitment, advertisement etc.

Advantages:
By doing the external recruitment, firm got more chances to select an appropriate employee
from a pool of talented applicants. They get a chance to promote fresh talent. They can find
more innovative and productive employees[ CITATION wis19 \l 1033 ]. They can get a benefit
from increased competition and can find a well experienced and well qualified candidate for
them.

Disadvantages:
There are several disadvantages of the external recruitment. The process of external
recruitment is time consuming and costly. Newly hired employees need orientation of the
company and training for their job. The training process is also costly and time consuming.
New employees take some time to adjust in the environment of the company. After all that
hectic work, if an employee seems to be a mismatch for his position, then all the efforts and
expenses will go in vain.

Approaches to Recruitment adopted by Samsung

Samsung is currently using the both recruitment methods i.e. external and internal
recruitment. For the internal recruitment, Samsung use the methods of promotions, referral
links, and transfers. Whenever a job is vacant and they need to fill it internally, they do
promote someone, or if the seat is vacant at a same level, then they find out an employee in
any other department and transfer him to that post.
For external recruitment, they are using the method of online recruitment and Job Fairs.
These methods are very helpful in order to select a potential candidate. Both of the methods
have some benefits as well as some limitations. The merits and demerits are described below.

Merits:
Online recruitment:
When it comes to the method of online hiring, it is easy and simple way to post the jobs.
Samsung posts its job on their website and other social media sites. This method is very cost
effective. There is no or very little cost for posting the job online [ CITATION Sio17 \l 1033 ].

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There is a simple procedure to apply by just one click. In the modern world, everyone is
using social media and their ad can reach the maximum number of applicants.
Job Fairs:
Job fairs are very helpful while hiring a new employee. The job fair is announced and on the
day of event, many applicants come to apply [ CITATION Wis14 \l 1033 ] . There is a higher
chance of getting a competent employee. The job fairs are advertised properly and there are
higher chances of reaching to the wider number of employees. It is a fast way to get the
applicants on board.

Demerits:
Online recruitment:
Online job posing is no doubt a cost effective way, but sometimes you have to pay fee to the
websites for lifetime. It can be costly. There is a probability that whether your job ad is
reaching to the targeted segment or not[ CITATION Sio17 \l 1033 ]. This method of hiring is
informal especially when the company is searching employees for the managerial or
executive level.
Job Fairs:
In the job fairs, there is high competition and on the day of fair a huge crowd of applicants
came for the job. Handling the crowd can be a very hectic procedure [ CITATION Wis14 \l 1033 ].
There is a chance of losing talented employees in the busy and crowded place.

Approaches to Selection adopted by Samsung

Samsung is using various types of selection methods in order to hire the new employees.
There are two major types of the selection approaches being used by the Samsung are tests
and interviews. The special test that is necessary for the recruitment is known as global
Samsung aptitude test (GSAT). First of all the test is necessary. After passing the test
candidate is asked to appear in a sequence of interviews. First of all one on one interview is
held, applicants who pass the one on one interview are called for the final panel interview.
There are several advantages and disadvantages for these approaches.

Advantages:
The tests help Samsung to recruit the best employees who have great academic and
professional knowledge. They assess all related skills and proficiencies in the applicant. After
the test, they assess the qualities of candidate in the interviews. They monitor the rate of
expertise related to the required rate for the job. These methods help in finding the hidden
talent and help in providing productive employee. It is a very uniform process. Every event
happens on its time in a regular and professional way.

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Disadvantages:
The process of selection being used by the Samsung is lengthy. They require a lot of labor to
perform tests. The cost related to the tests is very high. They can switch to the online testing
services as these services are convenient for the employee and also for the employer. Online
testing is also cost effective. There is a chance that the person weak in the academics can be
very proficient in the job duties. Sometimes academics don’t relate with the expertise.
Samsung can lose the talent in this way. They must design the test according to their job
related skills.

By doing this analysis, I am now able to say that there is a very professional and formal
process of recruitment and selection in the Samsung. They are striving to improve their
selection process. They are updating their system day by day for the sake of productive
employees.

Task 2Critically evaluation of the benefits and the effectiveness of different

HRM practices within Sky News in terms of enhancing organizational
profit, productivity and employee motivation

Sky news is the news broadcasting channel that was originated in the UK and later expanded
its operations in the Europe. The first broadcasting of the sky news was aired on the Feb 5,
1986. It was the first 24 hour news streaming channel. Even BBC started the 24 hours news
broadcasting after the sky news. In that time, there was a need of a channel completely
dedicated for news reporting. The sky news channel fulfilled the need of a channel on which
only news were broadcasted. That was the great change in the news industry and after the sky
news other channels like BBC decided to make their channel dedicated to news only.

Evaluation of HRM practices and their application at Sky News

There are several HRM practices that are being practiced at the sky news. These practices
are:

Training and Development

Training and development is the necessary factor for the motivated employees. Training is
known as the learning process learnt by the help of experts and mentors. Development of
skills is the renovation of existing skills to polish the skill for a next level. Training is the set
of skills taught to the employees for their basic job knowledge whereas the development is
the vast factor based on the ongoing improvement in the skill set of the employee.

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Benefits:
When the employees will be properly trained, they will do their job efficiently and this will
make them happy and motivated. A motivated employee is far more productive than a
demotivated employee. It will increase their job satisfaction level. Whenever sky news
introduces a new tech, they train their employees. This training step enables their employees
to use that tech proficiently, and it causes the advancement in the procedure. The workers
become more efficient and productive. There are fewer percentages of employee turnovers in
the companies where the employees are productive and motivated.
In every quarter, sky news arranges a training session for their employees. They are trained
on the basis of new updates and they get a chance to learn the about new technologies to
develop their knowledge and skills. After the training is completed they use the Kirk Patrick
model to evaluate the training session. The Kirk Patrick model has four steps.

First of all they check the reaction of the employees about training. They ask them questions
about the effectiveness and usefulness of the training. The feedback from the employees is
used to measure the level of training. Mostly, the training session arranged is very useful.
Recently they arranged a training session on the leadership.
After that they check their learning. They check that whether they had learned anything from
the training. They ask them about the skills they learnt on the training. In the last session,
employees learnt leadership skills to run a team.
Then it comes to the behavior of employees. There is an assessment criterion to check the
practical implication of those skills. They created a team and asked the employees to lead the
teams. They check their performance to evaluate the final results.
In the last, results were compiled. Some of the employees implemented their skills
successfully. Rest of the employees whose skills were weak was again sent to attend the
training session.

Reward Management
Reward management is a practice being practiced by the many employers to benefit their
employees on their performance and skills. Sky news channel has a unique reward
management system. They describe the mutual goals of the company and assign each goal to
their employees. They ask them to achieve the goal and mention a reward upon the
completion of that goal. The employees get rewards and compensation on achieving the
specific goal.

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Importance of reward management system
There is a lot of importance of rewards system. Employees are kept motivated by the help of
reward system. When an employee will achieve his goal and the company will not reward
him then he will become unsatisfied. The demotivated employees are often less productive.
Their less productivity will affect the overall performance of the company. There is high
employee’s turnover rate in the companies where there is no reward management system. A
company must recognize the efforts of their employees and they must reward them according
to their performance.
There is a practical implication of the Maslow’s theory in the reward management system.

Employee’s self-esteem needs and self-actualization needs are associated with the reward
system. If you will not reward your employee then the employee will not feel good about the
company. For example, if the employee doesn’t get proper recognition, he will then try to
leave the job or he will not remain loyal to the company. If an employee is working with his
full potential but didn’t get rewarded, he will get a fear of his self-actualization needs to be
undermined. For example, if a BBC will give offer to the employee of sky news with an
increase in the salary, then the employee will switch to BBC because he is frustrated with the
poor reward management system of the sky news.

Performance Management
Performance management is the system of managing and evaluating the performance of each
employee working at the firm. There are several methods by the help of which performance
can be evaluated. The employees are then rewarded as per their performance. Employees
with the good performance are promoted and rewarded whereas the low performers are
trained or get demoted.

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Benefits:
By managing the performance of employees, employees get to know their position. They get
aware about their efforts and output. They realize about their strengths and weaknesses. The
areas of weaknesses can be minimized by them after knowing it. They can be evaluated by
the 360 degree system in which they will be fully analyzed. This will urge low performers to
work hard to achieve the best position on the next evaluation. Appraisal system allows
companies to benefit the employees by recognizing their efforts. Thus employees got
motivated and became loyal to the firm and work in more productive way reducing the
employee turnover rate.
The 360 degree appraisal method is being used by the sky news. It evaluates each and every
factor of the employee. This method has several benefits like it focus on finding the strengths
of employees. By finding the strengths of employees, company can focus on the specific
skills of these employees. Later, sky news can assign the work to those employees based on
their strengths. This will help in making the employees more productive and it will also
increase the performance of the employees.

Flexible working practices

Employees are allowed to work as per their convenience to bring up the work life balance.
They are even allowed to work from home. Some companies including sky news allow their
employees to work as per their own schedule to get a balance in between their work and their
life. Atkinson gave us the model of flexible firm in the 1984. He divided the labor into two
groups. One was known as peripheral group and the other was known as core group.
He said that the peripheral group employees are those employees who can be outsourced.
These employees include catering and cleaning employees. He said that these employees are
not direct part of the firm so there can be flexibility. The core group consists on the main
workers of the company. He said that that the employees in the core group can be relocated to
give them flexible working hours in order to get more productivity. There were two
dimensions of the flexibility given to the employees. First one was the flexibility in
employment in which part time and zero contract labor can be hired to make employment
flexible whereas in the second one was flexibility in work. In the flexibility in work,
companies can develop teams and use technologies to give ease of work to their employees.
The employees can work in their own hours or they can even work from home.

Benefits:
Employees got benefited by spending their time with their family and working in the hours
when they are free. When an employee is asked to work from home, he can save the expenses
of gasoline and he can avoid the traffic. He can utilize that time for work. It also increases the
motivation and self-empowerment level of employees. For employers, it is beneficial that
they can boost the satisfaction of their employees. They can control the ratio of absents. They
can reduce the employee turnover rate.

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Disadvantages:
It is difficult for employees to communicate with the rest of employees in office. When
working from home, there is no division of work and home space. Their family can get
irritated because of their working at home. Their schedule can mess up. It also has some
demerits for employers. They can’t supervise the employees who need extensive supervision.
Other employees can feel biasness as they might not have the work that can be done
remotely. Feeling of biasness can create unsatisfied behavior in other employees.

Task 3A-Critical evaluation of the importance of employee relations and

identification of key aspects of employee legislations and the impact that
these have in respect to influencing HRM decision-making within
McDonald’s

Employee Relations
The term used for the understanding and development of bonding between the employees and
the employers of an organization is commonly known as the Employee relations. A firm that
manages good relationship between the employees and employers is always successful. The

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employee relation can be a great tool for communication and also it can be a major barrier in
the communication. If the relations are good, the information from employees will be
transmitted to the employers easily and if the relations are bad then the information will face
a barrier.
McDonald’s is a food chain originated from America in the 1940. It is now operating in
almost every country of the world. It is the world largest fast food chain. First of all they sell
their products by the help of hamburgers but in the year 1953 they introduced their logo and
then started to operate as independent fast food chain. They are now operating their
franchises in more than 100 countries around the globe.
Employee relation has been an important part of the McDonald’s HRM strategy. They had
always tried to improve the relationships between their employees. Especially when they
started the fast food stores internationally, they focused more on the employee relations.
Their culture of work is based on the employee recognition. With the excellent relations
between their employees they had shown the excellent growth in the last decades. There is a
huge employee base of McDonald’s with more than 100,000 employees all over the world.
By the mutual relationship of the employees, McDonald’s is capable of providing excellent
services to their employees. There is high motivation and job satisfaction level in the
employees of the firm and they had made the company capable to achieve the increased
profitability and growth objectives.
They had increased the relation between their employees by empowering them. They have a
human resource department working for the wellbeing of the employees. They had allowed
the employees to use the production equipment as per their needs and they had empowered
them to take decisions at their own. There is equality between employees. Skilled employees
operating the machines get equal importance as the employees at counter. This has reduced
the turnover rate and increased the satisfaction level.
There is a clear reward system. The employees are appraised for their achievements and then
they are rewarded properly. This reward system is also helpful in motivating the employees
and maintaining the good relationship between employees.
The decision making process is centralized. There is always the involvement of employees in
every decision taken by the McDonald’s. This step boosts the empowerment level of
employees. The McDonald’s had also received an award in the 2012 for their limitless efforts
to enhance the employee relationship. Their reward system is recognized all over the world.
McDonald’s has allowed their employees to form a trade or employee union which can
represent the employees of the McDonald’s. There is an employee union which has a head.
All the employees communicate with the union and the union represents them to the
management. While taking any decision, management ask the union to involve the employees
so that they can take the decision with the involvement of their employees. These steps had
also increased the employee and employer relationship.

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UK Employment Legislations
Equality act was presented in the UK in the year 2010. This act aims to save employees from
the discrimination at work[ CITATION UKG10 \l 1033 ] . There were several laws on the
discrimination of employees in the UK. But, this act has combined all the laws together and it
had made clear that discrimination at work is not bearable. This law is more important for the
firms like McDonalds as they have the most diversified labor. The basic purpose of the act
was to eliminate any discrimination based on the sex, gender, cast, origin etc. McDonalds had
implemented the act. They are equal employers providing equal job opportunity to the male
and females. There is no discrimination on the basis of race or ethnicity. There is equality in
each and every aspect. They are successfully managing the diversified work environment.
The Health and safety Act was presented in the year 1974 in the UK. It provides the basic
information about the health and safety of employees [ CITATION Hea20 \l 1033 ]. This law
states that it is the basic duty of an employer to take care the health and safety of their
employees. This act is more relatable with the high risk industries such as chemical industries
and manufacturing industries. But, the McDonalds had provided their employees with the
basic healthcare facilities.
These legislations have impacted the decision making of McDonalds. The company is the
world largest chain with the low employee turnover rate. The company had successfully
implemented the equality ay workplace by providing the equal opportunity to every one
regardless of any race, gender, religion etc. They are providing the healthcare facilities and
they also had created a risk free environment for their workers. They are not using any
hazardous chemicals and the exposure to risk is low for their employees.

Task 3B MacDonald’s

To, Date:
Mr, Neil Radcliffe
HR Director,
MacDonald’s,
RE: Recruitment and Selection of HR administrator

Dear Mr Neil Radcliffe,

Kindly find the report attached with the relevant documents prepared and used to recruit and
select for the position of a HR administrator.

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From: Melvin Brown
HR Manager
MacDonald’s

Introduction
McDonald’s is a food chain originated from America in the 1940. It is now operating in
almost every country of the world. It is the world largest fast food chain. First of all they sell
their products by the help of hamburgers but in the year 1953 they introduced their logo and
then started to operate as independent fast food chain. They are now operating their
franchises in more than 100 countries around the globe.

Importance of R&S at McDonalds

The recruitment and selection process is always an important part of HRM of any company
and the McDonald’s is no exception. Employees are the important factors in the success of
any company. The more efficient employees will be more productive. Company can select
the competent employees only if they have a great R&S system. With a unique recruitment
and selection process, companies will hire experienced and talented employees and then they
will grow fast. McDonalds had shown extra ordinary growth in the past few years by the help
of competent employees. The workforce planning and the R&S are very helpful to recruit a
talented employee for them. In their business plan, they monitor the number of employees
that are required to perform a job. By the help of this plan they only hire the employees that
are needed. This process eliminates the cost related to the hiring of excess employees.
Through the R&S process, they aim to hire a talented employee. Providing a detailed job
description and person specification helps applicants to apply only when they are eligible.

Task 5 Illustrate the application of Recruitment and Selection practices by

preparing the following documentations as part of an individual portfolio:

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 Job Description
Position: HR Administrator for McDonald

 Job Title: HR Administrator

 Salary Band: £ 25,000 / year
 Hours: 09:00 to 17:30
 Accountable to: Probation Period of six months
 Location: McDonalds office, East Finchley London, UK

Job Summary
McDonalds is searching for an employee for the post of HR Administrator in the head office
of UK. The HR administrator will be supporting the Human Resource office and he will be
liable to manage the HR activities in the McDonalds head office UK. You will act as the HR
database administrator. Your main responsibilities will include keeping track of all types of
HR activities.

Main Duties/Responsibilities
 Maintaining records of the employees
 Updating of the HR databases
 Reviewing and upgrading the company’s HR policies
 Managing the payroll
 Management of Reward Systems

Person Specification
Position: HR Administrator for McDonald

Requirements Essential Desirable Assessment Method

Criteria Criteria

Education/Qualifications

Master degree in the HRM MBA/BBA(honours MBA/BBA(honours) Provide the copy of

) in HRM in HRM degree.

Experience

HR administration 4 to 5 years 2 to 4 years Experience letters

Proficiency in the IT Valid IT degree or Valid IT degree or Attach the

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software used in HRM Diploma Diploma diploma/certificate
with CV.

Skills, Knowledge &

Abilities

Routine calculations Expert Expert Interview questions

undertaking

Administrative skills Intermediate Expert Interview questions

Communication Skills Intermediate Expert Interview questions

Time management skills Intermediate Expert Interview questions

Meeting deadlines timely Expert Expert Interview questions

Motivation

Reward and compensation

360 Appraisal method

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 Interview Script

Panel List: (here put name each student in the Group, note that all of you are acting as HR
Manager for McDonald)

 Melvin Brown: HR Manager

 Name & Surname: HR Manager
 Name & Surname: HR Manager

Meet and Greet:

Purpose of the interview: To select the competent employee for the position of HR
administrator at McDonalds UK.

 Melvin Brown:
o Q1: list some key factors to manage the employees effectively and efficiently.
o Q2: what do you know about Human Resource Management?
o Q3: How can you keep the HRM record by using IT?
o Q4: List the name of software you had used to keep records.

 Name & Surname:

o Q1: tell me about your experience at previous organization.
o Q2: Why you had left the previous job?
o Q3: what is your reaction when someone opposes your decision?
o Q4: Explain the term Diversity.

 Name & Surname:

o Q1: What is reward management system?
o Q2: Describe the importance of diversity and equality.
o Q3: what do you think about the ideal supervision?
o Q4: How will you manage the time in various activities?

Interview Warp-Up: Ok. Thank you for coming. It was nice talking with you. We will let
you know our decision later.

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 Selection Criteria Sheet: Candidate A

Interview: HR Administrator- McDonald

Interviewers: HR Managers
Interviewee: Shawn
Date: 20th February
Time: 11:00

Selection Criteria Poor (1) Average (2) Good (3) Very Good (4) Outstanding (5)

Communication Skills 4

Problem Solving Skills 3

Teamwork 3

Self-Confidence 4

Knowledge about the 4

Company

Motivation 4

Total Score: 22

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 Selection Criteria Sheet: Candidate B

Interview: HR Administrator- McDonald

Interviewers: HR Managers
Interviewee: Peter
Date: 25th February
Time: 13:00

Selection Criteria Poor (1) Average (2) Good (3) Very Good (4) Outstanding (5)

Communication Skills 3

Problem Solving Skills 4

Teamwork 3

Self-Confidence 3

Knowledge about the 4

Company

Motivation 4

Total Score: 21

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 Employment Offer Letter
st
Date: 01 March 2019
Name: MR. Shawn
Address______________

RE: Job Offer Letter for the Position of HR Administrator for McDonald

Dear Shawn,   

Following our recent discussions, McDonald’s is pleased to offer you the position of HR
Administrator in the Department of Human Resource Management. We are very excited
about the potential you and your experience bring to the table and we hope that you are
equally pleased with this opportunity. We are confident that you will find this new
opportunity both challenging and rewarding.

As we have discussed, you will be working in our East Finchley office. Upon the completion
of orientation, you will begin your job duties.

The following points outline the terms and conditions we are proposing in this offer:

 Title: HR Administrator
 Start Date: 01st April 2019
 Salary: £ 25,000 / year
 Probation: Six month Probation period for the performance check
 Hours of Work: 09:00 to 17:30
 Reporting to: Melvin Brown HR Manager

Kindly find the employment contract attached. You are kindly requested to sign the contract
and send it back to us at mcdonaldsuk@gmail.com no later than 5 working days.
 
We look forward to a long lasting and mutually beneficial relationship in an atmosphere that
is successful and mutually challenging and rewarding. We are confident that your abilities
will play a key role in our company.

Please do not hesitate to contact us if you have any additional questions.

Sincerely,

Melvin Brown
HR Manager
McDonalds

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Conclusion
McDonald’s is a food chain originated from America in the 1940. It is now operating in
almost every country of the world. They are now operating their franchises in more than 100
countries around the globe. The recruitment and selection process is always an important part
of HRM of any company and the McDonald’s is no exception. Employees are the important
factors in the success of any company. Through the R&S process, they aim to hire a talented
employee. Providing a detailed job description and person specification helps applicants to
apply only when they are eligible. The term used for the understanding and development of
bonding between the employees and the employers of an organization is commonly known as
the Employee relations. McDonald’s is a food chain originated from America in the 1940. It
is now operating in almost every country of the world. Employee relation has been an
important part of the McDonald’s HRM strategy. They had always tried to improve the
relationships between their employees. There is a huge employee base of McDonald’s with
more than 100,000 employees all over the world. They had increased the relation between
their employees by empowering them. They have a human resource department working for
the wellbeing of the employees. There is a clear reward system. The employees are appraised
for their achievements and then they are rewarded properly.
To conclude, I must say that HRM plays a vital role in the success of any company whether it
is Samsung, Sky news, or McDonalds. The HRM processes affect the daily decision making
processes of the companies.

Works Cited

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https://www.keka.com/5-major-functions-human-resource-management/ [Accessed 14 Augustus
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Board, C., 2018. HR Administrator job duties. [Online] Available at:

https://www.changeboard.com/article-details/16689/hr-administrator-job-description-template/
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Essays, U., 1970. The Samsung Electronic Company. [Online] Available at:
https://www.ukessays.com/essays/business/the-samsung-electronic-company.php [Accessed 01
Augustus 2020].

Executive, H.a.S., 2020. Health and Safety Act 1974. [Online] Available at:
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Government, U., 2010. Equality Act 2010. [Online] Available at:

https://www.legislation.gov.uk/ukpga/2010/15/contents [Accessed 25 Augustus 2020].

Lea, S., 2020. Flexible-Firm Model. [Online] Available at:

https://www.businessballs.com/organisational-culture/flexible-firm-model/ [Accessed 19 Augustus
2020].

Philpot, S., 2017. Advantages and disavantages of online recruitment. [Online] Available at:
https://www.careeraddict.com/advantages-and-disadvantages-of-online-recruitment [Accessed 12
Augustus 2020].

Picincu, A., 2019. What is the purpose of HR Management. [Online] Available at:
https://bizfluent.com/info-7750751-purpose-hr-management.html\ [Accessed 02 Augustus 2020].

step, W., 2014. What is a Job Fair? [Online] Available at: https://content.wisestep.com/job-career-
fair-advantages-disadvantages/ [Accessed 14 Augustus 2020].

step, w., 2019. External Recruitment: Advantages, Disadvantages, and Methods. [Online] Available
at: https://content.wisestep.com/advantages-disadvantages-external-recruitment/ [Accessed 11
Augustus 2020].

Story, S., 2015. Sky News Success Story. [Online] Available at:
https://successstory.com/companies/sky-news [Accessed 29 July 2020].

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