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The vital role of hrm in managing those business strategies, and what could be
their function in leading those change to succeed.

Intro: What is human resource

Human resource management if we can still recall from our previous lesson is
defined as those policies, practices, and systems that influence employees’
behavior, attitudes, and performance. If executed properly and done effectively the
result will be beneficial for company’s overall development and growth.
Additionally, we know HR role is vital for company success, consequently that
victory requires various strategies that in order to make it work HR should handle
it properly hereto say that for this circumstance sometimes revolutionizing or doing
some improvements will impose great challenge for company that this will either
be the beginning of success or the end of the line.

So today as you’re sharer I’m going to discuss the role of HR in making strategies
and how they make those strategies work.

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HRM role: The vital component of success in strategizing the business.

So we do have this particular phrase that I think it’s kind of redundant but that is
going to be the center point of this discussion.

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So to orient everybody on how this presentation will run, the following will be the
flow of this voyage.

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Mcdonal history

McDonalds- the empire

McDonald- The Creators ( Maurice and Ronald Mcdonald)

Ray Kroc- The founder, was the man who turned McDonald’s into a global fast
food empire. He was impressed by the efficiency and profitability of the small
hamburger stand run by the McDonald brothers in California, and persuaded them
to let him franchise their concept. He expanded the chain rapidly across the
country and the world, introducing standardized menus, quality control, and
marketing strategies.

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There are many benefits of mergers and acquisitions: Bringing together two
businesses can leverage the strengths of both organizations, and build a
more effective, sustainable, and innovative company as a result. But just
because mergers and acquisitions can ultimately lead to a stronger
organization doesn’t mean they’re not without their challenges, particularly
when it comes to Human Resources.
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There are many benefits of mergers and acquisitions: Bringing together two
businesses can leverage the strengths of both organizations, and build a
more effective, sustainable, and innovative company as a result. But just
because mergers and acquisitions can ultimately lead to a stronger
organization doesn’t mean they’re not without their challenges, particularly
when it comes to Human Resources.

There are many benefits of mergers and acquisitions: Bringing together two
businesses can leverage the strengths of both organizations, and build a
more effective, sustainable, and innovative company as a result. But just
because mergers and acquisitions can ultimately lead to a stronger
organization doesn’t mean they’re not without their challenges, particularly
when it comes to Human Resources.
Dynamic Yield plays an important role in McDonald’s digital transformation,
allowing it to become even more focused on the customer by deploying the
technology in outdoor digital Drive-Thru menu displays, as well as other digital
customer experience touch points, such as self-order kiosks and the
McDonald’s Global Mobile App.

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What is my role?

The conflict between the two company is inevitable and its expected to occur
that is why Training efforts should therefore be include in development of skills
in conflict resolution that the Human resource must provide.

1. Communication

2. Differences in systems and processes can make the business combination

difficult and often painful right after the merger.


HR professionals have to sort out differences in the two companies’ practices

That could maybe about the compensation, performance appraisal, and other
HR systems. Settling on a consistent structure to meet the combined
organization’s goals may help bring employees together

8TH: Downsizing presents a number of challenges and opportunities for HRM.

In terms of challenges, the HRM function must “surgically” reduce the
workforce by cutting only the workers who are less valuable in their
performance. Achieving this is difficult because the best workers are most able
(and often willing) to find alternative employment and may leave voluntarily
before the organization lays off anyone.

BASIC DEF

Downsizing is the permanent reduction of a company's labor force through

the elimination of unproductive workers or divisions

- Cutting jobs is the fastest way to cut costs,

What is my role?
Another HRM challenge is to boost the morale of employees who remain after
the reduction; this is discussed in greater detail in Chapter 5. HR professionals
should maintain open communication with remaining employees to build their
trust and commitment, rather than withhold information.31 All employees
should be informed why the downsizing is necessary, what costs are to be cut,
how long the downsizing will last, and what strategies the organization intends
to pursue. Finally, HRM can provide downsized employees with outplacement
services to help them find new jobs. Such services are ways an organization can
show that it cares about its employees, even though it cannot afford to keep all
of them on the payroll.

9th Change is inevitable and thus the company shall adapat to those changes in
order for the company to grow competitively and also to make the work inside
the company function effectively.

reengineering affects human resource management in two ways. First, the way
the HR department itself accomplishes its goals may change dramatically.
Second, the fundamental change throughout the organization requires the HR
department to help design and implement change so that all employees will be
committed to the success of the reengineered organization. Employees may
need training for their reengineered jobs. The organization may need to
redesign the structure of its pay and benefits to make them more appropriate for
its new way of operating. It also may need to recruit employees with a new set
of skills. Reengineering often results in employees being laid off or reassigned
to new jobs, as the organization’s needs change. HR professionals should also
help with this transition, as they do for downsizing.