International human resource management Essay Example | Topics and Well Written Essays - 2000 words

Inter field human resource management - Essay ExampleAt the same time the HRM should be flexible enough such that the differences in the HRM policies and practices can accommodate the various cultural and bank line settings (Sims, 2007). Marginson and Sisson (1994) have argued that industrial relations are deep rooted in the national system, which obstructs the penetration of transnational practices by Multi National Enterprises (MNEs). The increased pressure of globalization has made the MNEs to standardize their HRM procedures internationally such that the internal consistency is maintained and best practices are percolated to the subsidiaries. This has raised the question of whether the standardized everyplaceture for labor relation framed by the MNEs actually caters to the type of employment. In this context the case excogitate has examined the various workforce characteristics of McDonalds operating in United Kingdom (UK) and Germ some(prenominal). An in detailed abstract about their appraisal, recruitment and characteristics of workforce has been studied. McDonalds Corporation is one of the most renowned companies in the world. It is the debauched food chain, symbolized by a golden arch and has spread its business all over the world. It is accept as a foremost franchising company, with 80% of its eating house operating and owned by the franchisees (McDonalds, 2013 Briscoe, Schuler and Tarique, 2012). Interbrand has positioned McDonalds at the seventh place among the top 100 brands in the world. McDonalds is operating in diametric countries, which signifies that it has to repeat its product and services in such a way that it matches not only the cultural, political and stinting factors of the country but also the HR practices adapted by them. The HR professional at McDonalds, out front opening their operation in any country conduct an extensive research in enact to understand and determine the ways in which the HR activities may be adjusted (A swathappa and Dash, 2007). As pointed by Love (1995) McDonalds is well known across the globe for its standardized level of image and product. McDonalds tends to impose the practices followed in the home country in relation to the trade unions, employee participation and control over the operations of the franchisee. In this context two aspects are studied to analyze the extent to which the standardized betterment of labor relation designed by McDonalds caters to the type of people employed and accommodation of different type of workers by McDonalds, available in the different labor markets. Recruitment and Appraisal Studies suggest that the business organizations in Germany have a lower level of staffing as compared to the organization in UK. The reason was that the restaurant in Germany has more number of full time workers as compared to that of UK. This was due to the introduction of the German embodied agreement that was introduced in the year 1989 for the employees of McDonald s. Recruitment for McDonalds was done through the process of application. Then the applicants had to bear lie detection process. But it was abolished after there were changes in the labor laws of US. McDonalds was also in headlines due to the charges bought by a investigative journalist that if during the interview process the interviewing manager finds that the applicant has any