Retaining Talent with Salary Packaging Rivalry

Question: Discuss about the Retaining Talent with Salary Packaging Rivalry. Answer: Introduction: Human resource management helps to describe the formal systems of management in an organization. Human resource managers have three main responsibilities. This includes staffing, designing a work and employee compensation and the benefits. The assignment will focus on the human resource management of McDonald, which have 75,000 employees. McDonald is a World famous company that is leading the market for several years (McDonald's Australia. 2017). The assignment focuses on the various recognition schemes of McDonald that supports their organizational culture. By applying these schemes, they want to attract future leaders. The discussion provided theories to focus on the procedure. The approaches of McDonald to develop the human resource management are also described, which can be applicable to Spastic Centre. Spastic Centre is a non profit organization that works for the individual with the cerebral palsy (spastic centre. 2017). McDonald launches a recognition scheme of retaining talent with the salary package. It is hopeful that this scheme will help the company to attract new talent and future leaders. The main priority of McDonald is to gain the customer loyalty by attracting new customers (McDonald's Australia. 2017). Therefore, the organization is searching for new efficient talent. McDonald has strong organizational structure that is related to habits, tradition and value. This can influence the employees and also their behaviour. Anselmsson et al., (2016) pointed that the management needs to encourage and support their employees. This will help the employees to learn new things from the organization. Management of McDonald helps their staffs to learn new things and develop new skills and technology to achieve the customer satisfaction. The strong organizational culture makes McDonald a powerful organization in Australia and provides various opportunities to expand their business. Nadolny and Ryan (201 5) mentioned exciting salary package can attract the efficient employees and leaders. Mahajan (2014) argued that the exciting salary package can have negative effects on the employees. Before offering exiting salary package, the management needs to identify the efficient employees and for this they can arrange an interview session or examination with the employees. In view of Kaufman (2015), retention of talent with the salary package help the employers to influence or motivate the employees and also increase the performance level of the employees. However, the exciting salary package can create discrimination, which needs to be avoided (Almond Menndez, 2013). The exciting salary package should be offered on the basis of the talent of the employees and avoid discrimination like race, ethnicity, age, sex, gender (Taylor, 2014). The management needs to make a short list of the employees who are eligible for the appreciation and have the scope to be an efficient future leader. After that they can arrange a training session for the employees to make them efficient and effective leaders for future. Efficient leaders can increase the reputation of McDonald and attract more customers, which will provide more profit to the organization. In such case, the priority of McDonalds should be implication of new efficient leaders and employees. Thompson (2016) stated that people works for the salary, which helps them to maintain their lifestyle. If the employees get more money for their talent, then it will help to develop their lifestyle. Developed lifestyle motivates the employees to work hard and get more incentive or bonus. McDonald has another option to motivate the employees. They can provide incentives and bonus to the employees, which will be added to their salary. Hsu, Shinnar and Powell (2014) argued that the aw arding system can influence the employees more and help the employees to recognise the talented the employees and future leaders. According to L?z?roiu (2015), salary package system makes the salaries of employees tax efficient, which attracts the employees effectively. The exciting salary package helps to encourage the employees to provide their best performance to make the human resource management strong. Miner (2015) mentioned that the most exciting salary package can include laptops, PDAs, employer superannuation, computer and money. They can include the superannuation scheme in their salary package to attract new future leaders. Howard et al.,. (2015) argued that McDonald can use the scheme of retaining talent with salary package when they need as they already have exciting human resource management and efficient employees. As per the case study, non profit organization like Spastic Centre provides exciting salary packages to their employees. They included childcare centre, food and drink outlets, gym on the campus as a salary package. However, if McDonald offers such type of salary package, then they should include the some system also. For example, during using the offer of dinner at restaurant, the employees needs to show their ID cards to their restaurants and should have a limit to use the coupons of the restaurants (Shields et al., 2015). There also should be a limit of using these facilities. The rules and policies also should be developed. To imply such scheme in the organization, the human resource managers should make strategic plans, which can be time consuming. They need to make budget for this purpose. Wilton (2016) argued that they can share their market profit with their employees rather than offering such offers as the salary package. This also can attract new employees and future leaders, which will develop the organization. Nadolny and Ryan (2015) mentioned that the organizational culture is supported by the expectancy theory. Expectancy theory states that how an employee should behave in the organizational culture. As mentioned by Sparrow, Brewster and Chung (2016), expectancy theory helps the management of McDonald to modify the behaviour of the employees. It can be noted that the management can arrange training for the employees so that they can modify their behaviour easily and therefore achieve the job satisfaction with the high quality performance. Jackson, Schuler and Jiang (2014) argued that expectancy theory helps to increase the attractiveness of a job. Expectancy theory includes the instrumentality, valance and expectancy. In view of Bosona and Gebresenbet (2013), valance refers to the reward desirability to a specific person. Sheehan (2014) argued that expectancy refers to a belief of the employees that the employee performance can be influenced by their efforts that are the employee can dev elop their performance by giving more effort. On the other hand, Mahajan (2014) mentioned that in a workplace the efficient people should get opportunities to explore themselves and achieve rewards by their performance and behaviour. Instrumentality refers to the performance of an employee at the workplace according to their expectation. However, the employees can get rewards for their best quality performance but this may not satisfy their expectation and therefore cannot provide job satisfaction to them. In case of working in a workplace, the job satisfaction is necessary with the best quality performance, which helps in self motivation. Anselmsson et al., (2016) opined that in a workplace the internal motivation is necessary as well as the external motivation. The best quality performance of the employees of McDonald makes the business successful and therefore, the organization is able to make huge amount of profit. The management needs to share the profit amount with the employees that will encourage the employees. In view of Kaufman (2015) expectancy theory helps to motivate the employees that draw a profit. Expectancy theory includes the outcome valance, expectancy and performance that are related to outcome expectancy. Employees get motivation from the three factors therefore their performance level increases. The expectancy theory implies the reward amount that has a link with motivation as well as performance. The performance of the employees can be motivated by the external motivation but it is difficult to gain the job satisfaction. Therefore, the employees need self motivation that will help to get the job satisfaction. In case of working in a particular field of work, the employees need the job satisfaction that will help to impr ove the job performance. McDonald helps to motivate their employees by providing incentives and bonus, which are the external motivation. They need to arrange training and motivational programs for the employees that will help the employees in self motivation. Nadolny and Ryan (2015) opined that the employees also need to take initiative to motivate themselves. They need to keep positive attitude towards their jobs and also should control their emotion in the workplace. McDonald tries to improve the knowledge and learning outcome of the employees. Almond and Menndez (2013) suggested that in the workplace the employees of an organization should not state their own opinion that has no link with their job role. The Human resources management of McDonald needs to imply the expectancy theory so that their productivity rate can increase. The expectancy theory has two important factors that are the intrinsic motivation and extrinsic motivation. The intrinsic motivation is related with the self motivation (Hsu, Shinnar Powell, 2014). On the other hand, extrinsic factor is related with external motivation (Miner, 2015). According to L?z?roiu (2015), the job performance of an employees will be better when the employees can enjoy their job role. Money can motivate the employees but cannot provide satisfaction to them. Intrinsic motivation can be spoiled by the monetary incentives and the employees can loss their natural interest in jobs. The human resource management needs to motivate the employees by appreciating them that influence the employees. The employees can be involved in the organizational changes that will provide importance to the employees. Howard et al., (2015) stated that involvemen t of the employees in organizational changes motivates the employees and provide opportunities to explore themselves. McDonald is famous for their management system and customer loyalty, which can be developed more. This will help the employees and employers both to achieve their job satisfaction and job performance. McDonald took various approaches in managing the human resources that can be applied for Spastic Centre, which is a non profit organization. The population of human in worldwide is only one percent larger than the service of McDonald. The strong brand image, customer loyalty, operational system, high quality food and international infrastructure made the organization more successful. Therefore, Spastic Centre needs to provide high quality service, customer loyalty, brand image and operational system to become successful and make renowned brand image. Shields et al., (2015) mentioned that McDonald is the best brand in sense of food quality and service. The human resource management of McDonald is very strong and provide good quality service. They offer varieties of foods to their customers and try to achieve the customer loyalty. Spastic Centre also needs to strong their human resource management that will help them to achieve success. Wilton (2016) mentioned that McDonald apply vario us innovative ideas and technologies to improve the service quality. In view of Sparrow, Brewster and Chung (2016), an organization needs to balance the employee and employer relationship to develop the organizational behaviour and changes. In McDonald, the relationship between employees and employers are very strong. Therefore, Spastic Centre can use the concept of McDonald to develop the relationship between the workers and management system so that the organizational structure can develop. McDonald has focus on their employees so that they do not face any problem in the workplace. They try to provide some facilities to their employees to make them feel easy to work. Jackson, Schuler and Jiang (2014) opined that the management needs to be concerned for the health and wellbeing of the employees that will help them management to get the trust of the employees. However, McDonald is concerned for the health and wellbeing of the employees, who work in the organization. McDonald focuses on the differentiation of the strategy so that they can maintain the position of excellent restaurant. According to Bosona and Gebresenbet (2013), service differentiation strategy helps McDonald so that it can target on the customer. This helps the organization to get more customers and develop their business. Spastic Centre can apply integrated promotion mix strategy to balance their service and business. McDonald implements the strategy so that they can balance the digital media (traditional and modern media). However, the promotional style of McDonald is unique that attracts the children as well as the adults also. Therefore, Spastic Centre can take idea of promotion al style from McDonald that will help them. Sheehan (2014) suggested that Spastic Centre needs to appoint efficient employees as it helps to cerebral palsy patients. They organize various campaigns for the wellbeing of those people. Therefore, they need unique promotional strategy to attract people. McDonald use social media, television, radio and hoarding to promote their products. Spastic Centre also can use these strategies to promote their campaigns. They can appoint the employees after the peered interviews. They can arrange written test as the initial interview. Passed candidates can be called for the telephonic interview and at last they can called the selected candidates for personal interview (spastic centre. 2017). McDonald has five steps of the interview process that helps the organization to develop their customer retention. The candidates need to have proper practical knowledge for working. Spastic Centre can provide training to their fresh candidates so that they do not face problems during their working. However , working with the patients of cerebral palsy is quite difficult, therefore proper knowledge is necessary. They can follow the human resource management system of McDonald but should not copy it as it is offensive. They can apply motivational theory to motivate the employees so that they can gain confidence. McDonald is a famous company and has various strong policies with the strong employment. Spastic Centre needs to develop their policies and imply new policies for the development of the employee and employer relationship that will provide benefit to the organization. Spastic Centre can focus on customers and appoint efficient staffs that will provide best quality work to the customers. They need to look for the fresh and enthusiast employees who are capable to develop the organizational position and structure. On the basis of the above discussion, it can be concluded that there are different scopes for McDonald to improve and also can improve the human resource management for attracting customers and can retain the first position in market. The management require motivation for the employees and staffs so that they improve the performance and achieve customer satisfaction. The advertisements of McDonald are attractive, which attracts customers, the children mainly. 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