The paper 'Reward Management System at McDonald's" is a great example of a management case study. A performance management system (PMS) is used in virtually every organization. This is due to the ability of PMS to help the organization achieve important objectives through its management of human resources (Tyson & York, 2002). The main aim is to motivate employees, help in employees’ skills development, and coming up with promotional criteria. The system has also been used in eliminating employees who are nonperformers and helped a lot in the implementation of business strategies.
The Reward Management System (RMS) helps in coming up with rewards for efficient and effective employees. The rewards are based on the employees’ skills, contributions, and competence. McDonald's is one of the most successful fast-food chains with a global presence (McDonald's, 2015). McDonald’ s’ reward system is based on their employees’ performance. The PMS at McDonald's has been rated as one of the best in the industry. This report will analyze the current RMS at McDonald's, discuss its fit with the company strategy, and outline an RMS that would support the company’ s achievement of its key strategic goals.
The report will be based on the paid staff and recommend the most valuable reward for them. The recommended reward system will be based on the organization's business strategy. Current RMS at McDonald's PMS at McDonald's is one of the most successful in the industry. The company carries PMS to ensure that there is high performance among the employees (McDonald's, 2015). The company reward system is based on Individual Performance Plan (IPP). McDonald's ensures that its employees are able to align their objectives with company objectives.
Every employee has an individual Development Plan (IDP) which outlines their competencies and how they can help them in achieving their immediate and future goals. The company is assessed at midyear. Performance appraisal is carried out to help in ensuring that employees’ performance is enhanced. Through the process, McDonald's is able to determine the employees’ training needs, transfers, and promotions. There is a final review carried out at the end of the year. This is a process that is carried out through face to face meetings between the manager and employee.
According to the system, the employee input accounts for 75% while the company input is 25% in the results (Quresh & Hassan, 2013). Through roundtable calibration, the company is able to reward their employees based on their score.
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