Check Out Human Resource Management (HRM) of KFC Corporation. This can be MBA project Topic for all MBA, BBA, BMS and PGDM students. KFC is world largest food chain which has unique Human Resource Management to mange huge number of employee worldwide.

KFC Corporation (KFC), founded and also known as Kentucky Fried Chicken, is a chain of fast food restaurants based in Louisville, Kentucky, in the United States. KFC has been a brand and operating segment, termed a concept of Yum! Brands since 1997 when that company was spun off from PepsiCo as Tricon Global Restaurants Inc.

KFC primarily sells chicken pieces, wraps, salads and sandwiches. While its primary focus is fried chicken, KFC also offers a line of grilled and roasted chicken products, side dishes and desserts. Outside North America, KFC offers beef based products such as hamburgers or kebabs, pork based products such as ribs and other regional fare.

The company was founded as Kentucky Fried Chicken by Colonel Harland Sanders in 1952, though the idea of KFC's fried chicken actually goes back to 1930. Although Sanders died in 1980, he remains an important part of the company's branding and advertisements, and "Colonel Sanders" or "The Colonel" is a metonym for the company itself. The company adopted KFC, an abbreviated form of its name, in 1991. Starting in April 2007, the company began using its original name, Kentucky Fried Chicken, for its signage, packaging and advertisements in the U.S. as part of a new corporate re-branding program; newer and remodeled restaurants will have the new logo and name while older stores will continue to use the 1980s signage. Additionally, Yum! continues to use the abbreviated name freely in its advertising.

Kentucky Fried Chicken could be considered a global organization because from the point of global perspective , it is defined as having
built productive cross-cultural teams that maximizes effectiveness of existing training , increases retention , and adapts to any culture , anywhere in the world (globalperspective .info . Kentucky Fried Chicken culture believes in effective operation centered on quality customer service despite differences of culture or language . The principle established by the founder of the fast food remains the significant factor in the success of the restaurant.

Expatriate policy of KFC Company

KFC Company employs the expatriate policy as one of their strategy in order to establish restaurants that are suited to the culture of a given country because the expatriate 's familiarity with the culture is seen as an advantage to penetrate the country more effectively . Briscoe and Schuler (2004 ) cited that KFC employed a first generation Chinese American to return to China to establish its chicken restaurants (p .219 . As part of KFC policy employees undergo several trainings at different levels before they get promotion . In the same way , the general managers they employ on their branches must have acquired appropriate training and experience from the company . Likewise , all franchisers as part of the agreement have to undertake courses at Yum !
University to obtain familiarity with the culture of the Kentucky . In this way , both emigrants and immigrants will have the opportunity to incorporate the culture of KFC and their own culture to suit to the taste of their clientele.

Training and Orientation of the Company

Christ Mendel , director of global risk management of Tricon Global Restaurant (an arm of Yum ! Brand ) stated that the company focuses on training and education for all their employees and managers for their 30 ,000 restaurants in ninety countries (cited in Morris . He further explains that the company has developed substantial training programs for all front line people . The training according to him has been integrated into the company 's broader management trainings that deal with issues as sexual harassment, hiring and firing practices , interpersonal relationships , and conflict resolution . Largely , the training practices as he further described are on a global basis with the assumption that ``people need to treat people with respect.

The training employed for both franchise and non-franchise managers are on the same basis that everyone is required to attend trainings held at the company 's headquarter at Louisville . Likewise , these front line people will take the responsibility in providing trainings for their employees using training manuals and product guides . In that way , the top management is assured that the KFC culture penetrates another culture effectively.

Benefits the Company Derived

KFC has developed a support structure that trains and motivates general managers ``with generous reward programs ' as they lead teams in different branches across nations . Once becomes a franchise manager, the company assures him of support from advertising to training employees for a successful career with the company .

The internationalization of human resource management has increased the scope of traditional HRM. Today, HR practitioners not only manage people from their home country, but one that involve managing many diverse nationalities, with which the culture of staff and employees are already well-known or predicted. Companies start business within their country of origin and staff are hired from within that country. However, with the arrival of globalization and the shift from industrial to information technology, a new problem for HR practitioners emerged as employees become more diversified and hard to manage. Companies expand to other countries, or moreover participate in joint ventures or mergers and acquisitions. This move has many implications including the limited choice of hiring employees from the country which the company expanded. Basically, this gives HR practitioners a new challenge as they are faced with a diverse cross-cultural workforce that they are not yet familiar with. For instance, a UK or an American company expanded or having joint ventures in China would have to integrate their own HR practice in that country. However, the Chinese and Western managers have different beliefs and practices in terms of managing employees. Thus, a cross-cultural conflict might arise, which could affect the productivity and culture of the company as a whole, most especially in the branch they invested in China. Western expatriates might not be able to adapt with the Chinese way of working or any Asian way of working for that matter if they don’t have proper training or knowledge about them. This gives the HR team a huge responsibility in making sure that cross-cultural relationship within the company is going well. An HRM expatriate might have problems having the best local staff when they do not have enough knowledge about the foreign culture. Furthermore, productivity might also be affected if their way of human management is not compatible with the working nature of the local staff.


The workforce is ever changing. In order to stay ahead of the game, one must know how to be effective in human resource management. Human resource management is defined as “the utilization of individuals to achieve organizational objectives.” (Mondy, 2) The following pages will explain the importance of human resources by focusing on the 5 aspects of the framework for the human resource management system. Also discussed will by the external factors that affect the human resource branch of business.

One of the most important functions in the human resource management system is staffing. An organization must always have the proper number of employees with the appropriate skills to do a certain job at a certain time. This is where staffing comes into play. Job analysis, planning, recruitment, and selection are all important features that must be met for companies to ensure that their firms are always productive.

Every position in a company should be analyzed and its skills posted. Anyone wanting to apply for a job should know up front what skills and duties he or she are responsible for. Without this knowledge, the company will not be productive due to the fact that the person hired would not have a specific job descripti

The human resource management system itself is part of the firm’s internal environment. A firm’s internal environment can be defined as “factors inside a firm’s boundaries that affect its human resources.” (Mondy, 36) Every firm has an external environment as well. External environments contain factors which firms have little, or no, control over. These factors are “outside its [a firm’s] boundaries that affect a firm’s human resources.” (Mondy, 31) Included in the external environment are legal considerations, the labor force, society, unions, shareholders, competition, customers, technology, and the economy.

Human resources are very important when it comes to hiring and maintaining employees with a high level of ethics and productivity as well as keeping the organization out of legal suits. There are many aspects that, if not handled correctly, can result in lawsuits. For example, not hiring someone because they are a single parent could be cause for a discrimination lawsuit. To accommodate this person, the company may want to explore the need for a company provided day care on site.

A company must also always know that they have the required number of employees with the proper skills on hand when needed. To ensure the company does indeed have an adequate number of employees needed, the firm must systematically review human resource requirement. Failure to do so may result in a shortage of employees with the proper skills needed in a pinch.

Firms must know how to recruit the appropriate individuals with the required skills needed for their business. Organizations that do not go out and recruit individuals risk settling for an employe
 
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Human resource department is the backbone of any organization. Human resource department knows about how to deal with the employee. The main function is to maintain the internal communication within the organization. :SugarwareZ-110:
 
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