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Human Resource Management of Burger King Holdings

Human Resource Management of Burger King Holdings

Discuss Human Resource Management of Burger King Holdings within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Burger King, often abbreviated as BK, is a global chain of hamburger fast food restaurants headquartered in unincorporated Miami-Dade County, ...

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Human Resource Management of Burger King Holdings
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Netra Shetty
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netrashetty
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Human Resource Management of Burger King Holdings - January 24th, 2011

Burger King, often abbreviated as BK, is a global chain of hamburger fast food restaurants headquartered in unincorporated Miami-Dade County, Florida, United States. The company began as a Jacksonville, Florida-based restaurant chain in 1953 originally called Insta-Burger King. After the company ran into financial difficulties in 1955, its two Miami-based franchisees, David Edgerton and James McLamore, purchased the company and rechristened it Burger King. Over the next half century the company would trade hands four times, with its third set of owners, a partnership of TPG Capital, Bain Capital, and Goldman Sachs Capital Partners, taking the company public in 2002. The current ownership group, 3G Capital of Brazil, acquired a majority stake in the company in a deal valued at $3.26 billion (USD) in late 2010.

At the end of fiscal year 2010, Burger King reported it has more than 12,200 outlets in 73 countries; 66 percent are in the United States and 90 percent are privately owned and operated. Over the course of its history the company has used several variations of franchising to expand its operations. The manner in which the company licenses its franchisee varies depending on the region, with some regional franchises known as master franchises and are responsible for selling franchise sub-licenses on the company's behalf. Burger King's relationship with its franchises has not always been harmonious. Occasional spats between the two have caused numerous issues, and in several instances the company's and its licensees' relations have degenerated into precedent-setting court cases.


Motivation:
Motivation is a driver force through which an employee showed maximum level of performance. To motivate the employee NIB bank used Path goal motivation theory. According to this theory the manager’s job is viewed as guiding workers to choose the best paths to reach their group goals, as well as the organizational goals.
First of all manager identify what outcomes subordinates are trying to obtain in the workplace. For example, what goals are they trying to meet? After gaining this information, the manager guides the employee how to achieve those goals efficiently and effectively. Removing any obstacles that might come along the way, and by expressing confidence in their subordinates’ capabilities. Reward subordinates for performing at high levels or achieving their work goals by giving them desired outcomes.
Four types of behavior that manager can engage in to motivate subordinates:
 Directive behavior (similar to initiating structure) lets subordinates know what tasks need to be performed and how they should be performed.
 Supportive behavior (similar to consideration) lets subordinates know their leaders cares about their well-being and is looking out for them.
 Participative behavior enables subordinates to be involved in making decisions that affect them.
 Achievement-oriented behavior pushes subordinates to do their best. Such behavior includes setting difficult goals for followers, expecting high performance, and expressing confidence in their capabilities.
2. Salary structure:
Salary structure of NIB bank is based on experience. The employee who has less experience will get less salary for example
Beginner (0-1 years of experience)
Monthly: Rs.15,000 to Rs.18,000
Annual: Rs.1.8 lakhs to Rs.2.16 lakhs
Professional ( 2-3 years of experience) :
Monthly: Rs. 18,000 to Rs. 30,000
Annual: Rs.2.16 lakhs to Rs. 3.60 lakhs
Banking operations Manager professional ( 5 and above years of experience
)Monthly: Rs. 30,000 to Rs. 50,000
Annual: Rs.3.60 lakhs to Rs. 6.00 lakhs
3. Benefits of NIB bank:
 Vehicle loan
 Car Entitlement
 House loan
 Fuel Allowances
 Mobile Phone facility
Fuel Allowance:
Permanent employees according to their grades entitled bank gave petrol that has been utilized by employees to pursuit of their job responsibilities.
Mobile Phone facility:
Permanent employees under grade entitlement are eligible for the use of mobile phones which they have incurred to pursuit of their job responsibilities.
House Loan
House loan facilities are available to all confirmed employees at NIB, based on the following criteria:
You should have 3 years of experience as a permanent employee with at least 6 months of experience with NIB. Fresh hires (who have joined NIB directly after completing their education and do not have any previous experience) should have 3 years NIB experience.
the maximum House Loan that can be availed is limited to Rs.15, 000,000.
• Interest rate of 4 % per annum will be charged for this facility
• This loan is repayable within 25 years of service
Vehicle Loan
All confirmed permanent employees of NIB, after completion of their probationary period, are eligible to apply for car loans. The loan will carry interest rate of 4 %. The repayment period for new & used cars and for new motorcycle is 7 years. Used cars should not be older than 5 year form the date of their registration whether only new motorcycles are permitted to be purchased under this policy.
 .
Car Entitlement
Employees at NIB will be provided a car according to their grade entitlement.
Below is a table providing a description of the entitlements of bank provided vehicles:
Grades CAR Make & Type
Grade 3 Toyota (Altis, 2.0 D Saloon) OR Honda VTi Oriel ( U/G)
Grade 4 Honda VTi Oriel (A/T)
Grade 5 Honda VTi (A/T) etc.
 Cars will be replaced after 4 yeas from date of purchase.
 If an employee is promoted, the existing car will continue to be the entitled car till the completion of 4 Years.
 NIB will make payments for car insurance and vehicle tax for motor vehicles that are being used by the employees and also for their reasonable maintenance ( this includes, servicing, oil change, replacement of parts / accessories, filling of gas in air-conditioner once every year )..
 Employees are not allowed to convert their vehicles to CNG and /or diesel.
 An employee can apply to buy the car on completion of 4 Years from the time of purchase. The purchase price of vehicle will be mid-point of market price and the book value.
 An employee, after submitting resignation, can apply for the purchase of vehicle. The decision to sell the vehicle to the employee for a price will be at the sole discretion of NIB.

4. Performance Management and appraisal:
Evaluating an employee’s current and past performance relative to its performance standards is called performance appraisal.
A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employee’s performance is according to company’s aims is called performance management.
NIB has established a formal performance evaluation and appraisal program.
The purpose of the performance evaluation is to:
 Provide a system in order to link the organization mission and goal/objective.
 Provide the means for supervisors to communicate, in measurable terms, job expectations to employees, and to let employees review how they have performed against these standards. It enables the employee and his/her supervisor to discuss the employee’s performance based on the objectives that have been set at the start of the year.
 Provide a time for you and your supervisor to discuss you performance, career development, coaching and training plan, followed by setting of objectives for the period until the next review.
 Performance evaluations are normally conducted on an annual basis; nevertheless employees need not wait for a performance evaluation to discuss issues or problems. Immediate concerns should always be brought to the attention of the employee’s supervisor on a day-to-day basis who will assist you in providing direction.
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