This paper is essentially on Yum! Brands Company. It focuses on present recent complex human resourcing problems when company expands into international markets. Due to globalization, competition, increasing health awareness and new legislation, organization's objective are subjected to change. Organizational change affects the culture, structure and people in an organization however, with effective change management, it aims to improve the performance and efficiency of the organization and benefit the organization in various aspects in relation to growth and competitive advantages. Fundamental changes were afoot in the world economy by the end of the twentieth century. Human resource management and its functions have been effected by changing of business environment. These changes greatly affected business and caused a series of human resourcing problemsÃ¯Â¼Âsuch as diversity and multicultural culture in the company. The report is highlight two point: How Firms respond to complex human resource problems and how legislation has impacted upon the way the organization managed this situation.
Kentucky Fried Chicken became a subsidiary of R.J. Reynolds Industries, Inc. (now RJR Nabisco, Inc.), when Heublein Inc. was acquired by Reynolds in 1982. KFC was acquired in October 1986 from RJR Nabisco, Inc. by PepsiCo, Inc., for approximately $840 million. In January 1997, PepsiCo, Inc. announced the spin-off of its quick service restaurants -- KFC, Taco Bell and Pizza Hut -- into an independent restaurant company, Tricon Global Restaurants, Inc. In May 2002, the company announced it received shareholders' approval to change its corporation name to Yum! Brands, Inc. The company, which owns A&W All-American Food Restaurants, KFC, Long John Silvers, Pizza Hut and Taco Bell restaurants, is the world's largest restaurant company in terms of system units with nearly 32,500 in more than 100 countries and territories. (Yum! Brands web sites)
This chapter will provide...