Professional Documents
Culture Documents
ACKNOWLEDGEMENT
In the name of Almighty Allah, the most beneficent and merciful to the mankind.
This project would not be possible without the encouragement and guidance of number of
people. We feel highly obliged and want to express our deepest gratitude to our respected teacher
Miss Saima Asad for her advice, help and guidance throughout this semester.
We would like to express our deepest gratitude to our parents and friends for their inspirations,
love and constant support.
EXECUTIVE SUMMARY
This project is about Mc Donalds Pakistan, which is one of the largest and the best-known
global food service retailer with more than 30,000 restaurants in 121 countries serving 47 million
customers each day. First we have studied a brief history of the company worldwide. Then we
have introduced McDonalds Pakistan, the organizations strategies and its structure.
Basically, this project aims to have an overview of the McDonalds human resource management.
The different functions at the disposal of HR include provision of different laws for the
protection of employees rights. Strategies for the development of the organization, job analysis
for the hiring of new employees, personnel recruiting, employee testing and selection,
performance appraisal are also integral parts of HR.
will
History and
introduction
laid
down the foundation of the Company in 1954. Story goes that Ray Kroc
mortgaged his home and invested his entire life savings to become the
of
McDonalds:
McDonald's today is one of the largest and the best known global food
service retailer with more than 30,000 restaurants in 121 countries serving
47 million customers each day. McDonalds serves less than one percent
of the worlds population. McDonalds outstanding brand recognition,
experienced management, high quality food, advanced operational
systems and unique global infrastructure ensure a position that enables
them to capitalize on global opportunities.
McDonald's
Pakistan:
World Wide
Strategies:
1. Be the best employer for people in each community around the world.
2. Deliver optional excellence to customers in each restaurant.
3. Achieve enduring profitable growth by expanding the brand and
leveraging the strengths of McDonalds system through innovation and
technology.
Mission
Don't worry about making money Love what you are doing and always put
the customer firstAnd success will be yours!
Statement:
VISION:
Being the best means providing outstanding quality service and cleanliness
so that the company makes every customer in every restaurant happy. To
achieve this mission Macdonald's is focused on three worldwide strategies:
1 Be the best employer for the people in each community around the
world.
2. Deliver optional excellence to the customers in each of the
restaurants.
Objective:
Structure:
To satisfy the internal customers because they are the window to the
external customers.
McDonalds
Structure:
Restaurant Manager:
The restaurant manager has all responsibility for people, profitability
and every other aspect of running the restraint.
Area Supervisor:
A team of restaurant managers looks to the area supervisor for
advice and guidance for everything from the recruitment of staff to
local marketing initiatives.
Operations consultant:
As operations consultant is an experienced manager, he will be
involved in the long term planning for the restaurants.
Operations manager:
Acting as a business consultant, the input of an operations manager
plays a major part in the performance of as many as 10 restaurants.
HRM in
McDonalds:
Equal
Employment
Opportunity
Laws
Job Analysis:
Job
Descriptio
n
Job Analysis
in
Questionnaire
McDo
nalds
:
Observation
Observation is also a way to gather the information about a job and to
achieve different satisfaction levels.
Once the firm has determined its staffing needs, it takes every possible
step to hire the best employees so as to fill the available positions.
The hiring process has two components:
The Hiring
Process:
.
Recruitment.
Selection
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Levels of
Hiring:
Trainee Managers.
Crew Members.
The difference between both of these is that the training managers are
required to learn to smoothly manage the working of the outlet, so they
are trained accordingly.
Whereas the crewmembers have shifts for cleaning, counter service and
other restaurant jobs.
Recruitment is the process of generating a pool of qualified candidates
for a particular job. The firm announces the jobs availability to the
market and attracts qualified candidates to apply.
Recruitment:
Types of
recruitment:
Internal sources
External sources
Internal sources
Filling open positions with current employees are often best source of
candidates. At Macdonalds job posting technique is used which means
it publicizes an open job to employees (often by literally posting it on
intranets and bulletin boards) and listing the job attributes like
qualification, work schedule and pay rates
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External sources
Eternal sources used by McDonalds are
Advertisement in Newspapers
Advertisements are done in all the leading papers so that every
eligible candidate can apply for the job.
Selection:
At McDonalds, people are the most important factor. They seek only
those people, who can think, feel, express themselves, learn, teach and
hence grow. Their growth is the companys growth
Fresh People
McDonalds provides thorough In-house training to fresh people
relatively inexperience people. Hiring people having no previous work
experience also helps them greatly in adjusting to the distinct culture of
the organization.
Justified Selection
The selection is entirely based on merit, which conform the selection
criteria without any bias towards gender, religion, race, color,
nationality, age.
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Selection
After advertising for the job in the papers or in any other way when
Process:
Screening of Applicants
After building a pool of candidates applications, short listing of selective
applications is done by the HR manager.
Written Test
The reason for the written test is to assess that whether the recruits are able
enough to fulfill the general practical requirements of the job. The HR
department designs and conducts the tests as and when hiring needs arises.
Initial Interview
The ONE to ONE structured interviews are conducted by Restaurant
Manager after the written test.
Aptitude Tests
These are those tests, which are done for the training managers.
Reference Checks
They are to make sure that references provided by the candidates are valid so
that no confusion remains.
Final Interview
Candidates who give the best results are called for the final interview. A
panel of five or six interviewers does interview.
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Relocation
After final interview, it is decided which candidates to select for which
job to make sure who is the best so that the standard of
McDonalds is maintained.
Training in
McDonalds:
Direct Training
This is that training which is given directly after the selection so that an
employee can understand the position he will be working for and its
responsibilities.
Training Abroad
Different programs are arranged so that other qualified people can train
employees at different levels abroad so that they can understand
different standards and can improve their own capabilities.
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Methods of
Training
Orientation
This is a way of direct training which provides new employees with
basic background information they need to perform their job
satisfactorily.
New employees get a handbook:- Working hours
- Performance reviews
- Vacations
- Employee benefits
- Personnel policies
- Safety measures and regulations
The orientation is performed by the HRD Manager and the employees
are introduced to their supervisors. There is a different orientation
process for every type of employee. But the common orientation for all
the employees is McDonald's People Promise:
We value you, your growth and your contributions.
On-the-Job Training
On-the-job training is to train a person to learn a job by actually doing it.
Every day, around the world; restaurant members receive on-the-job
training and coaching in skills and procedures essential to their work.
Classroom Training
Classroom courses, developed and led by training experts, prepare
outstanding restaurant employees for advancement.
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Computer-Based Training:
A new computer-based training system is bringing interactive learning
experiences to crew members and managers right in the restaurants.
Levels
of
Training:
Managers Training:
McDonald's is dedicated to professional training and development. The
average McDonald's restaurant manager spends more than 2,000 hours
over four years in training of one kind or another. This is about the same
amount of time that a typical four-year college student spends in the
classroom.
Specific
Training
Courses
The MDP series is designed to help you become the most effective
manager that you can be.
Performanc
Appraisals:
standards are made and defined according to which the employees have
to perform. Then after 6 months all the employees are evaluated that
whether they come up to our standards or not. An OJE (on- jobevaluation) is performed in order to evaluate the employees. If an
employee does not perform well then feedback is provided to them so
they can improve.
Levels of
Performanc
Out Standing
Appraisals:
Excellent
Good
Need Improvement
After giving the total grade to the employee the appraiser writes down
about the strength and the areas needing improvement of the employee.
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Incentives
Types of
Incentives
1. Cash Based
2. Non Cash Based
Cash Based Incentives
Attendance Allowance
Annual Allowance
Medical Allowance
Merchandise
Free food
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Benefits
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Conclusion:
to feel passion for the work always offering the best of themselves,
Recommenda
tions:
No doubt McDonald's is a huge giant size organization but it also need some
improvements which are
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QUESTIONNAIRE
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