c Presented By:

Syed Rehan (09-Arid-668)

M. Asad Iqbal (09-Arid-635)
M. Usman (09-Arid-642)
Irum Rashid (09-Arid-620)
 TABLE OF CONTENTS

_ Introduction
_ History
_ Mission Statement
_ Objective
_ Vision
_ Strategic Management
_ Organizational Structure
_ Human Resource Management(HRM)
 INTRODUCTION
‡ Founded : 1955 by Ray Kroc
‡ Headquarters : Oak Brook,Illinois,USA
‡ Number of locations : 31,000+ worldwide
‡ Products : Fast food
‡ Employees :5,00,000
 HISTORY OF MCDONALDS

‡ The business began in 1940, with a restaurant

opened by brother Dick and Mac McDonald in San
Bernardino California.
‡Their introduction of the ³speedy service
system´ in 1948.
‡McDonalds restaurants are found in 119
countries and serve nearly 47 million customers
each day.
‡McDonalds operates over 31000 restaurants
worldwide, employing more than 1.5 million
people.
 OBJECTIVE

‡ ³To satisfy the internal customers

because they are the window to the
external customers.´
 VISION

‡ McDonald's vision is to be the best and

leading fast food provider around the
globe .
 MISSION STATEMENT

McDonald's brand mission is to be our

customers' favorite place and way to eat,
and improve our operations to provide the
most delicious fast food that meet our
customers' expectations.
ELCOME TO
MCDONALD¶S PAKISTAN

‡ September 1998, Lahore

‡ Operating in 6 major cities
‡ Network of 20 restaurants
‡ McDonald¶s Pakistan is part of the Lakson
Group of Companies, a leading business
house in Pakistan.
‡ ith a head office in Karachi and regional
office in Lahore.
 ORGANIZATION CULTURE

‡ Respect and Recognition:

Every employee is consistently treated with dignity
and respect. All employees are valued and
recognized for their contribution to the organization.
‡ Values and Leadership Behaviors:
Every employee is a leader who listens and
communicates openly and honestly and every
employee acts in the interest of all other people who
contribute to the success of the business, including
customers, owner, and suppliers.
 ïcontinue

‡ Total Compensation:
To recognize the people part in the business success, the Pay
and Rewards program follows a Pay-for-Performance
philosophy, the better results produced by employees, the
greater pay opportunities.
‡ Learning, Development and Personal Growth:
Employees have the opportunity to advance in skill, contribution and
career level through high-quality training, coaching and feedback.
‡ Resources to Get the Job Done:
It is ensured that a comfortable place to work with
access to the materials, equipment and information
has been provided to do the job.
 ORGANIZATION STRUCTURE

‡ McDonald¶s operates in more than 100 countries

and is organized into a geographical structure
with five key segments:

(1)McDonald¶s USA
(2)McDonald¶s Europe
(3)McDonald¶s AMEA( Asia, Middle East & Africa)
(4)McDonald¶s Latin America
(5)McDonald¶s International
Human Resource Management
(HRM)
Recruiting goals
‡ Significant pool of candidates
‡ Diversity
‡ Encourage qualified candidates
‡ Discourage unqualified candidates
‡ Minimize the cost
 ïIn McDonalds

‡ Quality recruitment
‡ Employees with core-competencies
‡ Addressing diversity in organization
 Factors affecting recruiting efforts

‡ Size
‡ Employment conditions
‡ orking conditions
‡ Salary and benefit packages
‡ Skill shortages
 ïIn McDonalds

‡ Culture (flexibility, opportunity, equality

and diversity)
‡ Its demographics and norms
 Organizational image

Poor image may limit its attraction to

applicants. Engaging in practices that
result in polluted environment, poor quality
products and unsafe working conditions
 ïIn McDonalds

Their overall image and local reputation as

an employer is shaped daily by many
factors:
‡ Benefits programs
‡ Compensation packages
‡ Fun working place
‡ Employee development programs
 Job attractiveness

Jobs should not be

‡ Boring
‡ Hazardous
‡ Anxiety creating
‡ Low paying
‡ Lacking in promotion
 ïIn McDonalds

‡ Respect and recognition

‡ Value and leadership behaviour
‡ Total compensation
‡ Learning, development and personal
growth
‡ Resources to get the job done
 Training Training
Consultant Coordinator

GM
Marketing

GM
Equipment FM
Op.
Consultant 2nd
Op. FM
Asst
GM Manager Op. Res. 1st
Operations Consultant Manager Asst
Op. 2nd FM
DO Manager Asst
CEO
Country FM
Production
Manager

GM
Finance
HR
Asst. Coordinator
HR M
Country Karachi HR M
HR
HR Coordinator
Manager HR M
Lahore

GM
Real Estate
Human Resource Management
SOT ANALYSIS
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