HRM Project Mc Donald

8/8/2019 HRM Project Mc Donald

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HRM Project on

Training and Development at

Submitted To:

Madam Shumaila Gull

Submitted by:

Raheel Asghar F07-B145

Mariam Yaqoob F07-B149

Haris Saeed F07-B133

Hafiz Zuhaib Mahmood F07-B151

Noo-ul-Ain Mustafa F07-B108

Statement of Commitment

We as students of IBIT, PU clarifies that all the information has been collected by interviewing the Human

Resource Manager of McDonalds Mian Umer bin Mohammad & mc Donalds Website and there is no

doubt about its documentation. And We Stood by the Oath that we took in the Class


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HRM Project on Mc Donalds Pakistan ... Training & Development 2|P a g e

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 Shumiala Gull 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.


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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, specially in Training and Development. 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.

These all functions are described in context of McDonalds Pakistan. This will help better

understanding the different processes involved in HR functionality.


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History and

introduction of

McDonalds:

McDonald's has come a long way since Ray Kroc 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 exclusive

distributor of a five-spindled milk shake maker called the Multimixer.

Hearing about the McDonald's hamburger stand in California running

eight Multimixers at a time, he packed up his car and headed West. Ray

Kroc pitched the idea of opening up several restaurants to the brothers

Dick and Mac McDonald (hence the name), convinced that he could sell

eight of his Multimixers to each and every one.

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.


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McDonald's

Pakistan:

McDonalds is part of the Lakson group of companies, a leading business

in Pakistan. McDonalds first restaurant has opened its door to the people

of Pakistan in September 1998 in Lahore. Karachi opened its first

restaurant after one week. There are now 18 restaurants in four major

cities of Pakistan: 7 in Karachi, I in Hyderabad, 9 in Lahore and 1 in

Faisalabad since the company first opened its doors to the people of

Pakistan.

This launch was met with unprecedented enthusiasm form the citizens of

Lahore who are known for their liveliness, vigor and penchant for quality

food. Today millions of Pakistanis place their trust in McDonalds to

provide them best quality food, quick service and value for money. Worldfamous French fries, Big Mac, Quarter Pounder, Chicken McNuggets are

not only kids' favorites but also lure in the customers of all ages.

McDonalds is firmly committed to give back to the community where it

operates. They are happy to become involved because they recognize

that organizations have a role to play in helping communities to work

successfully.

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.


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Mission

Statement:

VISION:

Objective:

Structure:

McDonald's mission is to be our customers' favorite place and way to eat

with inspired people who delight each customer with unmatched quality,

service, cleanliness and value every time ... we invite you to be the part

of this winning team and give yourself an opportunity to grow with thefamily of people striving to create smiles on the faces of millions of

people everyday

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.

3. Achieve enduring profitable growth by expanding the brand and

leveraging the strengths of McDonalds system through innovation and

technology.

To satisfy the internal customers because they are the window to the

external customers.

McDonald's are structured along functional lines. Their Chief Executive

oversees five major areas of activity:

1. Operations (equipment and franchising)

2. Development (property and construction)

3. Finance (supply chain and new product development)

4. Marketing (sales marketing)

5. Human Resources (customer services, personnel, hygiene and

safety).


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McDonalds

Structure:

The structural hierarchy of McDonalds Pakistan is as follows

Trainee Business Manager:The trainee business manager should have the right skills and

qualities, in order to operate Mc Donalds.

2nd Assistant:At this level the second assistant really begins to develop his/her

management skills and learns what goes into running a shift.

1st Assistant:At this level the first assistant brings together operations and

management skills and gets grip with finance, human resource and

training.

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.


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The Team:

McDonalds Image

as an Employer

To realize the McDonald's service vision, we believe in strengthening our

team and ensure to deliver the right skills and knowledge to the right

person for getting the right job done. Our strength for making our strong

team players to shine under the Golden Arches lies in the People Practice

and Development Program, we focus to deliver.

Our overall image and local reputation as an employer is shaped daily by

many factors, including the benefits programs, compensation package,

fun working place coupled with numerous enthusiasm activities,

employee development programs, and our world renowned best people

practices.

Employees, the key ingredient play a vital role each day in shaping our

over all employment image through their performance behavior. Realizing

our people strength we provide the best employment experience to our

employees in order to achieve the goal of giving the worlds best quick-

service restaurant experience to our valued customers. We strive to

recruit the best, hire the best, and provide the best place to work.


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McDonalds People

Philosophy:

At McDonald's Pakistan, our people are our most important asset. We

provide the best employment experience for our employees in order for

McDonaldss Pakistan to achieve our goal of providing our valued

customers with the worlds best quick-service restaurant experience. We

strive to recruit the best, hire the best, and provide the best place to

work.

Our commitment to our employees is shaped on the simple fact We

value you, your growth and your contributions and this is what we strive

to achieve through our actions every day. Five principles guide our

commitment.

Respect and Recognition: Every employee is consistently treated with

dignity and respect. All employees are valued and recognized for theircontribution 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.

Total Compensation: To recognize our people part in our business

success, our 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 has 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.


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To realize the McDonald's service vision, we believe in strengthening our team and

ensure to deliver the right skills and knowledge to the right person for getting the rightjob done. Our strength for making our strong team players to shine under the Golden

Arches lies in the People Practice and Development Program, we focus to deliver.

Our overall image and local reputation as an employer is shaped daily by many factors,

including the benefits programs, compensation package, fun working place coupled with

numerous enthusiasm activities, employee development programs, and our world

renowned best people practices.

Employees, the key ingredient play a vital role each day in shaping our over all

employment image through their performance behavior. Realizing our people strengthwe provide the best employment experience to our employees in order to achieve the

goal of giving the worlds best quick-service restaurant experience to our valued

customers. We strive to recruit the best, hire the best, and provide the best place to

work.


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Choose Your

Career

HRM at Mc Donalds

Choose Your Career

When you join the McDonalds team, youre working for the largest andbest-known global food service retailer. Youre joining a diverse teamof People who are on a solid career path that offers outstandingtraining, fun working environment, excellent pay and benefits. Thatstrue whether youre just starting out, returning to the workforce orchanging careers.

Our main focus is to guide you at every stage of your career, to letyou set your career goals by exploring new options and link yourcareer aspirations with a right job match.

You can choose to start your career from McDonalds Restaurants andcan get the opportunity to develop your skills in diversified areasrelated to People, Business, Customer Service, Equipment Handlingand others. Restaurant job nature requires people who love to acceptchallenges and exhibit their unmatched capabilities to fulfill thesechallenges.

If you would like to pursue for any specialized field of business, thenyour choice can be Finance, Marketing, Real Estate, Construction,Equipment, HR, Supply Chain, Quality Assurance, IT, or Maintenance.McDonalds Office jobs requires to have relevant knowledge and skills

set in the area you would like to pursue your career and theopportunities around will make you a successful business Leader.Since, we have only two offices, located at Karachi & Lahore. So thechoice for office jobs is limited for only these two cities.

Whichever career you choose your success depends upon how youexhibit and reinforce your

Personality & Values Personal Interests & Aspirations Knowledge & Learning velocity

And your commitment

Your career at McDonalds is engraved with countless opportunities forgrowth and development. Either you choose a position at McDonaldsRestaurant or in the Office; you will find exciting challenges, ifembraced by you with the right aptitude, will make you a valuablepart of the McFamily


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Restaurants Jobs

At McDonalds, a job is never just a job; employees know that working at McDonaldsprovides them with a wealth of knowledge, experience, skills and above all a true

fun working environment. The experience and skills employees gain at McDonaldsRestaurant can take them places: from hourly crew to restaurant managementtomiddle managementto careers beyond, in just about any field of work anywhere.

In the restaurant, theres a clearly defined career path, from Crew Member to CrewLeader to Floor Manager to Assistant Manager to Restaurant Manager. And fromthere onwards the opportunities for growth and development are limitless AreaSupervisors, Operations Consultant and beyond are just a few to mention from.

Office Jobs

Office jobs are an excellent match, provided you exhibit the right skill setup to excel in the areas of your expertise. Depending upon your knowledge,experience and right aptitude, there are 3 key entry points in the officejobs setup. You can choose the area of expertise matching yourqualifications and the team of experts will help sharp your skills as astrategic business leader.

Trainee Manager

Position Purpose

This is an entry level managerial position at McDonald's restaurant,providing opportunity to start and excel your career with the corebusiness functions. Trainee manager's position will offer your self anopportunity to develop within you a diversified professional, exposed toindependently handle various areas of professional excellence wheresales, people, product safety and security are the minimum areas to bementioned. The acquired knowledge and skills will enhance you to leadyour management team in minimum time period.

Profile

Qualification: Post Graduate Degree in any disciplineExperience: Fresh candidates with no prior experienceAge: 28 years maximumGender: Male or Female

Individual Competencies

Effective communication skills able to work in a team environment Proactive to exhibit true managerial capability Career oriented with focus on continuous learning Flexibility to adapt to a diversified work culture Customer orientation with a positive attitude towards provision of quality

services

Customer Care Representative - CCR


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Position Purpose

This is an exciting career opportunity for the females, responsible toindependently organize birthday events & various activities at local storelevel. You'll use your enthusiasm; energy and experience to host children's

parties, ensuring kids and parents alike have a great time. Thechallenging fun activities of the job will gear up your commitment forproviding first class customer services.

Profile

Qualification: Graduate Degree in any disciplineExperience: Fresh candidates with no prior experienceAge: 24 years maximumGender: Females only

Individual Competencies

Strong Customer Orientation with a positive attitude Vigilant and Creative individual Good communication skills with a pleasing personality

Crew Member

Position Purpose

Crew Members are the core team members always ready to serve thecustomers on the floor with a shining smile unique with the services. Thisjob is offered either as a Delivery Rider or a Crew Member with a flexiblework schedule (Part or Full time) as per your availability. The fun &enthusiasm prospect apart from extensive learning will make you a keymember of the team serving our customers.

Starting your job as McDonald's Crew is a great learning opportunitybecause a sizeable percentage of our management today has started theirjobs as a Crew Member initially and the growth & development prospectsof the job has led their way to McDonald's Management.

Profile

Qualification: IntermediateExperience: Fresh candidates with no prior experienceAge: 18-25 yearsGender: Male or Female

Office jobs

Initial Entry Level

Position Purpose


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This entry level is specifically for beginners to start the career in aprofessional work culture, these positions will provide you with theopportunity to develop your skills as successful business entrepreneur.The fun working culture with the prospect to gain knowledge will make

you just right part of the right team of your choice. The extensivetraining & development opportunity will differentiate you as winningteam member.

Competency Level

Education: Graduate or Post Graduate degree holdersExperience: No prior experience is required for this entry positionAge: 22 - 28 years maximumGender: Male or Female

Category Profile

Strong focus towards learning and adapting to the corporate environment A real interest in how people drive business Positive work attitude with the ability to lead challenging roles &

responsibilities Exposing good confidence level for delivering responsibilities at

outstanding level Innovative approach for initiating change at different levels Strong communication skills to act as a liaison between stakeholders and

team leaders

Middle Entry Level

Position Purpose

As a middle entry level incumbent you will perform as a liaison with teammembers to deliver the team objectives while ensuring the execution ofassigned tasks as per defined standards and procedures.

Competency Level

Education: Post Graduate degree holders with relevant area ofspecializationExperience: 3-5 years of experience in the relevant fieldAge: 25 - 32 years maximumGender: Male or Female

Category Profile

Strong interpersonal and leadership skills. Effective negotiation & problem solving skills The ability to see the big picture while delivering organizational goals Strong customer/stakeholders focus with an ability to share good values

and respect for others The strength and integrity to take tough decisions holding themselves

accountable


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An interest in coaching and developing people

Higher Entry Level

Position Purpose

The higher entry level job incumbents are accountable for the executionof assigned tactics and strategic plan. To assist and contribute to theteam performance aligned with business objectives. The provision ofleadership approach to work will enhance your sense of ownership andpart of the winning team member.

Competency Level

Education: Specialized degree in the relevant field with professional

certificationExperience: 5 years or beyondAge: 30 - 35 years maximumGender: Male or Female

Category Profile

Focused at maximizing business performance as well as teameffectiveness

Research Oriented with an ability to lead change & innovation Focus at strategic decision making with results accountability

Critical to achievements that add value to overall business Strong focus towards developing team leaders Advanced negotiation skills with focus on business objectives


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HRM in

McDonalds:

Equal

Employment

Opportunity Laws

Job Analysis:

McDonalds is divided in to five regions in the world, which are further

divided into sub regions. As this organization is internationally owned,

so all its decision is taken from the head office, but they are somehow

changed to suit the different cultural backgrounds of the region.

As an organization is known by its well groomed and intelligent staff

at to support and maintain its best quality at every level, So McDonald

is also very careful when hiring for an employee. For that reason, its

HR department is very efficiently working to make sure the best is

hired.

Here 95%of the workforce is restaurant based while 5%of it is in the

official running of the organization.

McDonalds is a responsible company, who believes on EEO laws and is

an equal opportunity employer committed to a diverse work force.

McDonalds might be a global business but it is made up of individuals,

everyone of whom brings their own unique skills and qualities to the

team. There is no limit to how far you can progress here without

gender discrimination.

As HR activities grow in scope and complexity, many duties, such as

recruitment and selection, performance appraisals, training,

discovering unassigned duties are delegating to the HR department.

But HR specialist does not know the details of job as well as operating

managers do. Knowledge about job and their requirement must be

collected through a process known as job analysis.


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Job Description

Job Analysis in

McDonalds:

The Hiring

Process:

Position : Assistant Manager - Marketing

Vacancy Location: Lahore

Candidate Profile:

MBA / MBIT with specialization in Marketing must be willing to travel.

Must have 2-4 years of experience in the areas mentioned below

preferably from the retail industry.

Job description:

Identify priority restaurants, develop sales building plans and evaluate

results for priority restaurants, map business opportunities and

challenges for restaurant, event marketing, assist with the

development of mini-market marketing plans, provide input on

marketing needs from customer viewpoint, monitors the proper

execution and impact of all marketing activities.

As job analysis is the process to understand the responsibilities of the

job and in McDonalds it is done in these different ways:

Questionnaire

Employees fill questionnaires in every 2nd month to know the

performance of the restaurant so that information about duties,

responsibilities and activities of a job can be gathered.

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:

Recruitment. Selection


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Levels of Hiring:

Recruitment:

Types of

Recruitment:

At McDonald, Hiring is done at two levels:

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.

There are two types of recruitment. McDonalds corporation fills itspositions by.

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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Selection:

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.

Advertisement on Web Site

Sometimes advertisement is also done on website so that the

opportunity cant be missed by anyone.

Internships

Sometimes students get jobs while doing internship in McDonald.

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

Process:

After advertising for the job in the papers or in any other way when

applications are received, these steps are followed:

Screening of Applicants

After building a pool of candidates applications, short listing of selective

applications is done by the HR manager.

Written TestThe reason for the written test is to assess that whether the recruits are

able enough to fulfill the general practical requirements of the job. TheHR 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.

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.


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Training in

McDonalds:

TRAINING AND DEVELOPMENT

Training and development activities are supplemented with more

traditional education and training courses by HR department,

universities and private trainers. As more companies expand their

international involvement, experience abroad will becomes an even

more important development activity. These are concerned with

assisting employees to develop up-to-date skills, knowledge and

abilities.

The employees in McDonald, are provided with training to achieve.

high standards in the organization.

The training period for a crewmember is three months and for others

it is one month or 10-15 days.

Training involves :

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.

For most of the cases, these trainees are Crew members and Floor

managers, and they are given direct training in the restaurants, there

is no specific need for simulation or off the job trainings for these

kind of work, new recruited employee are assigned tasks which they

conduct under the guidance of floor managers and restaurant

managers.


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TRAINING AND

DEVELOPMENT

Methods of

Training

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, these kind of trainings are given to the technical

employees, ie Kitchen Supervisors / Managers ,Mc Donalds

Selected employees are referred for training Abroad to other Mc

Donalds Faculties,

The different methods of Training used by McDonalds are :

OrientationThis 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 TrainingOn-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.


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TRAINING ANDDEVELOPMENT

Levels of

Training:

Specific

Training

Courses

Classroom Training

Classroom courses, developed and led by training experts, prepare

outstanding restaurant employees for advancement

These Trainings are for Technical jobs, ie Counter Handling and Kitchen/

Production Machinery Control.

Computer-Based Training:A new computer-based training system is bringing interactive learning

experiences to crew members and managers right in the restaurants.

There are two levels of training at McDonalds:

Crew Members Training:At McDonald's, training never stops. Crew members are trained

extensively on all food safety and food handling processes. Trainees

work while they learn the operational skills necessary for running each

of the 25 positions in restaurant - from front counter to the grill area.

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.

Floor Management Course (FMC):The FMC is geared towards improving the trainee's ability to deliver

Quality service and Help in Customer satisfaction as a Floor Manager.

Management Development Program (MDP):The MDP series is designed to help you become the most effective

manager that you can be.


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TRAINING ANDDEVELOPMENT

Performance

Management:

Levels of

Performance

Evaluation:

Operations Consultant Course (OCC) Training Consultant Course (TCC)

It is a process by which the performance of an employee is evaluated.

McDonalds conducts performance review semi-annually. Some

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- job- evaluation) 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.

The appraisal process in McDonalds includes PA forms for every

particular job which involves:

- International McDonalds standards.

- Assessing the employees actual performance relative to

these standards.

Providing feedback to the employees.

There are four levels to evaluate the performance of employees:

Out Standing 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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Performance

Appraisal/

Incentives

Types of

Appraisals/

Incentives

Performance-based pay approach that is designed to increase output,

based on the performance of individuals or groups. Incentives in

McDonalds are given to employees on basis of performance.

1. Cash Based2. Non Cash Based

Cash Based Incentives

Attendance Allowance Annual Allowance Medical Allowance Hard Soft Furnishing [HSF]:

Once in every year certain categories of

employees can furnish their houses with the

carpet, furniture, curtains etc at the

McDonalds expense.

Leave Fair Assistance [LFA]:Once in two year managerial level employees

are allowed to choose any area for tourism in

Pakistan with family for 10 days.

Non Cash Based Incentives

Crew of the Year

Crew of the Month Branch of the Year Access to gift certificates Merchandise Free food


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Benefits When employee joins the McDonald's management team, he will

receive the following:

Profit Sharing:

Fully funded by McDonald's. Share in the profits of the most successful

quick service restaurant in the world.

Vacation:

Increased vacation time per years of service.

Leaves:

McDonald's employees can also apply and obtain a leave of up to two

months for personal reasons or to study for examinations or school

projects.

Company Car:

Restaurant managers are eligible for a company vehicle after only

three years of service.

Educational Assistance:McDonald's offers an educational assistance program for its

employees.

Social Activities:

Enjoy a variety of activities with his team which could include an

annual Convention, summer picnic or outing, Eid Party etc.

Uniform:

All the employees accept those working in the offices are given

uniforms.

Flexible hours:

The restaurant opens for business 18 hours a day and that means work

at McDonald's can fit into anyone's schedule. Schoolwork, family or

personal activities can be scheduled around working hours.


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CONCLUSION The operative philosophy of the McDonald's system is based on the

Quality, Service, Cleaning and Value for 44 years. The company offers a

standard menu, although it develops in each culture special productsthat are adjusted to the pleasure of the community. McDonald's is

successful because it has a system of corporate norms and individual

opportunities, to all the Franchises they are integrated in the same

philosophy of values and clear expectations. McDonald's guides all the

actions according :

to organizational values as working in team, to feel passion for the work always offering the best of

themselves,

to be committed with the partners and with the mission of thecompany,

to be entire in each one of the actions, to be leaders.


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OUR SUGGESTIONS ABOUT

IMPORVING TRAINING AND DEVELOPMENT OF Mc DonaldsCurrent System

No doubt McDonald's current raining and development system is excellent in nature, but

still there are always rooms for improvement

McDonald's must start its own proper Training and development Institute in Pakistan,besides sending few selected candidate for Off shore / Training Abroad, Majority of the

candidates should be sent there for the Training , so that maximum numbers of

Employees can have benefits and on the whole this will safe tremendous cost on training

the Employees.

The Computer based training of the POS Terminals, (point of sale terminals) should be asmuch as possible should be given in the Class room, ie Giving POS training on the Job,

creates inconvenience for the both Customers and Management,

A training period of 3 Months for a Crew Member, is more then enough, the ideal time forthe training period should be about a month with additional 2 months for thePerformance evaluation

McDonald's must start its services for customers as well as product.

Job enlargement and job enrichment should be applied for retention ofemployees.

There should be more than one feedback session for improvement ofperformance of employees.

Recruitment must be conducted for higher posts also to select more skilledpersons.

There should be proper and flexible arrangements for training of manageriallevel employees.

Job enlargement and job enrichment should be applied for retention ofemployees.


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Operations Consultant Course, should be offered more often, by doing this therewill be a huge opportunity of training the currently employed Floor Managers,and Crew Managers on frequent based rather than Annually, by doing this McDonalds will have a Huge amount of Managerial Employee Pool

McDonalds should conducts performance review semi-annually. Some standardsare made and defined according to which the employees have to perform. Thenafter 6 months all the employees are evaluated that whether they come up toour standards or not

An OJE (on- job- evaluation) should be performed Once after 3 month, in orderto evaluate the employees. Rather then semi Annually, and if an employee doesnot perform well then feedback is provided to them so they can improve

McDonald's is dedicated to professional training and development. The averageMcDonald's restaurant manager spends more than 2,000 hours over four years intraining of one kind or another, this is a very lengthy time for training a managerin a one or two specific fields,rathermanagers should be given training for about not more than 1 year in asingle discipline, and this way managers will be able to Develop their expertisein 3~4 Disciplines in the same time period.


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QUESTIONS WE ASK ?

What are the specific strategies used by the organization? What is the role of HR department in McDonalds Pakistan? Is there any provision of specific laws in McDonalds? How is job analysis done in organization? From where you recruit your employees? What are the internal sources of recruitment here? What is the specific selection process in McDonalds? Do the candidates have any significant idea of the selection process? Do you recruit through any agency? On which media you generally advertise? Do you recruit on internet? Do you follow merit policy or some reference? Do you recruit according to seasons? Do you have any orientation program? When the training need is felt here? What is the different training methods adopted in McDonalds? Are there any specific training courses also offered? How the performance of an employee is evaluated? What is the appraisal levels adopted? Is the company satisfied with the work of employees? How many workers working in your organizations? Do you give any break to your employees during working time? Is smoking prohibited or allowed in your organization? Have you equal opportunity to manager and clerical staff? What is your policy for employees vacations and leaves? Do you have any morality program in your organization? Is there reward for the person, who do something for organization?

Date post:	10-Apr-2018
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HRM Project Mc Donald

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