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McDonald’s: HRM



ROLL NO: 107




According to company literature. roughly three-quarters. A large majority are part-time workers.700 restaurants worldwide in 120 countries and territories. Assistant Managers and higher are salaried. and "transitional" workers in the 20-25 age range. run by 2. McDonald's licensing department handles the fee structure on a case by case basis. In the restaurants crew members constitute the entry-level position and are by far the most plentiful. McDonald's dominance in the fast-food industry is not likely to disappear anytime soon. serving food and drab to over 45 million people daily: Only 15 to 20 per cent of the restaurants are actually company-owned. The Company McDonald's is one of the largest food service company in the world. There is one Restaurant Manager per McDonald's restaurant. The Company is expanding continuously. Company staff members work either at the corporate headquarters or at one of forty regional offices. Turnover at the crew-level employees are teenagers.The company has roughly 10. corporate staff. although their hourly wages are only slightly higher than crew member wages.000 and $700. and there are a wide variety of license fees determined by property and equipment costs.659 independent owners who pay a fee of between $400.000 locations Which include the standard sit-in restaurants. 2. annual sales stood at 23 billion dollars. McDonald’s: HRM CASE STUDY 2010 Overview 1.000 for a franchise.S. drive through windows. Swing Managers constitute the first true managerial position in the hierarchy. roughly twelve per cent of all teens currently employed in the U. as at December 2000. The Job structure Employees of McDonald's are classified into three groups’ restaurant workers. It is also one of biggest employers in the United States . and franchise owners. McDonald's and its franchises operated over 28. with over half a million workers . The first group is the biggest –a local McDonald’s restaurant usually employs between fifty and sixty-five people. Page 1 . and satellite sites. In 1993. Their wages are low. work for McDonald's. The remainder includes seniors. working mothers. The rest are franchises.

The final course in this sequence is the Regional Equipment and is largely professional. McDonald’s: HRM CASE STUDY 2010 Ways of management at McDonald's. The program consists of on-the job. or AOC. store leadership and decision- making. Each stage of advancement beyond the crew level then entails a new training program. It is a course which covers fundamental restaurant opinions. and employee development. with the skills becoming more complex and generalized. There is a follow-up SOC to get certified on the station. Which teaches leaderships. The nab in the sequence is the Basic Management Course. Once a crew trainer has been promoted to swing manager and performed successfully. The Management training curriculum at Hamburger University has been altered in scope: almost 80% of the advanced operations Course is now devoted to enhancing communication. New emphases include goal setting. Page 2 . Each restaurant has 25 stations from the grill area to the front counter. and human relations skills. which takes several months to complete. Training begins immediately with a one-hour orientation on the company. he or she is eligible for the Management Development Program. Training Employee training at McDonald's is highly organized. Once a front-line crew member has progressed to the position of assistant managed. everything from how to make a Big Mao to a shake. Approximately 2. In the intermediate Operations Course. the Company's worldwide training center for management personnel. Step--by --step manuals and video tapes cover every detail of the operation. It provides technical and functional management skills for employees at the swing manager level and above. Ends-level workers are first taken through the basic Crew Training System. The first step is the Basic Operations Course. Each restaurant has its own video player and training room. team building. students are trained on crew recruitment and retention. and crew recognition. diversity management.500 managers and potential franchisees take part in the Advanced Operations Course. interpersonal. All managers are required to receive training from hamburger University at least once every 5 years. A level of competency is demonstrated and the activity is checked off on the SOC--Station Observation Checklist. time planning. Teaching methods have shifted from lecture format to include role playing with video feedback and small group exercises. Trainers use a series of checklists as new crew members move through the restaurant. he or she is eligible to attend Hamburger University.

Teamwork: Our crewmembers rely on teamwork and high energy to get the job done. Macdonald's independent Franchisees and Company-owned restaurants serve over 22 million customers every day around the world. McDonald’s: HRM CASE STUDY 2010 The company has plans for a certification program which will govern how employees progress from the crew to the level of restaurant managers. On Time. It would be given to crew members who have mastered a set of essential workplace skills. 7. sparking.: 1. Standards: Crewmembers follow standard operational procedures so customers always receive exceptional quality & service. accurate and friendly service with a smile. McDonald's is a quick service restaurant business committed to 100% satisfaction.. We depend on the employees in the restaurant. Neat and Clean: Our crewmembers are expected to report work on time. 5. Service: We depend on our crewmembers to deliver fast. That's why McDonald's Independent Franchisees and McDonald's Corporation look for Individuals who like to have fun While delivering fast accurate and friendly service. Our customers expect every McDonald's will be clean. Page 3 .. here are some of the duties that could be required of you. to provide a fast friendly and courteous experience to all guests so they will visit us again and again. whether employed by an independent franchise or by McDonald's Corporation. Tidy. 3. and thus provide a "workable credential" to enable them to move onto another position within the consumer service industry. Plans are also in place for a Workplace Skills Certificate. 2. 4. Welcomed Guest: Our crewmembers make each customer feel like a welcomed guest. neat and clean. Wash Your Hands: the most important thing crewmembers so to help make sure our customers receive safe food is to wash their hands often. Skills and Training: Training will provide you with the skills you will need to perform your job.. If you are interested in becoming a part of a McDonald's Team. 6. Each and every one of these customers deserved great services from the moment they approach the counter or drive- thru window until they leave the restaurants. Clean' Spotless. 8..

schoolwork balance and opportunity/careers at McDonald's. McDonald's Corporation and McDonald's Owner/Operators are similarly committed to ensuring that the McDonald's job experience complements and supports employees' educational goals. Their efforts are defined by the following principles: education always comes first. employment supports education. McDonald’s: HRM CASE STUDY 2010 Education McDonald's is committed to the education of their youth. They take the leadership role very seriously and work in partnership with parents and educators to ensure that their school-age employees see education and schoolwork as their top priorities. Benefits • Competitive Wages • MAC Card • Haircut Discounts • Wages increases • McDonald's Training Programs • Life insurance • Education Support • McDiect Shares • Uniforms • Flexible Hours • Paid Vacation Page 4 .

McDonald’s: HRM CASE STUDY 2010 • Bonus Scheme • Stock Purchase Plan Page 5 .