Mcdonalds history:

Vision “ TO BE THE WORLD’S BEST QUICK SERVICE RESTAURANT EXPERIENCE.”

1937- Patrick McDonald opened a food stand as "the Airdrone"

1940- McDonald Brothers renamed it as "McDonalds"

1953- 1st franchise was opened in california

1954- Roy Croc opens franchaise outside california

1958- McDonalds reaches 100 million burgers sold

1961- drive in store restaurent services provided

1963- Ronald McDonald charecter was created

1968- Big Mac was intoduced

1979- Happy meal was introduced

1977- McFlurry was invented

1996- started in India

2003- I'm lovin' it ad campaign held

2018- latest logo modification took place

McDonalds HR practices:

 3 key entry points in the office jobs. • INITIAL ENTRY LEVEL • MIDDLE ENTRY LEVEL • HIGHER ENTRY
LEVEL

 In McDonalds recruitment process is decentralized. Every branch of McDonalds is independent to

hire the employees. 

INTERNAL RECRUITMENT McDonalds uses the following two basic methods JOB POSITIONING.
MCDONALDS publicize their open jobs on their site, where their employees could apply for the job
they also publicize it in their restaurants on Notice Boards. So that the working employees could be
informed from the vacant position and apply.

SUCCESSION PLANNING For the executive posts McDonalds follow a succession planning technique
where they recruit their managers or senior employees to executive level on the basis of their
performance.

EXTERNAL RECRUITMENT

 Via internet
 Advt
 College recruitments- internship

TRAINING AND DEVELOPMENT:

 The majority of training is floor based, or "on-the-job" training
 Methods Of Training A)Orientation B)On-Job-Training C)Classroom Training
 Levels Of Training A)Computer-Based Training B)Crew Member’s Training C)Manager’s
Training
 Specialized trainings: Management Development Program (MDP) Operations Consultant
Course (OCC) Training Consultant Course (TCC)

PERFOMANCE APPRAISAL AND INCENTIVES SYSTEM:

 review semi-annually
 four levels to evaluate the performance of employees: out standing ,excellent, good, need
improvement

Incentives:

 Cash Based • Attendance Allowance • Annual Allowance • Medical Allowance • Leave Fair
Assistance 2. Non Cash Based • Crew Of the year • Crew Of the month • Branch of the year •
Access to gift certificates • Free food

Rewards:
on the basis of the performance There is a rise of 10% to 20%increment given at anytime of the year.

Major Findings • At McDonalds, the corporate culture and management system are strictly imposed,
detailed operating manuals followed to the letter and an extensive field organization checks on each
store to enforce standards. • The organizational development focused upon generating revenues
from the existing operations. • The biggest change is the expansion in the menus based upon the
product development strategy, and market expansion strategy, • They give different trainings to
their employees/managers to work in more productive way, and to achieve the goals of the
organization.
HR Practices in Australia: (MACCA)

Training and Development: Station training app for beginners.

“ME TIME”- learning material for current and future goals
(if you have appetite, we have opportunity)
Perks: voice of mecca competition
Crew member of the month
Labour laws: open door policy
Personal relationship policy (friendly atmosphere, no favouritism)
People before 18 years can also work but before 5 am or after 12 am
Pay: paid weekly on hourly basis
CSR: $12 million or more is given per year in order to support ill children and family
ROASTERS: Flexible timings that can be chosen at least 5 days before that shift on ‘my job’

HR practices in Singapore:

Equal oppurtunities of employment:

 Top companies for minorities for work

Managing diversity/ labour shortages:

 McJobs for disabled people aged between 16-60
 Mc Masters

Job Analysis:

 On interview basis
 Customer satisfaction perspective

Recruitment selection and retention:

 Suitable staff requirement

 Local job fair, career fair
 Effective hiring material