mcdonaldspresentation

7/29/2019 McDonaldspresentation.

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MC DONALDS

McDonalds is a leading global foodservice retailer with morethan 30,000 local restaurants serving nearly 50 million people inmore than 119 countries each day.

It serves the world some of its favorite food-French Fries, Big Mac, Chicken McNuggets and EggMcMuffin.First McDonalds restaurant was opened by Ray Kroc atIllinois,USA in 1955. It is no longer functional and the buildingis now McDonalds museum.


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McDonalds went public in 1965 and in 1985, it was added on

30-company Dow Jones Industrial Average.Today it is one of the most well known, valuable and powerfulbrands of the world.Agenda- 100% total customer satisfaction.

Four golden words:Q UALITYSERVICEC LEANLINESSVALUE


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PEOPLE

Typical McDonalds restaurant employees about 60 people.

Most employees are paid by the hour, and referred to as CrewMembers.

Other hourly-paid employees are training squad members,dinning area hosts, party entertainers, administrative assistants,security coordinators, night closers, floor managers and shift

running floor managers.

McDonalds is representative of the wider growth in temporaryand part time sector. 55% of the hourly paid staff are students.


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The remaining salaried employees are managers working ineither corporate or regional departments. Responsibility is to

manage operations, crew and business performance.

20 of 50 top managers started in McDonaldsrestaurant, including the CEO, Jim Skinner.

Voted as the Best place to work forminorities by Forbes in 2005.


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COMMITMENT TO TRAINING

From the very early days, Ray Kroc (founder) wad prepared to investa great deal of money in training staff.

McDonalds has a strong tradition of training

and it invests more than $ 1billion annually intraining.

McDonalds Hamburger University was firstopened in a restaurant in Chicago in the year 1961. It initially aimedat developing a learning process through which Kroc could assertcontrol over his standards of QSCV.

The graduates were awarded a Bachelor of Hamburgerology degreewith minor in french fries. The University has more than 275,000graduates worldwide.


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Initially Ray Kroc avoided employees with direct experience orformal training in food preparation or restaurantbusiness. These people wanted to do thebusiness their own way.

Instead, he saw a different mix of dedication,entrepreneurship and wider skills in service andquality as the right type of Skills Mix.


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ORIENTATION AND INDUCTION

The first stage of learning is at the Welcome Meetings throughwhich all the new employees are inducted into the business

processes. These set out the companys standards andexpectations.

Welcome Meetings are followed by a Structured DevelopmentProgramme that provides training in all areas of business.Trainers learn the necessary operational skills for running each of

the 11workstations in each restaurant.


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The majority of the training is floor-based or on-the-jobtraining as people learn more while

practicing.

They also attend classroom-basedtraining sessions where theycomplete workbooks for quality,service and cleanliness.

The employees are rated after threemonths on their performance and theyare either retained or have their employment terminated.


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TRAINING AND MANAGEMENTDEVELOPMENT

McDonald's places great emphasis on employee training to ensure thehighest standards of service across all outlets globally regardless of the restaurant or the continent.

The tightly controlled process is called the one best way. It coversall areas of business, from meeting and greeting, to food preparation,to cleaning the floor. In order to relieve monotony, crew members arerotated through a number of different roles.

Training is delivered and assessed through a variety of methods suchas shoulder to shoulder, classroom programs and e -learningmodules. All the development plans at McDonald's stem from thesame essential principles that Kroc introduced in the 1950s, i.e.,quality, service, and cleanliness .


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Courses for management development include:1. Employee relations training2. Time management3. Staff retention and discipline4. Personal leadership and effective coaching5. Employee communications6. Learning to manage shifts7. Community image8. Managing staff development9. Optimizing restaurant food cost

10. Accounting and Financial procedures

The operations and training manual weighs just over 4kg and ismore than 800 pages long. General Managers at McDonalds areexpected to complete further programmes, such as Diploma inManagement from Nottingham Trent University (in UK outlets).


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The training approach at McDonald's is based on developing

competencies using a Personal Development

Plan (PDP). Training is monitored by the useof Observation Checklists (OCLs) for thestation they are working at.

The management development curriculum isaimed at persons aged 21 or over, eithergraduates or individuals with some previous managementexperience.The management development curriculum is divided into four keyprogrammes:

1. Shift Management2. Systems Management3. Restaurant Leadership4. Business Leadership


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MCDONALDS DIVERSITY INITIATIVES

McDonalds is the worlds community restaurant . Diversity atMcDonald's is seen as understanding, recognizing, and valuingthe differences that make each person unique.

Some of the diversity initiatives at McDonalds have resulted in

it having the largest number of minority and female franchiseesin the quick service industry, with more than 40.7% of allMcDonalds US owner/operators being women and minorities.

The company has employee networks such as Women'sLeadership Network, Asian Employee Network, McDonald'sAfrican American Council, etc. These networks help thecompany maintain a better connection with the diverse customerbase.


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McDonald's is committed to diversity education and has

developed a framework to provide it throughout theorganization through formal presentations, workshops, and

seminars. Seminars and workshops like Winning with

Diversity and Inclusion, GenderSpeak,Asian Career Development, Black CareerDevelopment, and Women: EnhancingPersonal and Professional Effectiveness,serve as the cornerstone for bringing diversityto life in the organization.

Diversity education is an ongoing process,creating awareness and building skills for managing aninclusive and diverse workforce.

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