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 McDonald’s Mian Umer bin Mohammad & mc Donald’s Website and there is no
doubt about its documentation. And We Stood by the Oath that we took in the Class
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 Donald‟s 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 employee‟s
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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 McDonald's has come a long way since Ray Kroc laid down the
History and
foundation of the Company in 1954. Story goes that Ray Kroc mortgaged
introduction of
his home and invested his entire life savings to become the exclusive
McDonald’s:
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. McDonald‟s serves less than one
percent of the world‟s population. McDonald‟s 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 McDonald‟s is part of the Lakson group of companies, a leading business
Pakistan: in Pakistan. McDonald‟s 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 McDonald‟s to
provide them best quality food, quick service and value for money. World
famous French fries, Big Mac, Quarter Pounder, Chicken McNuggets are
not only kids' favorites but also lure in the customers of all ages.
McDonald‟s 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 McDonald‟s system through innovation and
technology.

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Mission
McDonald's mission is to be our customers' favorite place and way to eat
Statement: 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 the
family of people striving to create smiles on the faces of millions of
people everyday

“Being the best means providing outstanding quality service and

VISION: cleanliness so that the company makes every customer in every
restaurant happy.” To achieve this mission Macdonald's is focused on
three worldwide strategies:

Objective: 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 McDonald‟s system through innovation and
technology.

“To satisfy the internal customers because they are the window to the
external customers.”

Structure: 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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McDonald’s The structural hierarchy of McDonalds Pakistan is as follows

Structure:

• Trainee Business Manager:

The trainee business manager should have the right skills and
qualities, in order to operate Mc Donald‟s.

• 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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HRM – Project on Mc Donald‟s Pakistan ... Training & Development 8|P a ge
The Team: 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.

McDonalds Image Our overall image and local reputation as an employer is shaped daily by
as an Employer 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 At McDonald's Pakistan, our people are our most important asset. We
Philosophy: 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 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.

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 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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 HRM at Mc Donald‟s
Choose Your Choose Your Career
Career
When you join the McDonalds team, youre working for the largest and
best-known global food service retailer. Youre joining a diverse team
of People who are on a solid career path that offers outstanding
training, fun working environment, excellent pay and benefits. Thats
true whether youre just starting out, returning to the workforce or
changing careers.

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

You can choose to start your career from McDonalds Restaurants and
can get the opportunity to develop your skills in diversified areas
related to People, Business, Customer Service, Equipment Handling
and others. Restaurant job nature requires people who love to accept
challenges and exhibit their unmatched capabilities to fulfill these
challenges.

If you would like to pursue for any specialized field of business, then
your 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 the
opportunities around will make you a successful business Leader.
Since, we have only two offices, located at Karachi & Lahore. So the
choice for office jobs is limited for only these two cities.

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

 Personality & Values

 Personal Interests & Aspirations
 Knowledge & Learning velocity
 And your commitment

Your career at McDonalds is engraved with countless opportunities for

growth and development. Either you choose a position at McDonalds
Restaurant or in the Office; you will find exciting challenges, if
embraced by you with the right aptitude, will make you a valuable
part of the McFamily

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 Restaurants Jobs

At McDonalds, a job is never just a job; employees know that working at McDonalds
provides them with a wealth of knowledge, experience, skills and above all a true
fun working environment. The experience and skills employees gain at McDonalds
Restaurant can take them places: from hourly crew to restaurant managementto
middle managementto careers beyond, in just about any field of work anywhere.

In the restaurant, theres a clearly defined career path, from Crew Member to Crew
Leader to Floor Manager to Assistant Manager to Restaurant Manager. And from
there onwards the opportunities for growth and development are limitless Area
Supervisors, 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 set
up to excel in the areas of your expertise. Depending upon your knowledge,
experience and right aptitude, there are 3 key entry points in the office
jobs setup. You can choose the area of expertise matching your
qualifications and the team of experts will help sharp your skills as a
strategic 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 core
business functions. Trainee manager's position will offer your self an
opportunity to develop within you a diversified professional, exposed to
independently handle various areas of professional excellence where
sales, people, product safety and security are the minimum areas to be
mentioned. The acquired knowledge and skills will enhance you to lead
your management team in minimum time period.

Profile

Qualification: Post Graduate Degree in any discipline

Experience: Fresh candidates with no prior experience
Age: 28 years maximum
Gender: 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 to

independently organize birthday events & various activities at local store
level. You'll use your enthusiasm; energy and experience to host children's
parties, ensuring kids and parents alike have a great time. The
challenging fun activities of the job will gear up your commitment for
providing first class customer services.

Profile

Qualification: Graduate Degree in any discipline

Experience: Fresh candidates with no prior experience
Age: 24 years maximum
Gender: 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 the
customers on the floor with a shining smile unique with the services. This
job is offered either as a Delivery Rider or a Crew Member with a flexible
work schedule (Part or Full time) as per your availability. The fun &
enthusiasm prospect apart from extensive learning will make you a key
member of the team serving our customers.

Starting your job as McDonald's Crew is a great learning opportunity

because a sizeable percentage of our management today has started their
jobs as a Crew Member initially and the growth & development prospects
of the job has led their way to McDonald's Management.

Profile

Qualification: Intermediate
Experience: Fresh candidates with no prior experience
Age: 18-25 years
Gender: 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 a
professional work culture, these positions will provide you with the
opportunity 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 extensive
training & development opportunity will differentiate you as winning
team member.

Competency Level

Education: Graduate or Post Graduate degree holders

Experience: No prior experience is required for this entry position
Age: 22 - 28 years maximum
Gender: 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 team
members to deliver the team objectives while ensuring the execution of
assigned tasks as per defined standards and procedures.

Competency Level

Education: Post Graduate degree holders with relevant area of

specialization
Experience: 3-5 years of experience in the relevant field
Age: 25 - 32 years maximum
Gender: 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 execution
of assigned tactics and strategic plan. To assist and contribute to the
team performance aligned with business objectives. The provision of
leadership approach to work will enhance your sense of ownership and
part of the winning team member.

Competency Level

Education: Specialized degree in the relevant field with professional

certification
Experience: 5 years or beyond
Age: 30 - 35 years maximum
Gender: Male or Female

Category Profile

 Focused at maximizing business performance as well as team

effectiveness
 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 McDonald‟s is divided in to five regions in the world, which are further
McDonald’s: 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
Equal
team. There is no limit to how far you can progress here without
Employment
gender discrimination.
Opportunity Laws

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.
Job Analysis:
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 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.

Job Analysis in
As job analysis is the process to understand the responsibilities of the
McDonald‟s:
job and in McDonald‟s 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
The Hiring positions.
Process:
The hiring process has two components:

 Recruitment.
 Selection

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Levels of Hiring: 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 job‟s
availability to the market and attracts qualified candidates to apply.
Recruitment:

There are two types of recruitment. McDonald‟s corporation fills its

positions by.
Types of
 Internal sources
Recruitment:
 External sources

Internal sources

Filling open positions with current employees are often best source of
candidates. At Macdonald‟s 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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 External sources

Eternal sources used by McDonald‟s 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 can‟t be missed by anyone.

Internships

Selection: Sometimes students get jobs while doing internship in McDonald.

At McDonald‟s, 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 company‟s growth

Fresh People
McDonald‟s 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 After advertising for the job in the papers or in any other way when
Process: applications are received, these steps are followed:

Screening of Applicants

After building a pool of candidate‟s applications, short listing of selective

applications is done by the HR manager.

Written Test
The reason for the written test is to assess that whether the recruits are
able enough to fulfill the general practical requirements of the job. The
HR 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 McDonald‟s is
maintained.

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 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
Training in
international involvement, experience abroad will becomes an even
McDonald’s:
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 Abroad
TRAINING AND
Different programs are arranged so that other qualified people can
DEVELOPMENT
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 Donald‟s

Selected employees are referred for training Abroad to other Mc

Donald‟s Faculties,

The different methods of Training used by McDonald‟s are :

 Orientation

This is a way of direct training which provides new employees with

basic background information they need to perform their job
satisfactorily.
Methods of
New employees get a handbook:-
Training
- 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 Training
On-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 AND Classroom Training
DEVELOPMENT
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
Levels of
experiences to crew members and managers right in the restaurants.
Training:

There are two levels of training at McDonald‟s:

 Crew Member’s 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.

 Manager’s 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.

Specific  Floor Management Course (FMC):

Training The FMC is geared towards improving the trainee's ability to deliver

Courses 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 AND  Operations Consultant Course (OCC)
DEVELOPMENT  Training Consultant Course (TCC)

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

Performance McDonald‟s conducts performance review semi-annually. Some
Management: 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 McDonald‟s includes PA forms for every

particular job which involves:
- International McDonald„s standards.
- Assessing the employees‟ actual performance relative to
these standards.
Providing feedback to the employees.

Levels of There are four levels to evaluate the performance of employees:

Performance
Evaluation:
 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 Performance-based pay approach that is designed to increase output,
Appraisal/ based on the performance of individuals or groups. Incentives in
Incentives McDonald‟s are given to employees on basis of performance.

1. Cash Based
2. Non Cash Based

Types of
Appraisals/
Cash Based Incentives
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
McDonald‟s 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 products
that 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 the
company,
 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 Donald‟s

Current 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 as
much 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 for
the training period should be about a month with additional 2 months for the
Performance evaluation

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

 Job enlargement and job enrichment should be applied for retention of

employees.

 There should be more than one feedback session for improvement of

performance of employees.

 Recruitment must be conducted for higher posts also to select more skilled
persons.

 There should be proper and flexible arrangements for training of managerial

level employees.

 Job enlargement and job enrichment should be applied for retention of

employees.

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

 McDonald‟s should 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) should be performed Once after 3 month, in order
to evaluate the employees. Rather then semi Annually, and if an employee does
not perform well then feedback is provided to them so they can improve

 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 a very lengthy time for training a manager
in a one or two specific fields,
rather managers should be given training for about not more than 1 year in a
single discipline, and this way managers will be able to Develop their expertise
in 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 McDonald‟s Pakistan?
 Is there any provision of specific laws in McDonald‟s?
 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 McDonald‟s?
 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 McDonald‟s?
 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?

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