McDonald's Human Resource Management Case

1. There is no need for genius or vase

McDonald's doesn't need to say "genius", because "genius" cannot be left. People who have succeeded in McDonald's have to start from scratch and work in a down-to-earth Manner. French fries and hamburgers are the only way to succeed at McDonald's. This is unacceptable for young people who don't want to start from small things and want to make great strides. However, they must understand that McDonald's invites the most appropriate talents and those who are willing to work hard. It is essential for success in this industry to start from scratch. In McDonald's restaurant, Waitress looks common, and there are both young and old people. Different from other companies, the diversity of talent is a major feature of McDonald's. McDonald's employees are not from one aspect, but from different channels. McDonald's talent portfolio is family-style. Older people can tell their experiences to younger people, and they can be driven by the vigor of young people. Therefore, not all people invited by McDonald's are college students, but all people. McDonald's doesn't care about whether employees are beautiful. She only cares about her work responsibilities and enthusiasm, and makes customers feel at home. If it's just a vase that is not used, it's impossible to stay at McDonald's.

2. No trial period

Generally, the enterprise trial period takes three months, some or even six months, but three days for McDonald's is enough. McDonald's recruitment is first conducted by the human resources department for an interview, and then by various functional departments for an interview. If appropriate, please come to the store for three days, and pay for the three days. McDonald's has no trial period, but has long-term assessment objectives. Assessment is not something you must do. McDonald's has a 360-degree evaluation system that allows people around to evaluate an employee: How do your colleagues feel about you? How does your boss feel about you? This is an important standard for assessing employees.

Training Mode Standardization

McDonald's staff training also has a set of standardized management models. All McDonald's managers should learn the basic work procedures of their employees. The training started from the first day when a new employee joined McDonald's. Unlike some companies that chose training courses, McDonald's new employees moved directly to their positions. Each new employee is taken by an old employee and trained on a one-to-one basis until the new employee can operate independently in this position. It is particularly important that, as a new McDonald's employee, from the very beginning, he worked and trained in his daily work, and worked and trained for McDonald's q.s. C & V Gold standards, q.s. C & V is quality, service, clean, and value ). This is how McDonald's trains new employees. In their view, using learning is better than using it after learning, in the integration of work and training, corporate culture is gradually integrated into the daily behavior of every employee of McDonald's.

3. fair and reasonable promotion opportunities

At McDonald's, promotions are fair and reasonable to everyone. People who are quick and competent can quickly master the technologies at various stages to get promotions faster. Qualified candidates should first become trainee managers for 4-6 months. During this period, they will invest as common employees in various grass-roots jobs in the restaurant, such as French fries and hamburgers, and participate in the BOC course (basic operation course) training, the trainee manager after the examination can be promoted to the Second Deputy Director, responsible for the daily operation of the restaurant. You will also be trained in BMC (basic management courses) and IOC (intermediate management courses). After these trainings, you will be able to independently manage the ordering, reception, and training of restaurants. After completing the IOC Training, the second deputy manager will be assessed by the Training Department and Operation Department. After passing the examination, the secondary Manager will be promoted to the first assistant manager, that is, the assistant to the restaurant manager. In the future, all their training will be completed by Hamburg University in the United States and abroad. Hamburg University will be equipped with advanced teaching equipment and senior professors with McDonald's management knowledge, it also provides two kinds of training courses: basic operation lectures and advanced operation workshops (AOC ). Hamburg University in Chicago is a center for training McDonald's restaurant managers and key employees from all over the world. In addition, McDonald's has established many Hamburg universities in Hong Kong and other places, responsible for important staff training in various regions. After a talented young man rose to the restaurant manager, McDonald's still provided a broad space for development. After the next phase of training, they will become representatives of the company's subordinate enterprises and "diplomats of McDonald's ". Its main responsibility is to communicate with McDonald's and its subordinate restaurants to transmit information. At the same time, the operation manager has an important mission, such as organizing training and providing suggestions, and becomes the full representative of the company in this region.

4. Training becomes an incentive

McDonald's training philosophy is: training is to let employees develop as soon as possible. McDonald's management personnel should start from the grass-roots employees and go to the restaurant manager level, so they should know how to train their own teams and build their own teams continuously. The general manager of McDonald's has to perform a performance appraisal for the department manager every three months. At the beginning of the appraisal, two of them must be written into the target, that is how to train your subordinates-when and when the courses will be completed, and clearly tell the department manager that you must train someone who can take over for you to have the opportunity to promote. If the successor is not trained in advance, no one can raise the level to be promoted. This is a practical principle of McDonald's. McDonald's managers of all levels will spend considerable time training their successors, so McDonald's has become a big class for discovering and training talents, and make McDonald's continue to flourish in the competition.