The document discusses efficient utilization of human resources at McDonald's. It provides background on McDonald's history and operations, defines key human resource management functions, and analyzes McDonald's HR practices. These include regular job analysis and recruitment, extensive training programs, and performance appraisals using graphic rating scales. A SWOT analysis identifies McDonald's strengths as loyal staff and brand reputation, while weaknesses include high employee turnover. The conclusion states that efficient HR utilization is important for organizations to integrate staff and achieve goals.

2. Maria javed
Mba IT

3. TOPIC
Efficient Utilization
Of HR

4. Main headings:
Introduction to the
topic
Important sub-topics
Practical study of
the organization
Swot analysis
Conclusion
recommendation

5. Definition of HR
A department within an orgtanization that deal with the people who
work for that organization.
Human Resource Management
Human resource management is a function in organizations designed to
maximize employee performance of an employer's strategic
objectives. HR is primarily concerned with the management of people
within organizations, focusing on policies and systems.

6. Human Resource management includes:
•Conducting job analyses
•Planning personnel needs, and recruitment
•Selecting the right people for the job,
•Orienting and training,
•Determining and managing wages and salaries,
•Providing benefits and incentives,
•Appraising performance
•Resolving disputes
•Communicating with all employees at all levels. Formerly called personnel
management.
• Maintaining awareness of and compliance with local, state and federal
labor laws.

7. The Conference Board has found six key people-related activities
that human resources completes to add value to a company:
1. Effectively managing and utilizing people.
2. Trying performance appraisal and compensation to
competencies.
3. Developing competencies that enhance individual and
organizational performance.
4. Increasing the innovation, creativity and flexibility
necessary to enhance competitiveness.
5. Applying new approaches to work process design,
succession planning, career development and inter-
organizational mobility.
6.Managing the implementation and integration of
technology through improved staffing, training and
communication with employees.

8. Role of human resources
•The process of recruiting suitable candidates for the
organisation.
•Identifying and meeting the training needs of existing staff.
•Ensuring employee welfare and employee relations are
positive.
•Ensure the working environment is safe for employees.
•Raising awareness of current workplace legislation.

9. IMPORTANCE OF HRM
HRM is responsible for the people dimension of
the organization. It is responsible for getting
competent people, training them, getting them to
perform high quality work activities and providing
mechanisms to ensure that these employees
maintain their productive affiliation with the
organizations.

10. Efficient utilization of human resourse:
The efficient use of human resources depends upon effective human resource
management. HRM is an approach to the management of people based on the
following main principles:
First, human resources are the most important assets an organization
and their effective management is the key to success.
Second, this success is likely to be achieved if the personal policies
and procedure of the enterprise are also linked with the achievement of
corporate objective and strategic plans.
Third, the corporate culture and the values, organizational climate and
managerial behaviour that come out from the culture will exert a major
influence on the achievement of excellence.

11. Practical Study of the organization

12. Macdonald’s history:
The first McDonald's was built in 1940 by the
McDonald brothers (Dick and Mac).In 1954 Ray
Kroc became the first franchisee appointed by
Mac and Dick McDonald in San Bernardino,
California.In 1957 Quality, Service, Cleanliness
and Value (Q.S.C. & V.) became the company
motto.In 1959 The 100th McDonald's opened in
Chicago.

13. History in Pakistan
McDonald’s first restaurant opened its door to the
people of Pakistan in September 1998 in Lahore.
 This launch was met with unprecedented
enthusiasm from the citizens of Lahore.
Karachi opened its first restaurant a week after
Lahore. Ever since we opened the doors of our
restaurants both in Karachi & Lahore.
 we have been proud to provide our customers the
same great taste, outstanding value and superior
service that is synonymous with the Golden Arches
all over the world.
There are now 34 restaurants in 8 major cities of
Pakistan.

14. Vision:
McDonald Steel will be universally
regarded as the highest-quality hot-
rolled steel component provider in
the industry. As a company, we strive
to set the standard for ethics,
professionalism, competence, and
innovation.

15. Mission
McDonald's brand mission is to be our
customers' favorite place and way to eat
and drink. Our worldwide operations are
aligned around a global strategy called
the Plan to Win, which center on an
exceptional customer experience –
People, Products, Place, Price and
Promotion. We are committed to
continuously improving our operations
and enhancing our customers'
experience

16. Core Values
We commit to these values to guide our decisions
and our behaviors:
Teamwork
Accountability
Innovation
Community
Pricing
Respect
Integrity
Diversity
Productivity
Marketing

17. Efficient utilization of hr in MacDonald’s:
Macdonald’s is efficiently utilize hr pracices.HR at
McDonald’s is an independent department performing
functions like policy making, job analysis, recruitment and
selection, training and development, performance
appraisal, compensation and benefits.
In policy making, HR department establishes major policies
which take into their ambit the place and importance of
people.
McDonald’s conducts regular job analysis to hire new
employee at a yearly or quarterly basis.

18. In recruitment and selection it uses internal and external recruitment. In
Internal recruitment they either selecting candidates from inside on the basis
of their past performance and by putting up placement adds on their website
and notice boards called job positioning or succession planning i.e. hiring
senior employees on the basis of their performance.
When it comes to training and development, McDonald’s has an extensive
training program which using on-job-training, lectures, job rotation and audio-
visual based trainings.
Performance appraisal at McDonald’s is done through the graphic
rating scale which evaluates an employee on traits such as
communication, personal effectiveness/efficiency, teamwork,
productivity, quality of work and reliability.

19. FUNCTIONS OF HR IN MCDONALDS:
The functions of HRM in McDonald,s are:
•POLICY-MAKING Establishing major policies that
cover the place and importance of people in McDonald's
•WELFARE Concerned with looking after people at
McDonald's and their needs.
•SUPPORTIVE Co-operative and helping other
managers in their work.
•BARGAINING AND NEGOTIATING - Acting as
an intermediary between different groups and interests.
•ADMINISTRATIVE Responsible for pay rate system
and supervision implementation of health and safetylaws, etc

20. Swot Analysis
Strength:
•Loyal staff and strong management team.
•Clean environment and play ground for kids.
•Professional training for employees.
•The McDonalds brand offers consumers choice,
reasonable value and great service.
• Good innovation and product development.
It continually innovates to retain customers in the
business.

21. Weaknesses:
•They are spending more money on training as
more employee turn over in McDonald.
•No Flexible Timings for employee
• Time hours
•Working environment
•High Employee Turnover
•Weak product development.
•Price competition with the competitors resulting in
low revenue.

22. Opportunities:
•Increasing demand for healthier food.
•Home meal delivery.
•Full adaptation of its new practices.
•Changing customer habits and new customer
groups.
Threats:
•Strength of competition
•More health-conscious
consumers
•Different variants of fast food
coming
•Junk food is considered bad for
health
•Competitor rising quikely.

23. Conclusion
The conclusion of this topic is that efficient utilization of
hr is very important for any organization.
HRM is concerned with integration getting all the
members of the organization involved in the organizational
practice and working together with a sense of common
purpose to achieve the organizational goals.
It develops a specialized field in attempting to develop
programmes,policies and activities to promote the
satisfaction of both individual and organizational needs,
goals and objectives.

24. Recomendation
The following actions will be more fruitful to improve the use human resources:
a. Conduct a productivity drive.
b. Improve manpower budgeting and control techniques.
c. Introduce work measurement.
d. Use appropriate payment method by results, bonus and profit-
sharingschemes.
e. Improve motivation.
f. Involve employees in improvement programmes
g. Introduce new technology.
h. Negotiate appropriate productivity programme.
i. Introduce training programme based on an analysis of productivity needs.