HR planning at McDonald's ensures the right number and type of employees are available as needed. It involves forecasting future personnel needs, developing HR programs, and evaluating outcomes. McDonald's decentralized approach allows each franchise to independently hire employees. Job analysis helps management understand roles. Recruitment sources include internal transfers and external applicants. Selection uses written tests, interviews, and reference checks. Training begins with orientation and focuses on developing skills through on-the-job learning and opportunities for advancement.

1. HR Planning

2. Definition
process by which an organisation
ensures that it has the right number &
kind of people at the right place and at
the right time, capable of effectively and
efficiently completing those tasks that
help the organisation achieve its overall
objectives..
In simple words, HRP is understood as
the process of forecasting an
organization's future demand for, and
supply of, the right type of people in the

3. IMPORTANCE OF HRP
1. FUTURE PERSONNEL NEEDS
• Surplus or deficiency in staff strength
• Results in the anomaly of surplus labour with the lack
of top executives
2. COPING WITH CHANGE
• Enables an enterprise to cope with changes in
competitive forces, markets, technology, products &
government regulations
3. CREATING HIGHLY TALENTED PERSONNEL
• HR manager must use his/her ingenuity to attract &
retain qualified & skilled personnel
• Succession planning
4. PROTECTION OF WEAKER SECTIONS
• SC/ST candidates, physically handicapped, children
of the socially disabled & physically oppressed and
backward class citizens.

4. 5. INTERNATIONAL STRATEGIES
• Fill key jobs with foreign nationals and re-
assignment of employees from within or across
national borders
6. FOUNDATION FOR PERSONNEL
FUNCTIONS
• Provides information for designing &
implementing recruiting, selection, personnel
movement(transfers, promotions, layoffs) &
training & development
7. INCREASING INVESTMENTS IN HUMAN
RESOURCES
• Human assets increase in value
8. RESISTANCE TO CHANGE AND MOVE

5. ORGANISATIONAL
OBJECTIVES AND POLICIES
HR NEEDS FORECAST HR SUPPLY
FORECAST
HR PROGRAMMING
HRP IMPLEMENTATATION
CONTROL AND
EVALUATION OF PROGRAMME
SURPLUS
SHORTAGE
RESTRICTED HIRING
RECRUITMENT
REDUCED HOURS AND
SELECTION

6. EXAMPLE- Mc DONALDS

7. Human Resource Management
 The human resource department at
McDonalds is working as a separate
department and holds an important place
in almost all major operations of the
organization
 All managers therefore take on human
resource responsibilities
 Employees are the most important
resources in McDonald's, particularly in
creating a competitive edge

8. Functions of HR in McDonalds
 POLICY-MAKING
 WELFARE
 SUPPORTIVE
 BARGAINING AND NEGOTIATING
 ADMINISTRATIVE

9. HR PLANNING
 HR planning’s purpose is to determine
what HRM requirements exist for current
& future supplies & demands of workers.
 To realize the McDonald's service vision,
the organization believes in
strengthening their team and ensures to
deliver the right skills and knowledge to
the right person for getting the right job
done.

10. HUMAN RESOURCE FUNCTIONS-
JOB ANYLYSIS
 In McDonald’s job analysis done in order
to employee new people every year
 Helps the management to have a better
understanding of the jobs
 In McDonald’s they have predetermined
standards on which employees are
awarded on the basis of their skills,
knowledge and experience

11. The Job structure
restaurant
workers corporate
staff
franchise
owners

12. Recruitment
 RECRUITMENT- Recruitment is the first part of the process of filling a
vacancy. It includes examination of the vacancy, the consideration of
sources of suitable candidates, making contact with those candidates,
attracting application from them, short listening, interviews and finally
induction of the selected candidates within the budget of the department
company. In McDonalds recruitment process is decentralized. Every
branch of McDonalds is independent to hire the employees. Usually at
McDonalds employees are hired in a form of badge. Also the
transformations of employees within the franchises of McDonalds took
place for recruiting the employees. A typical McDonald¶s restaurant can
employ about 60 people who include the both managerial and floor-
basedstaff.
 RECRITMENT METHODS IN MCDONANLDS-McDonalds follow the two
basic types of recruitment such as:
 Internal Recruitment
 External Recruitment

13. Selection
After the final interview the manager will rate
the applicant responses. A successful
applicant will have demonstrated skills and
behaviors that have been identified as being
key to the position.
Selection process
 Written Process
 Initial Interview
 Aptitude Tests
 Reference Checks
 Final Interview
 Relocation

14. TRAINING AND
DEVELOPMENT:
 The first stage of training is at the
Welcome Meetings. These set out the
company's standards and expectations.
The majority of training is floor based, or
"on-the-job" training
 The employees in McDonald’s are
provided with training to achieve high
standards in the organization.
 Training involves-Direct training,
Training abroad