This document provides an overview of human resource management practices at McDonald's. It discusses McDonald's history and growth into a global fast food brand. For HR, it describes the separate HR department and its key functions like policy making, recruitment and selection, training, and performance management. It provides details on McDonald's recruitment, selection, training processes for crew members and managers. Performance is assessed using checklists and a performance development system, and incentives are provided based on performance.

1. HUMAN RESOURCE
MANAGEMENT LIVE PROJECT
PRESENTED BY:
• LAKSHITA ASAWA
SUBMITTED TO :
PROF. MEERA MATHUR

3. HISTORY
The McDonald’s concept was introduced in San
Bernardino , california by Richard and
Maurice of Manchester, New Hampshire.
It was modified and expanded by their business
partner , Ray Kroc of Oak Park, Illinois, who
later bought out the interest of the McDonald
brothers in the concept and went on to find
McDonald’s corporation.

4. McDonald’s corporation
• It is the world’s leading fast food company by
sales.
• 36,899 restaurants serving variety of food
products in about 120 countries.
• More than 3,75,000 employees.
• Most of its outlet are free-standing units, but
Mcdonald’s also has many units located in
airports and retail areas.
• In Udaipur there are 20 crew members and 7
managers.

5. VISION
“ TO BE WORLD’S BEST QUICK SERVICE
RESTAURANT ”
MISSION
“DON’T WORRY ABOUT MAKING
MONEY, LOVE WHAT YOU ARE DOING
AND ALWAYS PUT THE CUSTOMER
FIRST…. AND SUCCESS WILL BE YOURS!”

6. 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 thus take HR responsibility.
• Employees are the most important resources
in McDonald’s , particularly in creating a
competitive edge.

7. FUNCTIONS OF HR IN MCDONALD’S
• POLICY MAKING
• EMPLOYEE WELFARE
• TRAINING & DEVELOPMENT
• RECRUITMENT ,SELECTION &
INTRODUCTION
• PERFORMENCE & REWARD MANAGEMENT
• HR PLANNING
• PERSONAL ADMINISTRATION

8. JOB ANALYSIS
• In McDonald’s job analysis is done in order to
employee new people every year.
• Helps the manager to have a better
understanding of the jobs.
• They have pre-determined standards on
which employees are awarded on the basis of
their skills, knowledge and experience.

9. JOB STRUCTURE
CREW MEMBERS
MANAGERS/
COPORATE STAFF
TOP LEVEL
MANAGER

10. RESTAURANT JOBS
IN THE RESTAURANT JOB THERE IS CLEARLY
DEFINED CAREER PATH, FROM CREW
MEMBER TO CREW LEADER TO FLOOR
MANAGER TO ASSISTANT MANAGER TO
RESTAURANT MANAGER.
TRAINEE MANAGER
CUSTOMER CARE REPRESENTATIVE
CREW MEMBER

11. RECRUITMENT & SELECTION
THERE ARE DIFFERENT WAYS OF RECRUITING.
FOR CREW MEMBERS :
• WHENEVER THERE IS A NEED OF CREW
MEMBER THEY DISPLAY POSTER AT THEIR
OUTLET ITSELF.
• NO THIRD PARTY HIRING IS THERE.

12. FOR MANAGERS:
THEY HIRE THROUGH 2 DIFFERENT
WAYS:
WALK-IN INTERVIEW
CAMPUS HIRING

13. SELECTION
FOR CREW MEMBERS:
CREW AUDITION IS TAKEN OF 15-20
MINUTES ON SOME PARAMETERS ,
SUCH AS, THEY ABILITY TO MAKE
ORDER PROPERLY ,ETC.
THEY SAY “HIRE A SMILE”

14. FOR MANAGERS:
THEY TAKE PERSONAL INTERVIEW.
FOR EXPERIENCE PERSON A CERTAIN SET OF
QUESTIONS ARE ASKED.
 FOR INEXPERIENCED PERSON OTHER SET OF
QUESTIONS ARE ASKED.
THAN A QUESTIONNAIRE IS ASKED TO BE
FILLED.
IQ TEST IS ALSO TAKEN ,WHICH BASICALLY
CONSIST OF MATHS, ENGLISH, LOGICAL
REASONING.
THEY TAKE A TEST OF APPLICANTS OF 2 DAYS
I.E. 16 HOURS ON THE SPOT.

15. TRAINING AND DEVELOPMENT
FOR CREW MEMBERS:
ON-THE-JOB TRAINING IS GIVEN .
THEY ARE ASKED TO PERFORM DIFFERENT
JOB EVERYDAY.
THE JOB RELATED TO MAKING OF FOOD
PRODUCT, BILLING COUNTER SERVICES,
PACKAGING, ETC.

16. FOR MANAGERS:
DIFFERENT LEVEL OF MANAGERS ARE
PROVIDED WITH DIFFERENT TRAINING.
FOR 2ND ASSISTANT MANAGER A TRAINING
OF 2 YEARS.
A PROPER MODULE IS FORMED FOR ALL
MANAGER TRAINING –INVENTORY
MANAGEMENT, SCHEDULING.
THEY ARE ALSO TRAINED ON STATIONS.

17. PERFORMANCE APPRAISAL
• CREW MEMBERS:
CHECKLIST ON ALL PARAMETERS
REQUIRED TO BE ASSESSED.
EMPLOYEE OF THE MONTH IS
DISPLAYED AT THE RESTAURANT .

19. • FOR MANAGERS :
THEY ARE ASSESSED ON “PERFORMANCE
DEVELOPMENT SYSTEM”
THERE ARE FOUR LEVELS TO EVALUATE THE
PERFORMANCE OF MANAGERS : OUT
STANDING, EXCELLENT, GOOD, NEED
IMPROVEMENT.
IF A MANAGER DOES NOT PERFORM WELL
THEN FEEDBACK IS PROVIDED TO THEM SO
THEY CAN IMPROVE.

20. INCENTIVE
• Incentive in McDonald’s are given to employees
on the basis of performance.
TYPES OF INCENTIVE :
1. Cash based :
 Attendance allowance
 Annual allowance
 Medical allowance
 Leave fair assistance
2. Non cash based :
 Crew of the year
 Crew of the month
 Branch of the year
 Free food

21. “WHEN IT COMES TO SENIOR ROLE AT
MCDONALD’S CURRENT EMPLOYEES
ARE ALWAYS FAVOURED OVER PEOPLE
WHO DO NOT WORK FOR THE
ORGANISATION ”

23. BIBLIOGRAPHY
• MCDONALDS UDAIPUR
• WWW.MCDONALDS.COM

24. THANK YOU !!
ANY
QUESTIONS?