McDonald's has detailed human resource practices to recruit, train, develop, and retain over 18,00,000 employees globally. The HR department focuses on recruitment, selection, training, performance management, compensation, and health and safety. New employees undergo orientation and training programs that vary based on their role. McDonald's emphasizes continuous development and offers incentives like profit sharing, educational assistance, and company benefits. Performance is evaluated through annual appraisals to provide feedback and ensure standards are met.

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2. Human Resource Practices at
McDonald’s
Group Members
Arsalan Ali Raja
Hamid Ullah
Zulfiqar Haider
Muhammad Ibrar
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3. Introduction
Head Office: McDonald’s Corporation,
2111 McDonald’s Dr., Oak Brook, IL 60523,
United States.
Company begun in 1940, as a Barbecue restaurant
operated by Eponymous Richard and Maurice
McDonald in California.
Currently having 18,00,000 numbers of employees
around the globe.
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4. Introduction (Cont.)
 McDonald’s is the largest food service retailer
with more than 30,000 restaurants in 121
countries, and best known global food service.
 Serving 68 millions customer on daily basis.
 With earnings of $ 5.46 billions (approx.)
yearly.
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5. Vision
“The world’s best quick service
restaurant experience.”
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6. Mission Statement
"Don't worry about making money
Love what you're doing and always put
the customer first...
And success will be yours!"
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7. Top Management
Chart
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8. Restaurant
Management Chart
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9. Human Resource
 According to HR Manager:
“Human Resource means keeping a balance
between employer & employees because it is
our strong belief that it is people, not
machines, which make the difference.”
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10. •
HR Department Activities
 Recruitment
 Selection
 Training and Development
 Performance Appraisal
 Compensation
 Incentives
 Health & Safety
 Job Analysis
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11. Recruitment
 Types of Recruitment
 Internal
 External
Sources in Internal Recruitment
 Job Posting
Succession Planning
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12. Recruitment (Cont.)
Sources in External Recruitment
 Advertisements in Print Media
 Advertisements on website
 Internship Programs
 Walk-ins
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13. Selection Procedure
 Screening of Applicants:
After building a pool of candidate’s applications, short
listing of selective applications is done by the HR
manager.
 W-I-S:
This is the 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 HRD department designs and conducts the tests
as and when hiring needs arises.
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14. Selection Procedure (Cont.)
 Initial Interview
The ONE to ONE interviews conducted by
Restaurant Manager.
 Reference Checks
They look at the references that have been
provided by the candidate, they check if the
references are valid or not.
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15. Selection Procedure (Cont.)
 Final Interview:
Candidates who have passed their TEST
are called for the final interview.
Interview is done by a panel of five or six
interviewers.
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16. Orientation
Provides new employees with basic background
information they need to perform their job
satisfactorily.
New employees get a handbook which includes:
Work hours.
Performance reviews.
Vacations.
Employee benefits.
Personnel policies.
Safety measures and procedures
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17. Reading Employee handbook
They celebrate reading employee handbook
day twice a year to keep update their employee
about their key rights, obligations, policies and
procedures.
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18. Training &
Development
 According to training coordinator:
“Training is an important part for our
employee’s McDonald’s work experience and
starts as soon as he joins the McDonald’s
team. Crew Trainers, Managers and other
employees will work shoulder to shoulder with
him.”
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19. Training &
Development (Cont.)
 Types of Training:
 On the Job Training:
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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20. Training &
Development (Cont.)
 Classroom Training:
Classroom courses, developed and led by
training experts, prepare outstanding restaurant
employees for advancement.
 Computer-Based Training:
A new computer-based training system is
bringing interactive learning experiences to
crew members and managers right in the
restaurants.
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21. Levels of Training
 Crew Member’s Training:
Crew members are trained extensively on all
food safe At McDonald's. Trainees work while
they learn the operational skills necessary and
food handling processes for running for
positions in restaurant - from front counter to
the grill area.
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22. Levels
of Training (Cont.)
 Managers’ 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.
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23. Specific Training Courses
 Floor Management Course (FMC)
 Management Development Program (MDP)
 Operations Consultant Course (OCC)
 Training Consultant Course (TCC)
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24. Performance Appraisal
 According to HR Manager:
“To embed our values, we give our people 360-
degree evaluation, with inputs from superiors,
peers, and subordinates. These are the
roughest evaluation we get, because people
hear things about themselves they’ve never
heard before.”
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25. Performance
Appraisal Process
 Performance Review is a formal process in
McDonald’s where each employee is evaluated in
order to determine how he or she is performing.
 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.
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26. Levels of
Performance Appraisal
Out Standing
Excellent
Good
Need Improvement
After giving the total grades to the employee the
appraiser writes down about the strength and
the areas needing improvement of the
employee.
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27. Compensation
 According to HR Manager:
“The best results come when you combine
profit sharing with greater worker involvement
and give employees information about the
Company’s financial performance.”
 Types of Incentives
 Cash Based
 Non Cash Based
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28. Cash Based Incentives
Arise of 10% in salary.
 20% bonus.
 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 with family for
10 days.
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29. Non Cash Based
Incentives
 Crew of the Year Award.
 Crew of the Month Award.
 Branch of the Year Award.
 Access to gift certificates.
 Merchandise of company.
 Free food for a specific timeline.
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30. Benefits
When employee joins the McDonald's
management team, he/she 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.
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31. Benefits (Cont.)
 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.
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32. Benefits (Cont.)
 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.
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33. Benefits (Cont.)
 Uniform:
All the employees, except 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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34. Health & Safety
 According to HR Manager:
“McDonald's restaurants have workplace safety
programs in place to ensure that McDonald's high
safety standards and procedures are clearly
communicated and reinforced day-to-day. As an
important member of McDonald's team, Employee
will be taught to identify and report any potential
hazards and encouraged to suggest ways that health
and safety can be continually improved.”
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35. Health & Safety Guidelines
 Use gloves.
 Use Apron.
 Hand Cleansing Gel (HCG):
After every 30 minutes, there is a call from the floor
manager to all the employees on the floor to apply HCG on
their hands to kill the bacteria.
 Hand Washing:
After every 1 hour, there is call from the floor manager to all
employees on the floor to wash their hands.
 Keep yourself updated about Fire prevention program.
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36. Disciplinary Actions
 Reasons for taking Disciplinary actions:
 Disciplinary:
 For Rules Violation
 For Stealing
 For Confrontation
 Performance:
 For Poor Performance
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37. Job Analysis
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.
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38. Job Description
There are three main elements of Job Description
at McDonald’s:
 Customer Service
Food Preparation
 Cleanliness & Hygiene
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39. Job Specification
There are different Job Specification for Upper &
Restaurant position at McDonald’s; few are as follow:
 Minimum Bachelor degree for the position of Upper
management.
 To recruit people who have a positive attitude
towards customers, themselves and other employees.
 who are capable of delivering the highest standards
of quality, service and cleanliness to customers.
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