developing people managers- mcdonalds india

31
YOU DONT HAVE TO BE AN MBA.. TO BE A PEOPLE MANAGER McDonald’s India – January 2012.

Upload: best-workplaces-conference

Post on 29-Nov-2014

4.429 views

Category:

Technology


5 download

DESCRIPTION

 

TRANSCRIPT

Page 1: Developing People Managers- McDonalds India

YOU DON’T HAVE TO BE AN

MBA.. TO BE A PEOPLE

MANAGER

McDonald’s India – January 2012.

Page 2: Developing People Managers- McDonalds India

WHAT IS EXPECTED FROM PEOPLE

MANAGER’S ?

From their managers they are seeking respect and support.

respect and value them (43%);

support them with career progression (36%);

trust them to get on with things (35%);

communicate well with them (34%).”

On the other hand, managers

see regular feedback about performance (50%)

setting clear objectives (49%) as the most important behaviours.”

To sum it up, people see their role at work as part of a career – and managers see it as a job

Institute of Leadership & Management

Page 3: Developing People Managers- McDonalds India

THE TALENT CHALLENGE

1.2 Billion People and 66% of Employers say

Talent is Scarce

Page 4: Developing People Managers- McDonalds India

WE ARE GETTING YOUNGER.. YO!!

* Source: Census of India Projections and IMaCS Analysis

Page 5: Developing People Managers- McDonalds India

HIRING OVERVIEW-SECTORS

*Research by ACHIEVE Global

One of Top 4 Hiring Sectors

Page 6: Developing People Managers- McDonalds India

INDIA EMPLOYABILITY: REALITY

- Student’s exposure is limited to the four walls of his school.

- Competition is key

- Theory Vs practical

- Fantastic at IQ but EQ?

- Literacy rate – 71% - but what is employability??

- English Skills and over qualification

- Functional literacy

- 1 in 4 engineers is considered employable

Page 7: Developing People Managers- McDonalds India

EDUCATION DISTRIBUTION

7

Page 8: Developing People Managers- McDonalds India

MCDONALD’S

FUN, FLEXIBILITY AND FUTURE

Page 9: Developing People Managers- McDonalds India

MCDONALD’S : KEY FACTS

Key Facts • Over 70% percent of Senior

Management in McDonald’s

International is Internal

• Jim Skinner – Worldwide CEO

started as a crew

• In over 30 countries including

India McDonalds gets credits for

the Training

Page 10: Developing People Managers- McDonalds India

MCDONALD’S INDIA : KEY FACTS

250 Restaurants with total 6000

Crew and Manager headcount

Page 11: Developing People Managers- McDonalds India

THE MCDONALD’S WAY

Earn While you Learn - First job that allows

people to polish key skills of

Communication

Customer Interaction

Exposure to the industry

A chance to develop the soft skills of team work and

inclusiveness

Teach people Skills for Life

Learning Orientation

Desire to Lead

Page 12: Developing People Managers- McDonalds India

OUR PEOPLE PHILOSOPHY

Page 13: Developing People Managers- McDonalds India

BUILDING PEOPLE MANAGERS - SIMPLIFIED

Employee Lifecycle

Get

Keep Grow

Page 14: Developing People Managers- McDonalds India
Page 15: Developing People Managers- McDonalds India

GET-

RESTAURANTS ARE OUR TALENT PIPELINE

An integrated program

focusing on

Flexible Day part Hiring-

Early Exposure

Hiring Part time

Competency based hiring

Correct Orientation

Focus on hiring from Colleges,

Influence them Early

Page 16: Developing People Managers- McDonalds India

GET –

CORPORATE OFFICE

Corporate Office

Almost 40% of our corporate staff started in the restaurants

Process for selection - Performance Development System

Clear communicated Promotability Criteria

Talent calibrations

Feeder Pool

Cross functional movements

Early in career

External Hires

Competency based interviewing by functional leads

Decision is functions – HR is enabler

Page 17: Developing People Managers- McDonalds India

KEEP- ENGAGE, INVOLVE!

Rewards and Recognition Programs- At the function level as well as at company level Ensure there is always parity in pay –

benchmark not only industry but also where we hire from.

SOI Incentive, Employee of the month etc

Celebrate with them- Thanksgiving Week

Let’s Ketchup Awards

Flexibility for the line manager to innovate on Rewards and recognition programs. Stars Program

I Value U Cards

Page 18: Developing People Managers- McDonalds India

KEEP – RECOGNISE TALENT

Global Singing Contest in 130 countries and 50000 contestants

Page 19: Developing People Managers- McDonalds India
Page 20: Developing People Managers- McDonalds India

Build

Skills

for Life

GROW

Page 21: Developing People Managers- McDonalds India

GROW- AT ALL LEVELS

Talent Management Identification of Key positions

Building a robust leadership Pipeline

Robust Learning Platform for growth across all functions-Real Estate, HR, Marketing, Strategy

Hi-Potential Identification and specialised investment

Training System Continued Learning Options

Training Approach changing with Times

Learning is blended with shoulder to shoulder training, self study and classroom

International Training Compulsory Restaurant Managers and above

Page 22: Developing People Managers- McDonalds India

3 PRONGED APPROACH

• Hands-on experience of things

• Learn while you work

On-floor Training

• Training at store/function level

• Study material & training tools

Off floor Training

• Extensive class room programs

• High learning opportunities

Classroom Training

Page 23: Developing People Managers- McDonalds India

IMG_6275

Page 24: Developing People Managers- McDonalds India
Page 25: Developing People Managers- McDonalds India

Growth Path

Floor Manager

Trainee Manager

Second Assistant Manager

First Assistant Manager

Restaurant Manager

Training Squad

Part Time Crew member

Trainee Floor Manager

MDP 1

MDP 2

CDP

Training Path

CTDP

MDP 3

MDP 3

Part Time Trainee Crew member

Page 26: Developing People Managers- McDonalds India

People Practices

Understanding work environment and communication skills

;Understanding laws and policies ; Risk management, incident

management and consultation

Documenting and investigating incidents

Counselling

Determining a training need ; The 6 step counselling process

Business Focus

Identifying line items on a P&L and what is included in each line

item

Evaluating and analysing P&L issues ; P&L projections

Delivering through Personal Leadership

Using Stephen Covey's 7 Habits of Highly Effective People® to

manage restaurant systems more effectively

Understanding People

Valuing the differences in people & exploring personal perceptions

Identifying behavioural styles and adaptation

Customer Satisfaction & Recovery

Customer service vs. customer delight

Customer feedback

Techniques for handling customer complaints and feedback

Creating Change

Understanding change & change management

SAMPLE TRAINING @ MANAGER LEVEL

Page 27: Developing People Managers- McDonalds India

TRAINING @ CORPORATE

Page 28: Developing People Managers- McDonalds India

WHAT ARE LINE MANAGERS TRAINED ON -

Values Custodian and role model of the McDonald’s Values

Culture in team – reflects organisations culture All Staff Meetings

Department Meetings

Open Door policy – eg. Chat corners, 7 days in restaurants every quarter

Their role as people managers – “Hard on Performance but Soft of people” – gain trust and

respect

Communication and coaching

Hard calls are theirs and not HR

Page 29: Developing People Managers- McDonalds India

Skill requirements:

New competencies are

required to execute new

responsibilities

Work values:

What people believe is

important and becomes

the focus of their efforts;

different sources of

satisfaction are also

available at each

passage

Time applications:

Allocation of time shifts

according to priorities

LEADERSHIP PIPELINE

(Source: The Leadership Pipeline, 2001)

Page 30: Developing People Managers- McDonalds India

EVOLUTION OF TALENT MANAGEMENT AT

MCDONALD’S

Accelerated

Development Pilot

Executive

Development

Workshops McD’s Stock

Price $25

Talent

Management Plan

Framework

$32

AOW

Accelerated

Development

$34

McDonald’s Leadership

Institute

Global

Leadership

Development

Program

(GLDP)

Talent

Management

Software

(Limited)

$44

TM Advisory Board

Leadership

competency model

revised

McDonald’s Values

Accelerated

Development

redesign

More rigorous

assessment for

Sr. Leadership roles

Talent Management

Leads established in

all AOWs

$85

2003

2004

2005

2006

2007-12 Talent Management & Leadership Development – one of the CEO’s three top priorities

Page 31: Developing People Managers- McDonalds India

“We take the hamburger business more seriously than anyone else”.

~Ray Kroc