hr project on mcdonald s

8/13/2019 Hr Project on Mcdonald s

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Chapter 1

Introduction

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McDonalds Pakistan

Im lovinit

1.1 Vision:

To be the world's best quick service restaurant experience. Being the best means

providing outstanding quality service cleanliness and value so that their !ood

makes every customer in every restaurant smile

1.2 Mission:

"c#onald's mission is to be their customers' !avorite place and way to eat with

inspired people who delight each customer with unmatched quality service

cleanliness and value every time.

1.3 About McDonalds:

1.3.1 Restaurant:

$iming to be the world's best quick service restaurant experience "c#onald's

started its operations in %akistan in 1&& and is a leading !ast !ood service retailer

!or its valued customers. (ith a strong belie! in the phrase when it's green it'sgrowing "c#onald's %akistan is growing with the !ocus to provide !riendly and

quick service restaurant experience to their customers. )urrently "c#onald's

%akistan is operating in various cities o! %akistan I*e +ahore ,aisalabad -arachi

yderabad and Islamabad / 0awalpindi with the plans to cover the customer

base in various other cities o! the country.

"c#onald's %akistan is a part o! the +akson roup o! )ompanies with a regional

o!!ice in +ahore and the main ead 2!!ice in -arachi. They are operating with a

network o! restaurants to reach our customers !or providing !riendly services in all

di!!erent regions o! the country.

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McDonalds a !lobal Pheno"enon4

,ormed in 1&56 "c#onald's brand is the leading global !oodservice retailer with

more than 78888 local restaurants serving nearly 58 million people in more than

138 countries each day. Its rich history began with the !ounder 0ay -roc's vision

and his commitment trans!ormed in their talented executives and will keep the

shine on "c#onald's arches !or years to come.

1.7.3 Core Values o# McDonalds:

Integrity and onesty

2pen 0espect!ul and 9upportive

%repared to take challenges and see them through

#eep regards !or )ustomers Business partners and employees

:uality in %roduct

1.3.3 Depart"ents o# the $r%ani&ation:

,inance #epartment

uman 0esource "anagement

"arketing #epartment

2peration #epartment

IT #epartment

'ualit(:

"c#onalds is very strict about the quality o! services they provide. They dont

compromise anything over quality. :uality is considered to be one o!

their !oremost ob;ectives. They want 188 < quality o! service. :uality is

checked on !or4

igh standard o! !ood services provided to the customers.

)ommunication skills i.e. =nglish speaking skills

$ppearance and grooming

$bility to communicate with guests and handle versatile situations.

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1.) *ierarch( o# McDonalds:

McDonalds 6

ead o! #epartment

9enior "anager

"anager "anager "anager "anager

9enior "anager

$ssistant "anager

=xecutive

$ssistant "anager

=xecutive

)oordinator )oordinator


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Chapter 2

*R Plannin% + Methods o# ,ob

Anal(sis + -aluation

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HR Department of McDonalds

2.1 *R Introduction:

$t "c#onald's %akistan their people are their most important asset. They provide

the best employment experience !or their employees in order !or "c#onald's

%akistan to achieve their goal o! providing their valued customers with the

world's best quick*service restaurant experience. They strive to recruit the

best hire the best and provide the best place to work

The commitment to their employees is shaped on the simple !act >(e value you

your growth and your contributions> and this is they strive to achieve through

their actions every day.

2.2 *R Plannin%:

0 plannings purpose is to determine what 0" requirements exist !or current

/ !uture supplies / demands o! workers. To reali?e the "c#onald's service

vision the organi?ation believes in strengthening their team and ensures to deliver

the right skills and knowledge to the right person !or getting the right ;ob done.

The strength !or making the strong team players to shine under the olden

$rches lies in the %eople %ractice and #evelopment %rogram.

*R practices:

The !ield o! 0" comes into existence in the result o! these questions4

ow did people come to be employees in their organi?ation@

ow were they selected@

(hy do they come to work on regular basis@

ow do they know what to do on their ;obs@

ow does management know i! the employees are per!orming adequately@

$nd i! they are not what can be done about it@

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(ill today employees be adequately prepared !or the technologically

advanced work the organi?ation will require o! them in the years ahead@

(hat is the compensation process@

The 0 department o! "c#onalds !ul!ills all the requirement o! these questions

in the true sense o! the meaning. $s 0 department deals with people

"c#onalds strongly believe in well being o! people because it is a known

quotation that

/I# (ou take oer the liabilities o# (our e"plo(ees the( 0ill take (ours

*R unctions $# McDonalds:

0 department o! "c#onalds %akistan does certain !unctions 4

Plannin%

Recruit"ent + selection

rainin%

Ad"inistration

Co"pan( "anuals

Per#or"ance "ana%e"ent

Decision procedures

De#ine co"pan(s polic(

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2.3 ,ob Anal(sis Method:

Cob analysis is the procedure o! determining the duties and skills required !or a ;ob

and the kind o! person who should hired !or it.

$naly?ing the ;ob in "c#onalds is done by the uman 0esource #epartment.

They develop the ;ob description related to di!!erent departments regarding their

duties responsibilities reporting relationships working conditions and

supervisory responsibilities. 2nce when the ;ob description is prepared

restructuring in the ;ob is done based on the observations o! the seniors.

In "c#onalds ;ob $nalysis is done on the basis o! Interie0s.

2.) ,ob -aluation Method:

Cob =valuation means making decision about the wages and salaries o! the

employees on the basis o! ;ob analysis it can also be called as compensation.

In "c#onald There are two types o! working hours employees4

Part i"e -"plo(ees

ull i"e -"plo(ees

In "c#onalds they have prede!ined standards on which employees are

awarded on the basis o! their skill knowledge and experience. The ,ull Time

(orking =mployees are given salary on monthly basis were as the part time

employees are given salary on the basis o! the total hours they have worked

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Chapter 3

Recruit"ent + 4election

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Recruit"ent and 4election Process

3.1 Recruit"ent:

0ecruitment is a phase that immediate precedes selection. Its purpose is to pave

the way o! the selection process by producing ideally the smallest number i!

candidates who appear to be capable. The ob;ective o! recruitment procedure is to

attract suitable candidates in order to produce a short list !or !uture investigation

in the selection process.

3.2 Recruit"ent process:

In "c#onalds the recruiting and hiring process !or selecting starts !rom the

applications submitted by the individual. (e provide their )Ds along with the

applications. These applications and )Ds are screened out on the basis o!4

Merit5

Institute5 and

-6perience etc.

$!ter this The )andidates who meet the criteria are selected !or the !urther

process. Then the .0 #epartment lists out the salient !eatures o! the )Ds Eonly

the accepted )DsF. Then the .0. "anager takes a test based on4

-n%lish co"prehension

7asic "athe"atics

I.'. and

4o"e 8uestions about the particular 9ob #or 0hich theapplicants hae applied.

In "c#onalds 0ecruitment is done on the demand o! the 2rgani?ation. There are

two types o! 0ecruitment is done

Internal Recruit"ent

-6ternal Recruit"ent

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3.2.1 Internal Recruit"ent:

"c#onalds do internal recruiting i.e. they select the candidates !rom the inside

by considering a speci!ic number o! internal potential candidates who have

applied !or the ;ob on the basis o! their past per!ormances and quali!ications !or

the required ;ob. $ny employee at a reasonable post can submit his Gher

application !or the ;ob. The management has all the in!ormation relating to the

persons record about the ;ob heGshe is currently per!orming. 2n yearly basis the

summary o! the employees is maintained in the !orm o! records which gives the

organi?ation maximum chance in selecting the potential employees as the heads o!

the departments. The 0 manager and the ead "anager o! the speci!ic

department interview the selected employees.

3.2.2 -6ternal Recruit"ent:

"c#onalds o!ten go !or the external recruitment they mostly try to go !or the

internal recruitment or internal promotion o! the employee to the high post but in

case an employee leaves the organi?ation They 2rgani?ation have a bulk o!

application received through the website www.ro?ee.pk .The organi?ation

advertise through newspapers or web.

Criteria Re8uired or -"plo("ent:

The quali!ications required !or employment in "c#onalds are as !ollows4

Appearance and %roo"in%

Pro#essional 'uali#ications

-6perience and kno0led%e

Co""unication skill in -n%lish

;eadership skills

Potential #or %ro0th

Reasonin% and ,ud%"ent

Co"puter skills

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http://www.rozee.pk/http://www.rozee.pk/http://www.rozee.pk/


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3.3 4election Process:

(ith the pool o! applicants the next step is to select the right person !or the ;ob

this usually means whittling down the applicant pool by using the screening tools.

In "c#onald the selection process involves the !ollowing steps4

Initial 4creenin%

-"plo("ent est

7ack%round Inesti%ation

Medical -6a"ination

Per"anent 9ob o##er

Employment Tests:

=very big organi?ation in the world uses a test !or the hiring o! people !rom

inside as well as outside. These companies use many types o! tests to ;udge the

people we are hiring and to have utmost guarantee that the people we are hiring

are per!ect !rom every point o! view. These test ;udge the candidate according to

his mental and cognitive abilities.

"c#onalds take tests as !ar as their candidates are concerned to check there !ull

abilities. The tests are o! di!!erent nature like4

est $# Co%nitie Abilities

These kind o! tests include I: tests general and intellectual abilities

verbal !luency vocabulary etc. These tests are generally conducted while

recruiting executives and supervisors.

Motor And Ph(sical Abilit( ests

These tests include checking the per!ormance o! the employee usually

working on the machines in operation department to check their re!lexes

and while working at their work place.

Measurin% Personalit( Interests

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Involves taking into consideration the personal interests and motivations o!

the person in his !ield.

Candidates ratio:

(ithin the pool o! candidates i! the demand is !or 1 employee then the ratio !or

selecting is the employees is 1:leel interie0s.

In top>leelinterviews the eneral and #ivision "anager o! "c#onalds takes

the interview o! candidates !or the =xecutive post. In lo0>leel interviews the

eads o! the departments takes the interviews o! candidates !or the $ssociate

heads o!!icers managers and assistant managers posts. $!ter the selection is

made the eneral "anager approves the candidates.

(pe o# Interie0s:

%aneled interviews are taken !rom the candidates and the panel consists o! the *R

"ana%er and thehead o# the particular depart"ent!or the interview is being

conducted. I! an interview !or an important post has to be done !or a !unction head

then the " himsel! indulges into it and per!orms a combined interview.

7ack%round Inesti%ation:

2nce an employee is appointed the investigations and re!erence checks are done

by the 0 manager. In "c#onalds re!erence checking is re!erred to as revising

the HCob istory which contains

Cob applied !or i.e. the experience o! the employee !or the ;ob.

0elevant quali!ications.

9alary

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$!ter )onducing the interview and all relevant investigation they employee is

called to ;oin the ;ob.

?u"ber o# e"plo(ees:The ratio o! women working in "c#onalds with respect to men is 1:3. Total

employees in "c#onalds are more than 1788 plus. The policy o! "c#onalds is

to give !emales !ull chance to do the ;ob. There are 7 shi!ts operated in

"c#onalds

"orning 9hi!t

=vening 9hi!t

ight 9hi!t

.

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Chapter )

rainin% + Deelop"ent

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rainin% and Deelop"ent

).1 $rientation:

2rientation o! the new employee is carried out according to priority o! heads.

,irstly the employee is !ormally told about what kind o! out!it to wear on work.

Then heG she are provided with the orientation kit. The employee has to spend 15

J 38 days in di!!erent departments under one speci!ic department like i! an

employee is appointed in the 0 department then heGshe has to spend 38 days in

di!!erent sub departments under the 0 #epartment like 0 development

department 0 administration #epartment r training #epartment etc. The head

o! the department speci!y the ob;ectives to be carried out.

=mployees get the evaluation time o! A months to prove their skills and

knowledge about the ;ob being done. $nd a!ter A months they are given the

appointment letters as permanent employees.

).2 rainin%:

The employees are given training in the KTraining 0oomL in the !orm o! lectures.

,irstly the employee is given the on*;ob training and then heGshe is given the

actual task to per!orm. "c#onalds arranges summer crash courses and wrap

section !or the employees. Cob 0otation is done within the speci!ic departments

and not outside the departments.

).3 Deelop"ent:

"c#onalds is a large organi?ation with many employees working in di!!erent

departments o! the company. =very year the company hires many people !or it

executive as well as managerial posts. In "c#onalds there are di!!erent types o!

development plans !or management !or e*g MDP 1 MDP 2 MDP 3 and C;DC

@Cre0 ;eader Deelop"ent Course.There are also development programs !or

the low level ;obs !or enhancing the skills o! the employees

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Career Deelop"ent and air reat"ent:

"c#onalds provides !acilities to employees !or career development during their

employment. #i!!erent training courses are o!!ered to their employees such as

summer crash courses arranged. Trans!ers o! the employees are carried out with

the consent o! the employees. The communication o! employees is directly with

their head o! the department. There is a vital concept o! two*way communication.

$t "c#onald's employment is at will. This means that employees are !ree to

terminate their employment at any time !or any reason with or without cause and

"c#onald's retains the same rights. . The "anagement career in "c#onald's

2perations starts !rom the position o! Trainee "anager and !ollow the path like

the one outlined below.

Trainee "anager

9econd $ssistant "anager

,irst $ssistant "anager

0estaurant "anager

Beyond "anager

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hr project on mcdonald s

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