A CASE STUDY ON

McDonalds

SUBMITTED TO:- SUBMITTED BY :-

Ms. MAMTA AGGARWAL ORIGINALS
SECTION :- ‘A’
 GROUP MEMBERS
• JAYEETA BHATTACHARJEE (LEADER)
• YOGESH DUGGAL
• ITISHREE PANI
• MOUSUMI MAZUMDER
• SHWETA SINGH
• YOGESH KUMAR SHUKLA
• PRIYA RANJAN DAS
• JYOTI SHARMA
 INTRODUCTION
Founded May 15, 1940 in San Bernardino,
California McDonald's Corporation, 1955 in
Des Plaines, Illinois
Founder Dick and Mac McDonald
McDonald's restaurant concept
Ray Kroc, McDonald's Corporation founder.
Headquarters Oak Brook, Illinois, USA
No. of locations 31,000+ worldwide
 ETHICS

ETHICS TOWARDS ETHICS TOWARDS

CONSUMERS EMPLOYEES

HIGHLY STANDARD OF SELF-REALISATION.

FOOD. SCOPE FOR
IMPROVEMENT.
PROMPT QUALITY COMPATABLE
SERVICE. ENVIROMENT.
CLEANLINESSDELIVERED PROPER VALUE FOR
TO CONSUMERS IN EACH QUALITY WORK.
OF IT’S OUTLET. PROPER CO-ORDINATION
AND CO-OPERATION
BETWEEN TRAINERS AND
TRAINEES.
 RECRUITMENT POLICY

DESIGNED TO ATTRACT AND IDENTIFY

HIGHLY ABLED STAFF ACCORDING TO
BUSINESS REQUSITES.
 IMPORTANCE
 CHOOSE WISELY AND TREAT WELL.
 MINIMUM STAFF TURNOVER.

ATTITUDE TOWARDS EXCELLENCE.

CUSTOMER SATISFATION HIGLY ESTEEMED

THROUGHOUT THE PROCESS.

EMPLOYEES SKILLS IDENTIFIED ACCORDING TO

JOB DESCRIPTION AND PERSON SATISFACTION.

PROPER SCOPE FOR THE GROWTH OF THE

EMPLOYEES.
 GENERAL PROCEDURE
 ONLINE APPLICATION PREFERABLE.
 PICK UP A PREPAID BUSINESS REPLY
CARD.
 AN INITIAL ONLINE PSYCHOMETRIC TEST.
 FIRST STAGE INTERVIEW.
 ON THE JOB EXPERIENCE(OJE) FOR TWO
DAYS.
 SELECTION BY THE MANNER THROUGH A
FINAL INTERVIEW AFTER SUCCESSFUL
COMPLETION OF OJE.
PROCESS

IT HAS 2 BASES :-
1. HOURLY-PAID

2. SALARIED POSITIONS
 HOURLY - PAID
 INDIVIDUALLY FILLED BY RESTAURANTS.
 ADVERTISEMENTS FOR VACANCIES.
 USAGE OF LOCAL JOB CENTRES, CAREERS
FAIRS AND LOCAL FACILITIES.
 SORTING AND INTERVIEW OF PROPER
APPLICANTS BY THE MANAGERS.
 YOUTH FORM 60% OF THE CREW
 BEHAVIOURIAL EVIDENCE IN THE
APPLICANT LIFE HISTORY IS LOOKED INTO.
 SELECTIONS ARE FACT BASED DECISIONS.
SALARIED - POSITIONS

 MORE THAN HALF OF SALARIED

POSITIONS ARE TAKEN UP BY DUELY
PROMOTED HOURLY PAID EMPLOYEES.
 REMAINDERS ARE PREDOMINANTLY
GRADUATES.
 SUCCESSFUL COMPLETION OF
MANAGEMENT ENTRANCE EXAM.
 APPOINTMENT
RATING OF APPLICANTS RESPONSES BY
THE MANAGER.
ELIGIBILITY CRITERIA :-
1. REQUIRED DOCUMENTS.
2. ELIGIBLE TO WORK IN U.K. IN LINE
WITH ASYLEM AND IMMIGRATION ACT
1996.
 INDUCTION POLICY
 JOB ROLE.
 FOOD, HYGIENE AND SAFETY.
 POLICIES AND PROCEDURES.
 ADMINISTRATION.
 BENEFITS.
 TRAINNING.
 NEW EMPLOYEES WILL ALSO MEET THE
TRAINER AND TOUR THE RESTAURANT.
TRAINING POLICY
THERE ARE 2 TYPES OF TRAINING POLICY :-

1. ON THE JOB TRAINING

2. ON GOING TRAINING
 ON THE JOB TRAINING

 STANDARDS AND EXPECTATION ARE SET OUT

DURING THE ORIENTATION PROGRAM.
 STRUCTURED DEVELOPMENT PROGRAM.
 OPERATION OF STATE OF ART, FOOD AND
SERVICE EQUIPMENTS.
 KNOWLEDGE OF OPERATIONAL SKILLS
REQUIRED FOR EACH OF THE WORK STATIONS
IN EACH RESTAURANT.
 MAJORITY OF TRAINING IS FLOOR BASED.
 THEY PRACTISE AS THEY LEARN.
 TIME SCALE FOR JOBS DEPENDS ON THEIR
BEING FULL TIME OR PART-TIME.
 CLASS ROOM BASED TRAINING SESSIONS.
 ON GOING TRAINING
 OBSERVATION CHECKLISTS.
 APPRAISAL GRADING.
 PRATICAL TRAINING IN RESTRAUNTS.
 REGULAR DEVELOPMENT DAYS.
 OPEN LEARNING DEVELOPMENT MODULES.
 INTENSIVESTRUCTURED TRAINING PROGRAM
FOR RESTAURANT MANAGEMENT.
MANAGEMENT DEVELOPMENT
CURRICULUM
 SHIFT MANAGEMENT
DEVELOPING TRAINING MANAGERS IN SKILLS AND TECHNIQUES.
 SYSTEMS MANAGEMENT
TARGETING SECOND ASSISTANTS AND NEWLY APPOINTIESFOR
DEVELOPING INDIVIDUAL TECHNIQUES.
 RESTAURANT LEADERSHIP
INTRODUCING MANAGERS TO THE KEY SKILLS NEEDED TO
BECOME EFFECTIVE RESTAURANT LEADERS.
 BUSINESS LEADERSHIP
FOCUSING MANAGERS TO DEVELOP A BUSINESS STRATEGY.
 CONCLUSION

“WHEN THE GOING GETS TOUGH, THE TOUGH GETS GOING”

ITIS UNDOUBTEDLY ONE OF THE BEST BRAND THE WORLD

OF FOOD CAN BOAST OF.
FULFILLMENT OF ORGANIZATIONAL GOAL HAS ALWAYS BEEN
A MAJOR PRIORITY.
POLICIES DESIGNED REFLECT THEIR ATTITUDE TOWARDS
EXCELLENCE.