RECRUITMENT In Mcdonalds Pakistan

• 1. Human Resource Management

2. Human Resource Management RECRUITMENT INMCDONALDS 3. TABLE OF CONTENTS

• Introduction

• Recruiting Goals

• Factors that affect recruiting efforts

• Constraints on recruiting efforts

• Recruiting: a global perspective

• Recruiting sources

• Internal search

• External search

• Recruitment alternatives

4. RECRUITMENT

• It refers to the process of screening and selecting qualified people for a job at an organization or firm. It is a linking activity that brings together those with jobs to fill and those seeking jobs.

5. Human Resource Management HISTORY OF MCDONALDS

• The business began in 1940, with a restaurant opened by brother Dick and Mac McDonald in San Bernardino California.

• Their introduction of the speedy service system in 1948.

• McDonalds restaurants are found in 119 countries and serve nearly 47 million customers each day.

• McDonalds operates over 31000 restaurants worldwide, employing more than 1.5 million people.

6.

• September 1998, Lahore

• Operating in 6 major cities

• Network of 20 restaurants

• when you are green you are growing

Human Resource Management WELCOME TOMCDONALDS PAKISTAN 7. Human Resource Management McDonald's Pakistan

• McDonalds Pakistan is part of the Lakson Group of Companies, a leading business house in Pakistan.

• With a head office in Karachi and regional office in Lahore.

8. Human Resource Management to be our customers favorite place and way to eat with inspired people who delight each customer with unmatched quality service, cleanliness and value every time McDonald's Mission 9.

• Significant pool of candidates

• Diversity

• Encourage qualified candidates

• Discourage unqualified candidates

• Minimize the cost

Human Resource Management Recruiting goals 10. In McDonalds

• Quality recruitment

• Employees with core-competencies

• Addressing diversity in organization

11. Diversity

• The varied personal characteristics that makes the workplace heterogeneous. This can be along the dimensions of race, ethnicity, gender and sexual orientation.

12. In McDonalds

• 100% diversity is followed in McDonalds (ratio depends on market)

• No discrimination

• Worker diversity resulting in higher profits

13. Factors affecting recruiting efforts

• Size

• Employment conditions

• Working conditions

• Salary and benefit packages

• Skill shortages

14. In McDonalds

• Culture (flexibility, opportunity, equality and diversity)

• Its demographics and norms

15. Constraints on recruiting efforts

• The factors that can limit recruiting outcomes. Lets focus on five specific constraints:

• Organization image

• Job attractiveness

• Internal organizational policies

• Government employees

• Recruiting costs

16. Organizational image

• Poor image may limit its attraction to applicants. Engaging in practices that result in polluted environment, poor quality products and unsafe working conditions

17. In McDonalds

• Their overall image and local reputation as an employer is shaped daily by many factors:

• Benefits programs

• Compensation packages

• Fun working place

• Employee development programs

18. Job attractiveness

• Jobs should not be

• Boring

• Hazardous

• Anxiety creating

• Low paying

• Lacking in promotion

19. In McDonalds

• Respect and recognition

• Value and leadership behaviour

• Total compensation

• Learning, development and personal growth

• Resources to get the job done

20. Internal organizational policies

• promote from within where ever possible

21. In McDonalds

• McDonalds form policies according to the fluctuations in market and availability of applications.

22. Government influence

• An employee can no longer seek out preferred, individuals based on non-job related factors such as physical appearance, sex or religious background.

23. In McDonalds

• As per other MNCS McDonalds is also greatly affected by government intervention. Thus it also follows minimum wage law.

24. Recruiting cost

• Expensive

• Budget restrictions

25. In McDonalds

• Being a MNC McDonalds does not face recruiting cost as a constraint

26. Recruiting: a global perspective

• Home-country nationals

• Host-country nationals

• expatriates

27. In McDonalds

• There are currently no expatriates and home-country nationals working in McDonalds. But there are many host-country nationals serving McDonalds.

• McDonalds hire employees within the country it is working in.

28. Recruiting sources

• Some employers find it necessary to use several recruiting sources in order to generate a sufficient number of qualified applicants.

• Internal search

• External search

29. continue

• internal search:

• It is when the business looks to fill the vacancy from within its existing workforce.

• Employee referral

• A recommendation from a current employee regarding job applicant

30. In McDonalds

• Employee referralslower level

• Professional acquaintancehigher level

31. continue

• external search

• It is when the business looks to fill the vacancy from any suitable applicant outside the business

• Advertisements

• Employment agencies

• Schools, colleges and universities

• Professional organization

• Unsolicited applicants

• Cyberspace recruiting

32. Advertisement

• To attract employees advertisements must arouse hope or desire, they should have

• Prominent display

• Motivating content

• Proven outcomes

• Blind box-ads

33. Employment Agencies

• It is an organization which matches employers to employees. Three types of agencies come under this heading:

• Public or state employment agency

• Private employment agency

• Head hunters

34. Schools, Colleges and Universities

• May provide entry-level or experience workers through their placement services. May also help companies establish co-operative education assignments and internships.

35. Professional Organization

• Publish list of people for vacancies

• Placement services at meetings

• Control the supply of prospective applicant

36. Unsolicited Applicants

• When the company has no current openings, the applications can be kept on file for later needs. The number of unsolicited applicants depends on:

• Economic conditions

• The job seekers perception

37. Cyberspace Recruiting

• By adding a recruitment section to their website to recruit new employees which carries typical information such as:

• Employment advertisement

• Qualification sought

• Experience required

• Benefits provided

• Organization products

• Organization services

• Corporate philosophy

• Mission statement

38. In McDonalds

• External recruitment totally depends on demand of the organization

• Advertisement

• Cyberspace recruiting

• Schools, colleges and universities

• 70-75% employee hiring is done through online search

39. Recruiting alternatives

• Temporary help services

• Employee leasing

• Independent contractors

40. in McDonalds

• The part time and temporary workers are do hired by McDonalds as it saves money and increase the worker flexibility.

41. Human Resource Management Mission Statement: We value you, your growth and your contributions. McDonald's People Promise 42. Human Resource Management GM Real Estate DO CEO Country HR Manager GM Finance Country Production Manager GM Operations GM Equipment GM Marketing Training Consultant HR M Karachi HR M Lahore HR Coordinator HR Coordinator Op. Manager Op. Manager 1 stAsst 2 ndAsst 2 ndAsst FM FM FM FM Op. Consultant Op. Consultant Res. Manager Training Coordinator Asst. HR M 43. SWOT ANALYSIS 44. Strengths

• Strongest International Presence

• 120 Countries

• Brand Recognition

• Leader in Quick Service Food Industry

• Worlds Largest Burger Chain

• Over 30,000 Stores, $41 billion in sales

• Real-Estate Holdings

• Prime time high-traffic locations

• Have control over what to do with the land

• Easily Recognizable Product

• Big-Mac as Trademark

• Variety Sources of Income

• Franchise Rent and %-of-Sales

• Company-owned Restaurants

• Brand Portfolio of Restaurants

• Franchise Business Model

45. Weaknesses

• Customer Service Level

• Poor Marketing

• Not attentive to customers needs

• Failed of healthy menu/low fat products

• High Employee Turnover

• Nature of Industry at 300%

• Higher than Rivals

• Believed to be One of the Factors for Poor Service Rankings

• No Flexible Timings for employees

• Time hours

• Working environment

46. Opportunities

• Initial Public Offerings in Other Countries

• Success in US and Japan

• 120 countries

• Growth in Global Food Service Industry

• International Expansion

• Grow more than 200 billion

• Acquisition of Other Restaurants

• Diversifying Brand Portfolio

• Retail Sales of Merchandises

• McDonalds family characters

• License Agreements

47. Threats

• Health Conscious Consumer Trend

• increased consumption of fried food, junk food, and red meat

• Increased Competition from Various Industries

• Quick Service Restaurants Industries

• Non-Traditional outlets

• Value-Conscious Consumer Trend

• Demand Quality for Good Value for Price

• Saturation of fast-food Market

• Aggressive Expansion no longer an option

• Price War Business Practices

• Weak Economy attract value conscious consumers

• Hurt Profitability

48. Human Resource Management Benefits

• • • When employee joins the McDonald's management team, he 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.

• • • Vacation: Increased vacation time per years of service.

Mission Statement: We know we cant afford everything for every one but neither do we deny to any one. 49. Human Resource Management Benefits

• • • 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.

• • • Educational Assistance: McDonald's offersan educational assistance program for its employees.

50. Human Resource Management Benefits

• • • Social Activities:Enjoy a variety of activities with his team which could include an annual Convention, summer picnic or outing, Eid Party etc.

51. SUGGESTIONS AND RECCOMENDATIONS

• Provision for part-time employees

• One female manager must be in every branch

• Recruitment must be conducted for higher posts

• Selection process should be clear and transperant

• There should be more than one feedback session for improvement of performance of employees

52. COUNTRY HR EXECUTIVE SHUMAILA HAMEEDS MESSAGE

• People are hired on the basis of their personality traits (i.e. education, family, social class, style, experience, etc), but are fired due to character traits (i.e. dishonest, cheater, untruthful, corrupt, etc.)

53. THANKYOU