Presented By: Syed Rehan M. Asad Iqbal M. Usman Irum Rashid
(09-Arid-668) (09-Arid-635) (09-Arid-642) (09-Arid-620)
TABLE OF CONTENTS
Introduction
History
Mission Statement
Objective
Vision
Strategic Management
Organizational Organization al Structure
Human Resource Management(HRM)
INTRODUCTION
Founded
: 1955 by Ray Kroc
Headquarters Headquarte rs
: Oak Brook,Illinoi Brook,Illinois,USA s,USA
Number of locations
: 31,000+ worldwide
Products
: Fast food
Employees
:5,00,000
HISTORY HISTOR Y OF MCDONALDS M CDONALDS The business began in 1940, with a restaurant opened by brother Dick and Mac McDonald in San Bernardino California. Their introduction of the ³speedy ³speed y 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.
OBJECTIVE ³To satisfy the internal customers because they are the window to the external customers.´ customers. ´
VISION McD cDon onal ald' d's s visi vision on is is to be be the the best best and and leading fast food provider around the globe .
MISSION STATEMENT McDonald's brand mission is to be our customers' favorite place and way to eat, and improve our operations to provide the most delicious fast food that meet our custom cus tomers ers'' exp expect ectati ations ons..
WELCOME
TO MCDONALD¶S PAKISTAN Se Sept ptem embe berr 19 1998 98,, La Laho hore re Op Oper erat atin ing g in 6 maj major or cit citie ies s Ne Netw twor ork k of of 20 20 res resta taur uran ants ts McDon McDonal ald¶s d¶s Pak Pakist istan an is par partt of of the the Laks Lakson on Group of Companies, a leading business house in Pakistan.
With
a head office in Karachi and regional office in Lahore.
ORGANIZATION CULTURE Respect and Recognition: Every employee is consistently treated with dignity and respect. All employees are valued and recognized for their contributio c ontribution n to the organization.
Values and Leadership Behaviors: Every employee is a leader who listens and communicates openly and honestly and every employee acts in the interest of all other people who contribute to the success of the business, including customers, owner, and suppliers.
«continue Total Compensation: To recognize the people part in the business success, the Pay and Rewards program follows a Pay-for-Performance philosophy, the better results produced by employees, the greater pay opportunities.
Learning, Development and Personal Growth: Employees have the opportunity to advance in skill, sk ill, contribution and career level through high-quality training, coaching and feedback.
Resources to Get the Job Done: It is ensured that a comfortable comf ortable place to work with access to the materials, equipment and information has been provided to do the job.
ORGANIZATION STRUCTURE McDon McDonald ald¶s ¶s ope operat rates es in in more more tha than n 100 100 coun countri tries es and is organized into a geographical structure with five key segments: (1)McDonald¶s (1)McDonald ¶s USA U SA (2)McDonald¶s (2)McDonald ¶s Europe (3)McDonald¶s (3)McDonald ¶s AMEA( Asia, Middle East & Africa) (4)McDonald¶s (4)McDonald ¶s Latin America Am erica (5)McDonald¶s International
Human Resource Management (HRM)
Recruiting goals Si Sign gnif ific ican antt poo pooll of of can candi dida date tes s Diversity En Enco cour urag age e qua qualilifi fied ed ca cand ndid idat ates es Di Disc scou oura rage ge unq unqua ualilifi fied ed cand candid idat ates es Minimize th the cost
«In
McDonalds
Qu Qual aliity re rec cru ruit itm men entt Em Empl ploy oyee ees s with with corecore-co comp mpet eten enci cies es Ad Addre dressi ssing ng div divers ersity ity in org organi anizat zation ion
Factors affecting recruiting efforts Size Em Empl ploy oyme ment nt co cond ndit itio ions ns
Working
conditions
Sa Sala lary ry an and d be bene nefi fitt pa pack ckag ages es Skill short rta ages
«In
McDonalds
Culture Culture (fl (flexi exibil bility ity,, opportu opportunit nity y, equali equality ty and diversity) It Its s dem demog ogra raph phic ics s and and no norm rms s
Organizational image Poor image may limit its attraction to applicants. Engaging Engaging in practices that result in polluted environment, poor quality products and unsafe working conditions
«In
McDonalds
Their overall image and local reputation as an employer is shaped daily by many factors: Benefi fitts pr programs Co Comp mpen ensa sati tion on pa pack ckag ages es Fun work rkiing pl place Em Empl ploy oyee ee deve develo lopm pmen entt pro progr gram ams s
Job attractiveness Jobs should not be Boring Hazardous Anxiety cre rea ating Low paying Lac acki king ng in pro prom moti tion on
«In
McDonalds
Re Resp spec ectt an and d re reco cogn gnit itio ion n Va Valu lue e and and le lead ader ersh ship ip be beha havi viou our r Tota tall co com mpen ens sat atio ion n Lear Learni ning ng,, deve develo lopm pmen entt and and perso persona nall growth Re Reso sour urce ces s to to get get th the e job job don done e
Training Consultant
Training Coordinator
GM Marketing
GM Equipment
GM Operations
CEO
DO
FM Op. Manager Op. Manager
Op. Consultant Op. Consultant
1st Res. Manager Asst
GM Finance HR M Karachi HR M Lahore
GM Real Estate
FM
2nd Asst
FM FM
Country Production Manager
Country HR Manager
2nd Asst
Asst. HR M
HR Coordinator HR Coordinator
Human Resource Management
SWOT ANALYSIS
Strengths Brand Recognition
Leader in Quick Service Food Industry
World·s Largest Burger Chain Over 30,000 Stores, $41 billion in sales
Strongest International Presence
120 Countries
Real-Estate Holdings
Prime time high-traffic locations Have control over what to do with the land
Easily Recognizab Recognizable le Product
Big-Mac as Trademark
Variety Sources of Income
Franchise ² Rent and %-of-Sales Franchise %-of-Sales Company-owned Restaurants Brand Portfolio of Restaurants
Franchise Business Model
Weaknesses Customer Service Level
No Flexible Timings for employees
Time hours Working environment
Poor Marketing
Not attentive to customer·s needs Failed of healthy menu/low fat f at products
High Employee Turnover
Nature of Industry at 300% Higher than Rivals Believed to be One of the Factors for Poor Service Rankings
Opportunities Growth in Global Food Service Industry
International Expansion Grow more than 200 billion
Initial Public Offerings in Other Countries
Success in US and Japan 120 countries
Acquisition of Other Restaurants
Diversifying Brand Portfolio
Retail Sales of Merchand Merchandises ises
McDonald·s family characters License Agreements
Threats Increased Competition Competition from Various Industries
Quick Service Restaurants Industries Non-Traditional outlets
Health Conscious Consumer Trend
increased consumption of fried food, junk food, and red meat
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 ² attract attract value conscious consumers consumers Hurt Profitability
THANKYOU««
