Human Resources Management-McDonalds

McDonalds has taught me how to solve problems and work at a fast pace while delivering good standard food to satisfy customers’ needs. I have gained a good understanding how the business is run by talking to my business manager. At work I am in a viewpoint team, which is a problem solving team. The viewpoint team is for employees that have problems at work. The employees will come and talk to the viewpoint team to discuss their issues, then we have regular meetings with the business manager to resolve these problems and stop them from happening in the future. Being in the viewpoint team at McDonalds allows me to gain teamwork and leadership skills. I am also currently going through the process of getting promoted to crew trainer. The crew trainer role will help me develop my skills further, as a crew trainer I will be providing mentoring and support to the crew members in the restaurant on a daily basis.

McDonald's has an operations and training manual specifying how everything should look, be used, be done, even how the employees should greet customers. The strict regimentation creates uniform products and gives the company a huge amount of power over their employees. According to Schlosser, "The management no longer depends upon the talents or skills of it workers - those things are built into the operating system and machines." With this, workers are more easily and cheaply replaced.

For McDonalds to achieve their mission statement they will have to create some internal strategies to help push for perfection. Strong training is one strategy that McDonald’s uses for overall success. McDonald’s has one of the Worlds best training with hands on skills development, teaching employees time management, teamwork, and customer service/ communication skills. McDonald’s ability to offer opportunity is another internal strategy they produce. McDonalds allows for many opportunities within the company for advancement. A large percentage of managers and franchisees within McDonalds all started at one point or another as McDonald’s Crewmembers. “67% of managers and 50% of franchisees” (McDonald’s Canada, 2015) started in entry-level jobs and worked their way up; this shows McDonald’s can offer plenty of opportunity. The last strategy is McDonald’s likes

Within food service industry, corporation of McDonald operates its restaurants and supply products to most of its restaurants working independently- possessed by its distribution centers thus approved by company. At these privately owned restaurants employees are well trained thus providing efficient customer services. Further McDonald has well developed

Etzioni states that working at McDonald’s provides no education or benefits to its employees. He believes that McDonald’s fails to offer discipline, individuality, or creativity due to the franchise’s pre-made food and elementary tasks. Etzioni further suggests that fast-food related jobs provide no educational benefits and result in poor academic performance.

McDonald’s offers a wide variety of employee benefits to ensure they keep outstanding employees. These benefits also allow McDonald’s to compete with other organizations and make they more appealing to someone looking for a career. McDonald’s also recognizes employees with awards such as the President’s Award and Circle of Excellence Award to top performers. Depending on eligibility McDonald’s offers the use of a company car covering the cost of insurance and repair (McDonald’s, 2011).

To stop McDonalds from taking the life out of teenagers, Managers should be put back into place like they were back in the day. Money should be managed better by the teenagers themselves and parents should help their child if he/she is struggling with their spending habits, while work hours for each teenager should be reduced in order provide them enough time each week to help them keep up in school work. It seems like every year McDonalds is faced with a hard task of trying to keep their customers happy. Several studies have shown how disgusting their food is while they have also shown how unsanitary their franchises have become in certain locations. Now they are faced with keeping their employees happy. McDonalds is starting to meet their match and I think it’s only a matter of time before they call it

“McDonald's brand mission is to be our customers' favorite place and way to eat and drink. Our worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience – People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers' experience”. [1]

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

McDonald’s national hiring day was only one day which they received thousands of application from people in the United States and they were trying to hire 50,000 new people. Crew and management positions were the types of jobs McDonald’s were seeking for. There are 14,000 McDonald’s in the Unites States and the company stated that one of the reasons to hire so many people in one day was to increase the workforce so more of its restaurants could stay open 24 hours a day. (Censky, 2011) Another goal for McDonald’s innovative idea was to promote the image of a job in McDonald’s (Mc Job) as something positive and

McDonalds’ employees are similar as they too want good hours, a fair workload, and an equal pay for the amount of time and effort they put into their work. They also want the chance for a promotion or at least more money for staying with them, otherwise they will either call their union or quit; this has influenced

During the start of the McDonald’s company, the McDonald’s Brothers had revolutionized the restaurant business through the idea of self-service. “Imagine — No Carhops — No Waitresses — No Dishwashers — No Bus Boys…,” they’d say (Schlosser 20). As a result of the new Speedee Service System, McDonald’s had never been in better shape. Ray Kroc, amazed by this, expanded the model all across the United States, increasing McDonald’s popularity. Apart from that, the creation of institutions like Hamburger University also solidify the service standards each restaurant should maintain. Hamburger University trained thousands of workers yearly, passing along “a common McDonald’s language” and “a common McDonald’s culture (Schlosser 31).” Through this, Ray Kroc created a single standard in which their service should be executed. This could make up for the lack of employee involvement in the new self-service model. McDonald’s was slowly becoming a beloved family name. The service prompted many families to stop by frequently, which boosted the idea of selling the brand to kids, perfecting McDonald’s marketing tool, and raising overall sales. Ray Kroc was closer to achieving his perfect business

M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD

McDonald’s has combined Taylor’s, Weber’s, and Fayol’s theories picking out some of the components that best fit their mission. These components include Taylor’s supervision practices, emphasis on efficient specific tasks, and employee placement practices, which represent the mechanistic organization theory. Weber’s hierarchical authority structure, merit based promotion principles, and impersonal management practices. In addition to, Fayol’s bureaucratic management style that stresses planning, organizing and coordinating. Common principles among these three theories like the shared belief in the division of labor, order, and extensive policies are part of McDonald’s management style. In essence, McDonald’s has gathered the components it believed would allow them to accomplish

The McDonalds Corporation’s strong internal workings also serve as benefits. In 2005, Fortune Magazine listed McDonald's as the "Best Place to Work for Minorities." McDonalds also invests more than $1 billion annually in training its staff, and every year more than 250,000 employees graduate from McDonald's specialized training facility called Hamburger University [4]. McDonalds also offers scholarships and opportunities to earn college credits for their employees who are still in school [5]. Internally McDonalds also has high standards for food safety regulations. While this might not be more to avoid lawsuits than to take care of their customers, McDonalds claims to go above and beyond national regulation to bring its customers a clean and health dining experience [5].