• Presented By:

Syed Rehan (09-Arid-668) M. Asad Iqbal (09-Arid-635) M. Usman (09-Arid-642) Irum Rashid (09-Arid-620)

TABLE OF CONTENTS

Introduction History Mission Statement Objective Vision Strategic Management Organizational Structure Human Resource Management(HRM)

INTRODUCTION

• Founded : 1955 by Ray Kroc• Headquarters : Oak Brook,Illinois,USA• Number of locations : 31,000+ worldwide• Products : Fast food

• Employees :5,00,000

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.

OBJECTIVE

• “To satisfy the internal customers because they are the window to the external customers.”

VISION

• McDonald's vision is to be the best 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

customers' expectations.

WELCOME TO MCDONALD’S PAKISTAN

• September 1998, Lahore

• Operating in 6 major cities

• Network of 20 restaurants

• McDonald’s 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.

ORGANIZATION CULTURE

• Respect and Recognition: Every employee is consistently treated with dignity and respect. All employees are valued and recognized for their contribution 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, contribution and career level through high-quality training, coaching and feedback.

• Resources to Get the Job Done:

It is ensured that a comfortable place to work with

access to the materials, equipment and information

has been provided to do the job.

ORGANIZATION STRUCTURE

• McDonald’s operates in more than 100 countries and is organized into a geographical structure with five key segments:

(1)McDonald’s USA

(2)McDonald’s Europe

(3)McDonald’s AMEA( Asia, Middle East & Africa)

(4)McDonald’s Latin America

(5)McDonald’s International

Human Resource Management

(HRM)

Recruiting goals

• Significant pool of candidates

• Diversity

• Encourage qualified candidates

• Discourage unqualified candidates

• Minimize the cost

…In McDonalds

• Quality recruitment

• Employees with core-competencies

• Addressing diversity in organization

Factors affecting recruiting efforts

• Size

• Employment conditions

• Working conditions

• Salary and benefit packages

• Skill shortages

…In McDonalds

• Culture (flexibility, opportunity, equality and diversity)

• Its demographics and norms

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

…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

Job attractiveness

Jobs should not be

• Boring

• Hazardous

• Anxiety creating

• Low paying

• Lacking in promotion

…In McDonalds

• Respect and recognition

• Value and leadership behaviour

• Total compensation

• Learning, development and personal growth

• Resources to get the job done

Human Resource Management

GMReal Estate

DOCEO

CountryHRManager

GMFinance

CountryProduction Manager

GMOperations

GMEquipment

GMMarketing

TrainingConsultant

HR MKarachi

HR MLahore

HRCoordinator

HR Coordinator

Op.Manager

Op.Manager

1st Asst

2nd Asst

2nd Asst

FM

FM

FM

FM

Op.Consultant

Op.Consultant

Res.Manager

TrainingCoordinator

Asst.HR M

SWOT ANALYSIS

Strengths

•Strongest International Presence•120 Countries

•Brand Recognition

•Leader in Quick Service Food Industry•World’s 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

Weaknesses

•Customer Service Level

•Poor Marketing

•Not attentive to customer’s 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

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•McDonald’s family characters•License Agreements

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

THANKYOU……