McDonald's human resource management has a set of standardized management mode, which is distinctive and unique.

No Genius and Vase

McDonald's doesn't need so-called "genius" because "genius" can't be kept. People who succeed in McDonald's have to start from scratch, work hard, make French fries and hamburgers, which is the only way to succeed in McDonald's. This is unacceptable to those young people who are unwilling to start from small things and are full of ambitions. However, they must understand that McDonald's invites the most suitable talents, who are willing to work hard, and starting from scratch is the necessary condition for success in this industry. In McDonald's restaurants, waitresses are mostly ordinary in appearance, and you can also see both young and old people. Different from other companies, the diversity of talents is a major feature of McDonald's. McDonald's employees don't come from one side, but invite people from different channels. The talent combination of McDonald's is family-style. Older people can tell their experiences to younger people, and at the same time they can be driven by the vitality of young people. Therefore, the people invited by McDonald's are not all college students, but everyone. McDonald's doesn't pay attention to whether the employees are beautiful, but only cares that she is responsible for her work, treats people warmly and makes customers feel at home. It is impossible to stay in McDonald's if she is just a useless vase.

There is no probation period

Generally, the probation period for enterprises is 3 months, and some even 6 months, but 3 days is enough for McDonald's. The recruitment of McDonald's is first interviewed by the human resources department, and then interviewed by various functional departments. If appropriate, please come to the store to work for 3 days, and you will also be paid for these 3 days. McDonald's doesn't have a probation period, but it has a long-term assessment goal. Assessment, you don't have to do anything. McDonald's has a 361-degree evaluation system, which is to let people around you evaluate an employee: How do your colleagues feel about you? How does your boss feel about you? Take this as an important criterion for evaluating employees.

standardization of training mode

McDonald's staff training also has a set of standardized management mode, and all McDonald's managers should learn the basic working procedures of employees. Training From the first day when a new employee joins McDonald's, unlike some enterprises that choose training courses, new employees of McDonald's go directly to work. Each new employee is led by an old employee and trained one-on-one until the new employee can operate independently in this position. It is particularly important that, as a new employee of McDonald's, from the beginning of entering the store, he will train while working in his daily routine, and implement the golden rule of McDonald's Q. S.C&V in the integration of work and training. Q. S.C&V are Quality, Service, cleanliness and Value respectively. This is the way McDonald's trains new employees. In their view, it is better to use it while learning than to use it after learning. In the integration of work and training, the corporate culture is gradually integrated into the daily behavior of every McDonald's employee.

Fair and reasonable promotion opportunities

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In McDonald's, promotion is fair and reasonable for everyone. People with quick adaptation and strong ability can quickly master the technology at all stages, and thus get promoted faster. Those who have passed the interview must first be trainee managers for 4-6 months, during which they will devote themselves to various grass-roots jobs in the restaurant as ordinary employees, such as French fries, making hamburgers, etc., and participate in BOC course (basic operation course) training. After examination, the trainee manager can be promoted to the second assistant manager to be responsible for the daily operation of the restaurant. After that, I will also take part in BMC (Basic Management Course) and IOC (Intermediate Management Course) training. After these trainings, I can independently undertake some management work such as ordering, reception and training of restaurants. The second assistant manager with excellent performance will be assessed by the training department and the operation department after completing the IOC course training. After passing the assessment, he will be promoted to the first assistant manager, that is, the assistant of the restaurant manager. In the future, all their training will be completed by the University of Hamburg located in the United States and overseas. The University of Hamburg is equipped with advanced teaching equipment and experienced professors with McDonald's management knowledge, and provides two courses of training, one is the basic operation lecture course; The other is Advanced Operation Workshop (AOC). The University of Hamburg in Chicago, USA, is a training center for McDonald's restaurant managers and important staff from all over the world. In addition, McDonald's has established a number of Hamburg universities in Hong Kong and other places to be responsible for the training of important staff from all over the world. After a talented young man is promoted to restaurant manager, McDonald's still provides him with broad development space. After the next stage of training, they will become the representatives of the head office to its subordinate enterprises and become "diplomats of McDonald's Company". Its main responsibility is to travel back and forth between McDonald's company and its subordinate restaurants, and to communicate and transmit information. At the same time, the operation manager also shoulders important missions such as organizing training and providing suggestions, and becomes the plenipotentiary representative of the head office in this area.

training becomes an incentive

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McDonald's training philosophy is: training is to make employees develop as soon as possible. Mcdonald's managers should start from the grass-roots staff and rise to the level of restaurant manager, so they should know how to train their own teams, so as to constantly build their own teams. The general manager of McDonald's company will give the department manager a performance appraisal every three months. At the beginning of the appraisal, you should first set the work objectives, two of which must be written into the objectives, that is, how to train your subordinates-when will the courses be completed, and clearly tell the department manager that you must train someone who can take your place before you have a chance to be promoted. It is a truly practical principle of McDonald's that no one can be promoted if his successor is not trained in advance. Because the managers of McDonald's at all levels will spend considerable intelligence and time on training their heirs, McDonald's has become a big classroom for discovering and cultivating talents, and has made McDonald's prosperous in the competition.