Mcdonald's human resouces strategy

MCDONALD’s HUMAN RESOURCES STRATEGY

Presentation Mcdonald’s

In the United States, fast-food sales in 2015 were $200 billion. The industry has grown enormously over the years. Sales in 1970 were $6 billion, compared to $200 billion in 2015. Industry is expected to grow at an annual rate of 2.5% over the next few years.

McDonald's is a multinational company with more than 32,737 fast foods under the McDonald's brand in 117 countries 2, including 1,193 in France and more than 12,000 in the United States. The company owns or has interests in other restaurant chains such as Aroma Café, Boston Market, Chipotle Mexican Grill, Donatos Pizza (since December 2003) and Pret A Manger.

Revenues for 2001 were $14.87 billion, with net income of $1.64 billion. Nearly one in eight employees in the United States has worked once in their lifetime at McDonald's.

Mcdonald’s earns revenues as an investors in properties,as franchiser and as an operator of restaurants. Only 15% of Mcdonald’s restaurants are owned and operated by Mcdonald’s corporation directly, The other are operated through variety of franchisee agreements and joint ventures. In addition to ordinary franchisee fees and marketing fees, Mcdonald’s also collect rent on the basis of sale.

The largest recruiter in France, McDonald's has about 1200 restaurants and more than 69,000 employees in France. It is one of the few companies to make television advertisements based on its human resources policy. Human resource management is very important in an organization because it affects the attitude and behaviour of its employees. In addition, leaders need to clearly communicate their visions, organizational values, objectives, priorities, strategies and performance indicators. They must also listen to their employees' reactions, complaints and fears about how the organization functions and changes. The Human Resources department believes that McDonald's social actions are also perceived by consumers to be of high quality and therefore have a direct impact on the economic outcome. They invest in polls in particular to make them more attractive.

Human resources principles of Mcdonald’s

Employability with work on the recognition of experience and training (VAE system) or the challenge of balancing our age pyramids because we currently have many young people. The teams that work well are those that combine very different profiles (juniors and seniors for example). The company values experience.

The quality of the work environment. Mcdonald's strives to have a strong social role and help our employees to live better both internally and outside the company. For example, we can offer injecting drug users as soon as they are hired, adapt the schedules of a mother's

family, take part in university tuition fees or a driving licence through the Branch Social Action Fund, which we provide on a very large scale.

Attractiveness or how to attract the talents of today and tomorrow. Mcdonald's has diversified profiles and a diverse customer base. Mcdonald's also seeks to differentiate itself from other job opportunities, including

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