Mcd Training

YOU DON’T HAVE TO BE AN MBA.. TO BE A PEOPLE MANAGER McDonald’s India – January 2012.

WHAT IS EXPECTED FROM PEOPLE MANAGER’S ? 

From their managers they are seeking respect and support. respect and value them (43%);  support them with career progression (36%);  trust them to get on with things (35%);  communicate well with them (34%).” 

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On the other hand, managers see regular feedback about performance (50%)  setting clear objectives (49%) as the most important behaviours.” 

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To sum it up, people see their role at work as part of a career – and managers see it as a job Institute of Leadership & Management

THE TALENT CHALLENGE 1.2 Billion People and 66% of Employers say Talent is Scarce

WE ARE GETTING YOUNGER.. YO!!

* Source: Census of India Projections and IMaCS Analysis

HIRING OVERVIEW-SECTORS

One of Top 4 Hiring Sectors *Research by ACHIEVE Global

INDIA EMPLOYABILITY: REALITY -

Student’s exposure is limited to the four walls of his school. -

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Theory Vs practical -

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Fantastic at IQ but EQ?

Literacy rate – 71% - but what is employability?? -

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Competition is key

English Skills and over qualification

Functional literacy -

1 in 4 engineers is considered employable

EDUCATION DISTRIBUTION

7

MCDONALD’S FUN, FLEXIBILITY AND FUTURE

MCDONALD’S : KEY FACTS

Key Facts • Over 70% percent of Senior Management in McDonald’s International is Internal • Jim Skinner – Worldwide CEO started as a crew • In over 30 countries including India McDonalds gets credits for the Training

MCDONALD’S INDIA : KEY FACTS

250 Restaurants with total 6000 Crew and Manager headcount

THE MCDONALD’S WAY 

Earn While you Learn - First job that allows people to polish key skills of Communication  Customer Interaction  Exposure to the industry  A chance to develop the soft skills of team work and inclusiveness 

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Teach people Skills for Life Learning Orientation  Desire to Lead 

OUR PEOPLE PHILOSOPHY

BUILDING PEOPLE MANAGERS SIMPLIFIED

Get

Employee Lifecycle

Gro w

Keep

GETRESTAURANTS ARE OUR TALENT PIPELINE 

An integrated program focusing on 

Flexible Day part Hiring 

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Early Exposure Hiring Part time

Competency based hiring Correct Orientation Focus on hiring from Colleges, Influence them Early

GET – CORPORATE OFFICE 

Corporate Office Almost 40% of our corporate staff started in the restaurants  Process for selection - Performance Development System 

Clear communicated Promotability Criteria  Talent calibrations  Feeder Pool 

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Cross functional movements 

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Early in career

External Hires Competency based interviewing by functional leads  Decision is functions – HR is enabler 

KEEP- ENGAGE, INVOLVE! 

Rewards and Recognition Programs- At the function level as well as at company level Ensure there is always parity in pay – benchmark not only industry but also where we hire from.  SOI Incentive, Employee of the month etc  Celebrate with them- Thanksgiving Week  Let’s Ketchup Awards 

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Flexibility for the line manager to innovate on Rewards and recognition programs. Stars Program  I Value U Cards 

KEEP – RECOGNISE TALENT

Global Singing Contest in 130 countries and 50000 contestants

GROW Build Skills for Life

GROW- AT ALL LEVELS 

Talent Management Identification of Key positions Building a robust leadership Pipeline Robust Learning Platform for growth across all functionsReal Estate, HR, Marketing, Strategy  Hi-Potential Identification and specialised investment   

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Training System   

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Continued Learning Options Training Approach changing with Times Learning is blended with shoulder to shoulder training, self study and classroom

International Training Compulsory Restaurant Managers and above

3 PRONGED APPROACH

On-floor Training

• Hands-on experience of things • Learn while you work

Off floor Training

• Training at store/function level • Study material & training tools

Classroom Training

• Extensive class room programs • High learning opportunities

Training Path

Growth Path

Restaurant Manager

MDP 3

First Assistant Manager

MDP 3

Second Assistant Manager

MDP 2

Trainee Manager

Floor Manager

MDP 1

Training Squad

CTDP

Trainee Floor Manager

Part Time Crew member CDP Part Time Trainee Crew member

SAMPLE TRAINING @ MANAGER LEVEL  People Practices  Understanding work environment and communication skills ;Understanding laws and policies ; Risk management, incident management and consultation  Documenting and investigating incidents  Counselling  Determining a training need ; The 6 step counselling process  Business Focus  Identifying line items on a P&L and what is included in each line item  Evaluating and analysing P&L issues ; P&L projections  Delivering through Personal Leadership  Using Stephen Covey's 7 Habits of Highly Effective People® to manage restaurant systems more effectively  Understanding People  Valuing the differences in people & exploring personal perceptions  Identifying behavioural styles and adaptation  Customer Satisfaction & Recovery  Customer service vs. customer delight  Customer feedback  Techniques for handling customer complaints and feedback  Creating Change  Understanding change & change management

TRAINING @ CORPORATE

WHAT ARE LINE MANAGERS TRAINED ON 

Values 

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Culture in team – reflects organisations culture   

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Custodian and role model of the McDonald’s Values

All Staff Meetings Department Meetings Open Door policy – eg. Chat corners, 7 days in restaurants every quarter

Their role as people managers – 

“Hard on Performance but Soft of people” – gain trust and respect

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Communication and coaching

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Hard calls are theirs and not HR

LEADERSHIP PIPELINE

Skill requirements: New competencies are required to execute new responsibilities Work values: What people believe is important and becomes the focus of their efforts; different sources of satisfaction are also available at each passage Time applications: Allocation of time shifts according to priorities

(Source: The Leadership Pipeline, 2001)

EVOLUTION OF TALENT MANAGEMENT AT MCDONALD’S 2007-12

Talent Management & Leadership Development – one of the CEO’s three top priorities

2006 

2005 2004 2003 

Accelerated Development Pilot

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Executive Development Workshops

$25

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AOW Accelerated Development

Talent Management Plan Framework

$32

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$34

McDonald’s Leadership Institute Global Leadership Development Program (GLDP) Talent Management Software (Limited)

$44

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TM Advisory Board Leadership competency model revised McDonald’s Values Accelerated Development redesign More rigorous assessment for Sr. Leadership roles Talent Management Leads established in all AOWs

$85

McD’s Stock Price

“We take the hamburger business more seriously than anyone else”. ~Ray Kroc