McDonald’s
Employees
Handbook 2022
* NURUL QAMARINA NADHRAH BINTI MOHD NIZAM
(SMK22030049)
* AMNA BINTI MAHAMAD YUSUB
(SMK22030032)
* MUHAMMAD IKRAM ARIFIN BIN AMRUN
(SMK22030034)
* AUDRY UMANG ANAK JERRY
(SMK22030019)
AGENDA
1)
*Span of control for Mcdonald Company
*Authority and responsibility for Mcdonald
*Chain of command for Mcdonald
2)
*8 types of planning
*Impact to the decision making process in Mcdonald when
government has changed some of the rules and regulation in
business.
3)
* Human recource department in Mcdonald how to conduct
the orientation, training, and performance management
system.
* Selection Process and Method used to select employee
* How To Conduct the Orientation & Training after Pandemic
Covid-19
*Training
* Performance management system
MANAGEMENT (Mcdonald)
1)Span of control for Mcdonald company
Span of Control means the number of subordinates that can be managed
efficiently and effectively by a superior in an organization. McDonald suggests
how the relations are designed between a superior and a subordinate in an
organization. Often in hr (human resources) when analysing Mc Donald company
will try to calculate the everage spans of control in Mc Donald organization.
There are two types of span of control. Narrow span of control, which refers to
the traditional way of seeing managers as having only a few subordinates at
McDonald’s the span of control of the manager is narrow. The span of control
refers to the number of subordinates working under the supervisor. So if there are
five subordinates working under the supervisor or manager, the span of control is
five.
If the span of control is narrow there are certain advantages (Jenkins and
Tessa, 2000). One of the merits is that there is tight control over subordinates and
the manager is able to closely supervise the daily operations resulting in better
co-ordination. Managers have time to think and plan and they are not burdened
with too many problems. A narrow span of control reduces delegation and
managers are able to do more work. The organizational structure in this case is
tall as opposed to flat. Wide span of control occurs when one manager supervises
many employees. Most big firms use wide span of control because it requires less
operating costs. Theorists are of the opinion that tall organisation structures are
inefficient, despite the advantage of a narrow span of control (Robbins, Stephen
P, 2007). One can learn to use leadership approaches to develop high-performing
teams and individuals at McDonalds. Team leaders were aware of the importance
of team building and used suitable tools and techniques to help teams reach their
full potential.
Authority and responsibility for Mcdonald
In order to get things done in McDonald’s,management has authority to
give orders to the McDonald’semployees of cause with this authority
comesresponsibility. The responsibility can be traced back from performance and
it is therefore necessary to make agreements about this.The branch McDonald’s
managerhas full authority to give orders to the employees. The sources of
authority are as follows for Mc Donald are coercive power. It is derived from one
person’s ability to instill fear in another person and is based on the subordinate’s
expectation that punishment will be met for not agreeing or complying with
superior orders or beliefs. The others sources of authority is expert power. It is
the power of knowledge, skills and expertise in certain fields. Since superiors
possess these knowledge, subordinates desire and fulfill their directions.
Physicians, lawyers and university professors can have a great influence on others
as they are respected for their specialized knowledge.
Responsibility is the task assigned by managers to subordinates. It means
an ethical commitment to do the work assigned. A person who does some work
has a responsibility to do it. It is the obligation to complete the work assigned. It
is the duty or task that a person is assigned to perform. “Responsibility is the
obligation of a person to carry out the assigned tasks to the best of his ability. The
responsibility of employees Mc Donald are It is the responsibility of a person to
complete the work assigned to him.It cannot be delegated. Even where a superior
representative gives authority to perform certain functions, he remains
responsible to his superiors for those tasks.It should be appreciated with authority.
Lack of equality between authority and responsibility will not achieve desired
results.
It flows from the bottom to the top. Each is responsible for his or her
superior to carry out the tasks assigned to the subordinate.It can be qualitative or
quantitative in nature. Preferably, responsibility should be fixed in quantitative
terms as it helps to frame the standards of performance against which
performance can be measured,
Chain of command for Mcdonald
McDonalds has in ascending order; Crew Member. Standard worker, earns
pretty basic pay, takes orders from everyone else and might dish out some of their
own to other crew members if needed. Crew Trainer. This term is bullshit, Crew
Trainers do not teach crew enough to be called that. Most of the time, Crew
Members will train other Crew Members. Moreover,Assistant Managers.
Essentially an apprentice in management. They operate like managers but over
less stuff and will need Managers to assist them in their duties. They’re learning
the craft essentially. Managers. Near top of a local store, these guys give all the
orders and tell everyone what needs to be done and how. Others, Store Manager.
The big boss of the store, acts mostly as another Manager but has authoritative
powers over other Managers. There is only one Store Manager. Store Owner. The
person who owns the store itself, who purchased it. Anytime they come in, it’s a
special event. Extra hard work, uniforms straight, etc. Anything the store owner
says, goes. Nobody is to refuse them.
2) 8 types of planning
1) Strategic plan - Apply to entire organization
2) Tactical plan - Specify the details of how the overall goalsare to be achieved
3) Specific plans - plans that are clearly defined and leave no room for
interpretation
4) Directional plans - flexible plans that set out general guidelines and provide
focus, yet allow discretion in implementation
5) Single-use plan - a one time plan specifically designed to meet the need of
unique situation.
6) Standing plan - ongoing plans that providen guidance for activities performed
repeatly
7) Short term plans -plans with times frames of one year or less
8)Long term plans - plans with times frames extending beyond three years
Impact to the decision making process in Mcdonald when government has
changed some of the rules and regulation in business.
Organizations are under tremendous pressure to achieve instant results in
a rapidly changing world. This needs strategic management because every
available resource must be maximised in order to reach the organization's
purpose.
There is a huge need for strategic leadership to handle these conditions and
priorities in order to manage an ever-increasing demand for organisational
effectiveness. It is critical for any ongoing firm to implement strategies through
successful leaders.
True strategic leadership entails assuming responsibility for both the
present and the future. Gaining a deeper grasp of company conditions, the
environment, and leading indicators that identify new trends and scenarios that
may occur is a fundamental goal of strategic leadership. Leadership styles can
vary depending on the situation, such as dictatorial, democratic, and charismatic.
A good strategic management team with strong leadership qualities is necessary
in any organisation. For the organization's success, these two must be in parallel
positions.
Furthermore, in Mcdonald's, every employee is involved in the decision-
making process. Employees must play to their strengths and offer suggestions on
how to delegate work within the team. The management places a higher value on
teamwork than on doing things alone. McDonald's group allows ideas to flow
freely and be addressed openly, allowing them to achieve their goal. This benefits
the corporation in two ways: individual targets are met while the organization's
overarching goal is met.
The conclusion is, McDonald's is very successful in providing value to its
employees by operating in a democratic manner. Despite the fact that this
technique may highlight differences in viewpoints, it ultimately leads to a
consensus. The management and leadership style of McDonald's can be
transferred to other organisations where managers and employees can quickly
understand the situation and respond properly. Leadership and strategic
management are intricately interwoven. Without successful strategic decisions,
leadership cannot function and achieve the organization's ultimate aim.
3. Human recource department in Mcdonald how to conduct the orientation,
training, and performance management system.
In relation to the transition to endemic phase, there are many diploma
gradute student are jobless and did not get a job that did not match with their
courses. To have a relevant qualifications to do online marketing tasks, we should
hire diploma or degree graduate student especially digital marketing students.
They can give new knowledge to old employees and can develop new ideas in a
company if we take diploma or degree graduates. Then, we will not use the same
method every year and can provide changes that can have a big impact on each
company.If we prioritize those having extensive marketing experience, company
will create a great challenge because with a combination of ideas from those who
are new with those who have extensive knowledge we can produce high quality
projects. As Mc Donold’s HR , we prioritize those who are highly skilled in
marketing because this can develop our company and be able to compete with
other companies that are on par with Mc Donald's
We need provide a program of study while working for SPM graduates for
those who do not yet have a direction to continue their studies. The program can
help them to determine their future easily and train existing employees in training
students according to the correct SOC. So this can prevent their negligence in
working and improve their discipline in working. Nowadays, there are also
employees who are dissatisfied to work with the company due to unsatisfactory
work environment and lack of existing facilities. To impress them, we can create
a form to review their willingness to work with the company. This can make it
easier for the company to provide the necessities while working to give a
comfortable environment for them. With the existence of social media such as
tiktok, instagram, facebook and others, they will definitely share the benefits of
working with a company. This can attract the attention of public by encouraging
them to work with the Mc Donald’s.
For those who work from home, we can provide facilities that can help them in
working such as laptops and allowances. This can reduce their burden in spending
large sums of money to buy a new laptop and help reduce their electricity bills.
we can provide the same comfort in the workplace as in the office to give equal
justice to all employees. This can increase employee morale in work and provide
maximum level of satisfaction.
Selection Process and Method used to select employee
McDonald's menu options
The McDonald's selection varies depending on the type of job you want to do for
the company. For example, if you want to work as a restaurant manager, the
process takes about four to eight weeks and consists of a four-step procedure:
1) Applying for a job online
2) Questionnaire de sonality et
3) On-the-job assessment (O JE)
4) Alternative viewpoints
The online form asks for personal details, two references, educational
history, and short answers to six competency questions, such as "What attracts
to you about Restaurant Management and what traits appeal to you?"Are you
suitable for the position?" or "Which of your previous employment have you
enjoyed the best and why?"The personality questionnaire is the second step, in
which candidates are asked to complete a personality test in order to assess their
personal values and suitability for the role. Its primary focus is on leadership
characteristics and the ability to work well in a group.The third and final episode
is titled "On-the-Job Evaluation (OJE)".It is a one-day evaluation in which
candidates do a variety of duties on the shop floor.
For the first portion, candidates work as part of a restaurant staff, learning
about customer service, cash handling,equipment maintenance, food hygiene, and
health.as well as safety Later on, candidates will learn about addressing
complaints and shift management. Candidates are monitored as they participate
in a series of graded exercises to solve a variety of problems.Finally, the fourth
episode is a behind-the-scenes look at an operations manager.This could include
school and work experience, motivation to join the company, and basic
competencies.It's also an opportunity for candidates to ask questions regarding
the position and their future potentia. Once the assessment process is completed,
the company usually contacts individuals who have been out of work for 10 day.
How To Conduct the Orientation & Training after Pandemic Covid-19
Set the stage for a future-focused onboarding experience
Employers must rethink their approaches to employee engagement across an
increasingly diverse and distributed workforce if they want to attract new talent
— particularly fresh graduates — to this new paradigm. What should businesses
focus on right now to guarantee that new workers adjust quickly to their new roles
and feel supported in a rapidly changing environment? How can businesses keep
a new generation of workers on board for the long haul? Creating a positive
onboarding experience starts with :
a) Management
b) Mentoring
c) Welllbeing
d) Culture
e) Technology and training.
a) Management
Managers and executives will learn how to effectively engage teams in a
hybrid/flexible work environment. Managers must be deliberate and consistent in
assisting new hires in adjusting to the organization's existing dynamics.
Concentrate on improving management's empathy, listening, responsiveness,
creative problem-solving, transparency, and flexibility.Rewrite the performance
management handbook.Take a step back and reconsider what is expected of
employees in a virtual/hybrid environment. Employees will need to learn abilities
for thriving in the new normal in addition to accomplishing business goals. Self-
management and interpersonal communication are among the "hot" talents in the
post-pandemic workplace, according to the World Economic Forum.
b) Mentoring
Give supervisors the ability to set aside time for mentoring. Regular,
regular one-on-one check-ins are essential for ensuring that new recruits are on
track and for managers and staff to get to know one another better.For onboarding
and peer-to-peer mentoring, implement a "buddy system." Within the first few
weeks, this invites the new employees' coworkers into the circle and builds early
social bonds.Form mentorship networks or learning communities. According to
our Flexible Work and Rewards Survey, two-thirds of firms have established or
plan to construct virtual channels for their remote staff to communicate and
cooperate more efficiently.Form mentorship networks or learning communities.
c) Wellbeing
Recognize the particular human problems that new hires face. According
to GBAS, all new recruits, especially young professionals, seek help with stress,
anxiety, and mental health difficulties, while older workers want assurances about
their health and retirement benefits. Ensure that new employees are well-
informed about how the company can meet their specific needs, and that these
services are easily accessible.Get a new perspective on inclusion and diversity
(I&D). Organizations seeking to employ for diversity must first assess and rectify
any existing gaps in knowledge, experience, or procedure, such as unconscious
prejudice and pay equity challenges. Sincere efforts speak volumes and leave a
lasting impression on new employees, especially in this day and age when
mistakes can have a significant influence on employee engagement and business
reputation. Employee resource groups (ERGs) may require new charters, purpose
expansions, or a greater focus on real-world issues
d) Culture
Make onboarding a priority
It's a two-way street when it comes to culture fit. The initial few days and weeks
of a new hire's employment can leave a lasting effect on them, either encouraging
or discouraging them to stay.Storytelling is a great way to get people interested
in your company.What better approach to energise new hires for the journey
ahead than to tell them a story? The listener is invited into moments of time that
highlight the type of organisation they've joined and how they might fit into that
world through storytelling.
e) Technology
Allow technology to handle the administrative heaviness. Imagine being a
new employee on your first day and being able to access a digital experience that
walks you through your first few steps at the company. This is especially useful
in large businesses with a plethora of documentation, expertise, and processes
that new workers are unlikely to be able to manage on their own. Take a fresh
look at how you've set up your virtual resources. Do they make it possible for a
newcomer to become productive right away?.Simplify the learning process to
ensure that new staff are fully onboarded as quickly as possible. Invest in a
comprehensive learning and development strategy for employees' continual
progress, and use online training to support upskilling and reskilling
programmes.For real-time insights, make the most of employee listening tools
According to the Reopening the Workplace: Health, Safety, and Wellbeing
Survey and Assessment, 52 percent of employers will adapt existing tools and 16
percent will introduce new tools to enhance employee listening activities. Aside
from convenience, modern survey tools provide companies with practical insights
and best practises for creating high-quality employee experiences.
Retrofitting your current onboarding programme to meet the new job challenges
is a short-term solution that won't help you achieve your long-term goals after the
epidemic. Employee retention and engagement necessitate a deliberate, long-term
effort that begins on day one. Take the effort now to create an excellent
onboarding experience for new employees that reflects and builds on the new
environment and, as a result, improves the organisational culture.
Training
We must appoint those who have the desire to work and are responsible for
what work is taken. By appointing responsible employees, we can produce
employees who do not burden others and the company itself. The goal of an
employee should be to achieve success in a company by build a good team and
working together in developing a given project. By training experienced
instructors, they are able to share their experiences with each other and exchange
ideas with each other in an assignment. Mcdonald requires a high evaluation in a
training because this can produce quality employees and can produce the best
work. McDonald's must determine the purpose of the training so that the
objectives are achieved in accordance with the requirements that are determined
to avoid making bad mistakes.
Performance management system
The fundamental purpose of McDonalds Corporation's performance
appraisal system is to control performance. McDonald's management must study
the reasons of performance problems, direct manager and employee attention to
those causes, build action plans and empower workers to find solutions, and use
performance-focused communication to monitor and enhance their employees'
performance. Individual managers will have their own methods of managing
employees, which is critical in determining individual performance and assisting
them in being satisfied and able to grow their talents. Most people who are in
charge of evaluating and monitoring the performance of others have some level
of authority and are likely managers.
Each McDonald's manager will use his or her own personal preferences in
dealing with the employees under him or her, and if they can establish an informal
one-on-one relationship that includes assisting others in becoming happier at
work or discussing ways to improve or develop, this will be beneficial to all
parties involved. Others who are not functioning as well as they should may
require guidance or assistance in completing their jobs. The way a manager goes
about their job can have a big impact on whether or not employees perform well,
and his or her management techniques are crucial in this process. The ideal way
to assess and measure worker performance is for the manager to do observations
on staff and then skill fully assist with the problem or provide advise as needed.
The manager should be aware of his employees' needs and when they may require
assistance.
McDonalds do promote Crew Members to hourly paid management
positions where they have the responsibility for shift running within the
restaurant. The training begins within the restaurants with a Shift
Management Development Programme and development days which cover
areas. On completion of a management entrance test, staffs will attend a training
session held through the Training Department before returning to the company in
position of management. McDonald's does promote Crew Members to hourly
paid management roles where they are in charge of the restaurant's shift
operations. The training begins in the restaurants with a Shift Management
Development Program and development days covering various topics. After
passing a management entrance exam, employees will attend a training session
hosted by the Training Department before returning to the company in a
management role.
REFERENCE
Authority and Responsibility - Principles of Management Legal PaathShala by
Shala
https://legalpaathshala.com/authority-and-responsibility/
Cross-sector collaboration shaping Corporate Social Responsibility best practice
within the mining industry by McDonald & Young
https://www.sciencedirect.com/science/article/abs/pii/S0959652612003010
Decision Making Process At McDonald's Corporation, by Unknown
http://research-topics.blogspot.com/2011/10/decision-making-process-at-
mcdonalds.html
Mc Donald's recruitment and selection process - McDonald's Recruitment and
Selection Process by Alex Sangiorgi
https://www.studocu.com/en-gb/document/university-of-salford/human-
resource-management/mc-donalds-recruitment-and-selection-process/2050486
Impact of Decision Making at McDonalds, by Ltd
https://www.ukessays.com/essays/business/impact-of-decision-making-in-
organisations-like-mcdonalds-business-essay.php
How employee onboarding will change in a post-pandemic hybrid workplace,
by Jason Steward
https://www.wtwco.com/en-CA/Insights/2021/03/how-employee-onboarding-
will-change-in-a-post-pandemic-hybrid-workplace
How to Prepare Your Employees for a Post-COVID Return to the Workplace by
Catherine Tansey
https://www.zenefits.com/workest/how-to-prepare-your-employees-for-a-
return-to-workplace/