McDonald's pays the most attention to three qualities when recruiting talents.
-Interview with Ms. Chen Qinghui, General Manager of Shanghai McDonald's
Our reporter Yan Junrong
Ms Lynn Tan joined Singapore McDonald's Company in 1980, and in 1992 helped to establish the world's largest McDonald's restaurant-Beijing Wangfujing Restaurant. 1999, won the highest honor award of McDonald's in the world "President Award"; 200 1 promoted to senior operation director of Hubei McDonald's; In 2002, he became the general manager of Beijing McDonald's Food Co., Ltd.; In 2004, she became the general manager of Shanghai McDonald's Food Co., Ltd. With rich experience and unremitting efforts, Ms. Chen Qinghui has made positive contributions to the growth of local managers in operation, finance and marketing, and is an excellent manager in McDonald's "big family".
What kind of talents does McDonald's favor?
At present, McDonald's has opened more than 600 chain restaurants in China. With the rapid development of McDonald's in China, a large number of outstanding talents are needed to join, especially in the operation department (restaurant), human resources department, finance department, marketing department, real estate department, engineering equipment department, purchasing department, information service department and other departments, and a large number of positions have been filled. So, what kind of talents does McDonald's favor? In this regard, Chen Qinghui said that McDonald's attaches the most importance to the following qualities when recruiting talents:
-enthusiastic working attitude
For those who want to join the McDonald's family, Chen Qinghui's requirements on behalf of the company are: "enthusiasm, openness, active concern for customer needs, and recognition of McDonald's corporate culture."
At present, McDonald's has opened more than 600 chain restaurants in China, and nearly 50,000 employees and 6,000 restaurant managers are working hard. They are a group of passionate employees, face to face with customers in the restaurant every day, busy and happy. Because they love this job, this enthusiasm has given them a steady stream of work motivation. Some people joked that there was ketchup in the blood of McDonald's employees. Indeed, without this enthusiastic working attitude, it is impossible to adapt to the fast-paced and high-intensity work in the service industry.
-Full working capacity
When recruiting talents, McDonald's doesn't particularly respect people with good educational background and working experience in big companies. Compared with these conditions, McDonald's pays more attention to personal values, understanding of service concept, practical work ability and other comprehensive abilities. In the process of talent selection, more attention will be paid to his previous work experience, and he will be arranged to work in a restaurant for three days to inspect his work and fully understand the candidate.
-Good team spirit
McDonald's especially favors employees with team spirit. Chen Qinghui explained: "In the restaurant environment, team spirit is very important. Providing quality service to customers is the pursuit of McDonald's. In order to provide good service, employees must have good interpersonal communication skills. And the age span of McDonald's employees is very large, from 18 to 45 years old. Only when employees learn to trust each other, cooperate with each other, get along well and unite as one, can they finish their work better. "
What development opportunities does McDonald's offer?
Although McDonald's is a well-known multinational company, many job seekers' understanding of it is mostly limited to the golden arch and delicious hamburgers, but they don't know much about what development opportunities McDonald's can provide. In this regard, Chen Qinghui said: For McDonald's, talent is the biggest resource. McDonald's cherishes the growth and contribution of every employee and actively creates opportunities for learning and personal growth for employees, which are embodied in the following two aspects:
-Plenty of training opportunities
McDonald's attaches great importance to employee training and has invested a lot of energy and financial resources in this respect. Take the Shanghai company as an example. In 2004, the company invested about 6.5438+0.5 million yuan in employee training and employee motivation. According to statistics, the birth of a McDonald's restaurant manager needs more than 450 hours of training, and enterprises need to invest at least 1 10,000 yuan, including training in operation management at McDonald's training center and sending it to Hamburg University in Hong Kong for professional training. For employees in different positions, McDonald's has different training programs to help them become all-round talents.
In addition, McDonald's also provides many incentive activities for employees. For managers such as store managers and deputy managers, they regularly attend McDonald's annual meetings at home and abroad to improve themselves through exchanges. For employees, McDonald's holds an all-star game every year, and organizes restaurant employees to participate in skill competitions to improve themselves during the activities. In 2004, McDonald's sent 15 champion employees from China to Athens to participate in McDonald's Athens Olympic service team. Every quarter, the company will also hold various employee activities, such as outings and gift auctions. These incentive activities provide a broad development space for McDonald's employees, so that they can increase their knowledge and improve themselves, and at the same time help to maintain a stronger enthusiasm for work.
-Perfect salary system
McDonald's has two principles in terms of employee compensation and benefits. First, to maintain the competitiveness of wages in the market, which includes conducting wage surveys at least once a year; More importantly, McDonald's advocates employees to increase their income through work performance and performance. McDonald's is paid according to performance, and the annual performance appraisal is linked to salary. McDonald's is the market leader in performance evaluation. The company conducts performance evaluation once a year and discusses its work performance with employees. The evaluation adopts five evaluation grades: excellent, excellent, good and in need of improvement. Not satisfied (not satisfied? Factory). Employees whose work performance is rated as "good" or above will be considered for salary increase or reward. For employees with unsatisfactory performance, the company has a performance improvement plan (PIP). Through PIP program, McDonald's actively helps employees whose work performance needs improvement or dissatisfaction to overcome objective difficulties, improve working methods, improve work efficiency and reduce mistakes. Such a salary system can provide a positive working atmosphere for employees, and employees can constantly put pressure on themselves and then constantly improve themselves.
What is the working environment of McDonald's?
There is a saying in management that corporate culture determines corporate personality, and corporate personality controls the development space of employees. So now job seekers not only pay attention to hardware factors such as salary and position, but also start to pay attention to software factors such as corporate culture, working environment and working atmosphere. So, what kind of working environment does the famous McDonald's have? In this regard, Chen Qinghui summed it up as "equality, openness and positive communication".
In McDonald's, everyone is equal and all employees are called by their first names, aiming at creating a relaxed working atmosphere. In addition, McDonald's implements an "open door policy" to encourage employees to actively communicate. If employees have questions and suggestions, they can communicate in different ways at any time. Employees' suggestions are very important for McDonald's success and future development.
In order to make the open door policy a mere formality, McDonald's has many specific measures: for example, employees can communicate with the restaurant manager or general manager at a specific time on the communication day, and of course, daily communication at any time is also an effective way of communication; Symposium, there will be some small informal discussions between management or work partners to discuss some opinions, suggestions and problems; The staff meeting held at least once every three months is another channel for employees to communicate with management; Office staff meeting, where the company transmits relevant information such as operation, market situation and company policies to office staff; The restaurant staff meeting is an important channel for the restaurant management team to publicize the company's relevant policies, solve employees' difficulties, adopt employees' suggestions and commend the advanced.
Through these channels, employees can communicate with managers and work partners unimpeded, which is conducive to employees' timely understanding of McDonald's, and the working state of "knowing ourselves and knowing ourselves" can make employees' work more handy.
How McDonald's treats job-hopping employees
Job hopping has always been a controversial topic in the workplace. Employees believe that job-hopping is conducive to better development, so enterprises should be generous; However, many enterprises feel headache and are unwilling to contribute to the cultivation of talents. So, what does McDonald's think about this? Chen Qinghui showed his attitude with a smile: "McDonald's is happy to train talents."
It is understood that at present, the turnover rate of McDonald's China employees (mainly restaurant service personnel) is about 50%, and that of managers (mainly restaurant managers) is about 10%. Chen Qinghui thinks that such a wastage rate is acceptable to us. Even in the United States, the turnover rate of service personnel is close to 50%. People who leave the restaurant may be because they haven't made a decision to choose a job, and they regard working in the restaurant as a transition. We understand this very well and still regard those employees who have left their jobs as our friends.
Chen Qinghui said: On the other hand, McDonald's has also contributed a lot of talents to society. At present, when many enterprises recruit employees, if they have McDonald's work experience, they have a greater chance of admission, which means that the training and growth opportunities we give employees are recognized by the society. Shanghai McDonald's was awarded the youth trainee base by the government, and it is the only catering enterprise among the first batch of 40 qualified enterprises. McDonald's is willing to train talents for the society and become an excellent corporate citizen who serves the society.
Chen qinghui
skill
-Development opportunities are more important.
Salary has always been an important indicator for job seekers, but Chen Qinghui believes that there is still a problem that needs more attention from job seekers: tomorrow, the day after tomorrow, or five years, 10 years later, do you still have room for development in the enterprise? Now some young people are too impatient, but they don't know that a good company is the base for learning. If you are willing to study, you will gain more.
-Waiting is also a kind of growth.
In McDonald's, most managers should start with employees. For most young people, such a waiting process seems too long. In this regard, Chen Qinghui said: "I have worked in McDonald's for more than 20 years. I started as an ordinary employee and learned how to manage a company through promotion and transfer in different positions. Now I am the general manager of the Shanghai company. In McDonald's, opportunities belong to those who are willing to work hard. 2 years as a store manager and 20 years as a general manager. The length of promotion depends on personal efforts and how high you demand yourself. McDonald's doesn't let you stick to a position for five years or 10 years, but let you get different experiences and gains in different positions. Therefore, young people should not be eager for success, but should actively exercise, work hard and improve their abilities in order to gain something. "