Training methods and labor management system of McDonald's employees

Employee training mode

The training methods of McDonald's employees are as follows:

First, monthly assessment and counseling.

Every month, the team leader will communicate with all managers, and the team leader will take the performance appraisal form for assessment. However, before filling out the form, if the management team has any opinions on the evaluation, they can negotiate with the manager first and communicate in two directions, but the purpose is limited to establishing the same values and counseling. The team leader will not modify the assessment results because of the employees' answers.

After a monthly assessment and individual conversations afterwards, colleagues in the management team can feel the degree of concern, thus stimulating their willingness to work and working hard for the next assessment.

Second, adopt diversified communication methods.

All employees in the mall have three main ways of communication:

(1) Meeting: The meeting is divided into 1. Attend the plenary session; 2. Management team meeting; 3. Team leadership meeting; 4. Receptionist meeting; 5. Training of trainers meeting; 6. Group meetings.

(2) temporary forum.

(3) Use bulletin boards.

Generally speaking, communication is face to face. In addition to performance evaluation, communication methods are often used for training and consultation. McDonald's stores also have various notebooks, such as waiter contact book, manager contact book, trainer contact book and so on. , can be used to write down business points at any time, and can also pass information to each other. The real significance of these communication channels in McDonald's lies in creating "resources * * *", and all employees hold a kind of * * * knowledge, thus promoting everyone's participation, cooperation and responsibility.

McDonald's Labor Management System

First, establish an overall labor management system.

There are an average of 60-80 workers in McDonald's stores, among which there are only a few full-time workers, which means that there are only 3-5 full-time employees in three shifts a day. Regular employees only work five days a week, and part-time employees have a "registration system", so the whole store may be managed by hourly workers during business hours.

In this case, it is necessary to use simple, standardized and professional working equipment, but it is more important to establish an "integrated labor management system" to make the short-term migrant workers' labor force play its greatest role in a short time.

If we want to introduce good quality hourly workers, we must bring these people into the concept of "workers" system in work management, and the performance of part-time jobs in the catering industry has not improved. There are three reasons for this:

(A lack of understanding of the timing system.

(2) Workbooks are not institutionalized.

(c) There is no complete timekeeper management system.

Because of this, there will be the disadvantage that hourly workers and monthly workers can't work in a unified way. This is also the reason why the catering industry has not been able to fully introduce timekeepers.

McDonald's has a slogan: "Any time, any place, anyone", not only for products, but also for manufacturing methods, sales management, quality and inventory management, health and safety management, labor management, customer management and so on. These have truly achieved the principle of "anytime, anywhere, anyone". The management of the whole store is actually entrusted to the timing manager with the lowest position in the management group. Therefore, all employees of McDonald's, whether full-time or part-time, have equal status and pay relatively equal on the premise of equal opportunities.

The motivation of part-time job can't be exerted during recruitment and admission. He will naturally improve his "willingness to work" through the process of education, training, assessment, reward and communication. With the willingness to work, he can naturally exert the strongest motivation.

Second, the basic consideration of recruiting and training employees McDonald's adopts group control, so all management rights related to recruitment, employment and even resignation are the responsibility of each store. As for the distribution of functions and powers of each store, it is entirely up to the center manager to decide. In his management team, the manager of the center manager chooses a planning manager, who should be very familiar with labor management and employment rules for migrant workers.

The first job of the planning manager is to make the "annual clerk recruitment plan". When recruiting and hiring people, the biggest consideration is to maintain "QSC", which is also the highest motto of McDonald's. There are several basic sources of personnel recruitment:

(a) migrant workers.

(2) Post posters outside the store and make pop.

(three) the files of retired personnel on record.

(four) to seek retirees' files in other stores.

(5) Posting posters in other shops.

(6) distributing leaflets.

(7) placing advertisements in newspapers.

(8) newspaper folder (DM).

(9) Visit the school.

(10) Employment Agency.

Three, in-depth implementation of the four steps of training

The four steps of training include four stages: preparation, explanation, implementation and post-evaluation

Preparation is the work before training, when, where, who, what and how to do it, that is to say, the application of 5W+ 1H in English learning. Then there is the explanation, but at this time it is not only oral explanation, but also rote the written provisions of the manual. Trainers should demonstrate by themselves and then do it again with interns. If there is something wrong or forgotten, the trainer will correct it and guide it repeatedly until it is completely correct, which also represents implementation. The post-evaluation work is for the trainer to observe from a distance. As long as there is nothing wrong with QSC, some details can be guided after all the work is completed.

Fourth, use working partners to strengthen training.

McDonald's usually adopts the "working partner" system to improve work efficiency. After the trainer explains some demonstration actions clearly, he asks the interns to follow them, and then the trainer will write the training situation of the interns in the remarks column of the training work checklist. These training lists not only represent the progress, but also record the problems in order to achieve the best training effect.

Trainers and interns cooperate with each other in training, whether they raise their hands or cast their feet, or even stay together at rest. This one-on-one teaching method is McDonald's "working partner" system. For McDonald's, this is also the best way to improve work efficiency.

Anyone who formally joins the ranks of McDonald's employees will begin a three-month on-the-job training for managers. After staying in the store for three months, I will go to the elementary class of Hamburg University for ten days, and then return to the store after graduation. At this time, the company will prepare the MDP management development plan manual. The content of MDP is a series of training manuals centered on specific activities and action goals. There are assignments for reading, discussing and practicing under the title of each subject, and then digest McDonald's textbooks.

These subjects include: talent management, equipment maintenance, energy management, income statement, etc. After mastering MDP, you can be promoted to the center manager.

Five, McDonald's Hamburg University

Many people know that McDonald's has a "Hamburg University" directly under it, but most people will ask: What does Hamburg University teach? In fact, most of McDonald's education and training pay special attention to OJT (on-the-job training), and occasionally there will be "off-the-job training". For example, the University of Hamburg in Japan offers two courses, one is BOC and the other is AOC. BOC is a basic operation course and AOC is an advanced operation course. The purpose of BOC is to teach managers the knowledge of production methods, production and quality management, sales management, operation and data management, profit management, etc., while AOC is used to train higher-level management talents. He focuses on arranging courses and imparting the knowledge needed to run a store with an average annual turnover of nearly 300 million yen. Its courses include QSC research, methods to improve profits, cognition of raw materials, maintenance of appliances, education and training, interpersonal relationship and service principles.