YOU DONT HAVE TO BE AN

MBA.. TO BE A PEOPLE
MANAGER
McDonalds India January 2012.
WHAT IS EXPECTED FROM PEOPLE
MANAGERS ?

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%).

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

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
*Research by ACHIEVE Global
One of Top 4 Hiring Sectors
INDIA EMPLOYABILITY: REALITY
- Students exposure is limited to the four walls of
his school.
- Competition is key

- Theory Vs practical
- Fantastic at IQ but EQ?

- Literacy rate 71% - but what is employability??
- English Skills and over qualification

- Functional literacy
- 1 in 4 engineers is considered employable


EDUCATION DISTRIBUTION
7
MCDONALDS
FUN, FLEXIBILITY AND FUTURE
MCDONALDS : KEY FACTS




Key Facts
Over 70% percent of Senior
Management in McDonalds
International is Internal

Jim Skinner Worldwide CEO
started as a crew

In over 30 countries including
India McDonalds gets credits for
the Training

MCDONALDS INDIA : KEY FACTS
250 Restaurants with total 6000
Crew and Manager headcount
THE MCDONALDS 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
Teach people Skills for Life
Learning Orientation
Desire to Lead

OUR PEOPLE PHILOSOPHY
BUILDING PEOPLE MANAGERS -
SIMPLIFIED
Employee
Lifecycle
Get
Keep
Gro
w

GET-
RESTAURANTS ARE OUR TALENT PIPELINE
An integrated program
focusing on
Flexible Day part Hiring-
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
Cross functional movements
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
Lets Ketchup Awards

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

Build
Skills
for Life
GROW
GROW- AT ALL LEVELS
Talent Management
Identification of Key positions
Building a robust leadership Pipeline
Robust Learning Platform for growth across all functions-
Real Estate, HR, Marketing, Strategy
Hi-Potential Identification and specialised investment

Training System
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
Hands-on experience of things
Learn while you work
On-floor
Training
Training at store/function level
Study material & training tools
Off floor
Training
Extensive class room programs
High learning opportunities
Classroom
Training
IMG_6275

Growth Path
Floor Manager
Trainee Manager
Second Assistant Manager
First Assistant Manager
Restaurant Manager
Training Squad
Part Time Crew member
Trainee Floor Manager
MDP 1
MDP 2


CDP
Training Path


CTDP
MDP 3
MDP 3
Part Time Trainee Crew member
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
SAMPLE TRAINING @ MANAGER LEVEL
TRAINING @ CORPORATE
WHAT ARE LINE MANAGERS TRAINED ON -
Values
Custodian and role model of the McDonalds Values

Culture in team reflects organisations culture
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

Communication and coaching

Hard calls are theirs and not HR

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
LEADERSHIP PIPELINE
(Source: The Leadership Pipeline, 2001)
EVOLUTION OF TALENT MANAGEMENT AT
MCDONALDS
Accelerated
Development Pilot
Executive
Development
Workshops
McDs
Stock
Price
$25
Talent
Management Plan
Framework
$32
AOW
Accelerated
Development
$34
McDonalds
Leadership
Institute
Global
Leadership
Development
Program
(GLDP)
Talent
Management
Software
(Limited)
$44
TM Advisory Board
Leadership
competency model
revised
McDonalds Values
Accelerated
Development
redesign
More rigorous
assessment for
Sr. Leadership roles
Talent Management
Leads established in
all AOWs

$85
2003
2004
2005
2006
2007-12 Talent Management
& Leadership
Development one
of the CEOs three
top priorities
We take the hamburger business
more seriously than anyone else.
~Ray Kroc