History and strategy of the mcdonalds corporation


McDonalds Corporation is a world known chain of fast food restaurants. It was founded in 1940 in San Bernardino, California by brothers Dick and Mac McDonald. At that time it was small but successful restaurant. In 1954 it was discovered by Ray Kroc who was stunned by the effectiveness of brothers operation. Kroc wanted to create McDonalds restaurants all over the U.S. In 1955 he founded the McDonalds Corporation, and 5 years later bought the exclusive rights to the McDonalds name. McDonald's today is one of the largest and the best known global food service retailer with more than 30,000 restaurants in 121 countries serving 47 million customers each day.

McDonalds in Poland

There are 258 McDonald's restaurants in Poland. Taking into account the pace of development, Polish McDonalds belongs to the best one from over 100 countries where the company exist. First Polish restaurant was open 16 June 1992 in Warsaw. On the opening day was set a world record in the number of transactions, 45,000 customers have 13,304 contracts - this record has still not been beaten. McDonalds in Poland, employs more than 15.5 thousand employees.

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Polish personal is mostly very young men - average age at restaurants is about 22 years. For most employees work at McDonald's is the first work experience in their life. Thanks to its complex internal system of training, the company does not require from candidates experience in the catering industry.

McDonald's Poland offers each employee a wide advancement opportunities. A large part of the McDonalds office staff began her career in the restaurant, just as company management.

More than half of McDonald's Poland employees combines work with study � they are employed a part-time work. It is not uncommon that people after graduation decide to continue working at McDonald's.

Each McDonald's restaurant creates 50 - 70 new jobs. But McDonald's participation in the labor market is actually bigger. Each McDonald's restaurant also creates additional jobs in companies cooperating, such as construction companies, suppliers of raw materials, equipment and services.

HRM Strategy in McDonald�s

McDonald's is divided into five regions of the world, which are then divided into smaller regions. McDonalds is an international corporation so all decisions are taken from head office. But they differ over time to match the cultural differences of certain regions. McDonald�s strives to maintain the highest quality at every level that is why it is very careful with hiring workers. Therefore, the HR department works very efficiently to ensure that the best personnel is hired.

Today, many responsibilities such as recruitment and selection, training, performance appraisals are passed to the HR department. However, HR experts do not know the details of work as well as operating managers do. Information about job and their requirement are collecting through job analysis process. In MacDonald�s are defined standards on which employees are hired on the basis of their knowledge, skills and experience. For McDonald's people are the greatest asset of the company. Customer satisfaction depends on the attitudes and skills of employees so effectiveness and professionalism of staff is the best way to success.

Job positions are usually advertised in the restaurant. The history of the company's recruitment shows that this is the best method of hiring quality staff. McDonald's also benefits from the job offices, career fairs, or uses other external sources like advertisement in newspapers or on web sites.

Selection of employees is totally justified and based on criteria without any prejudice against gender, race, nationality, religion or age.

McDonald's introduces new employees into the company through a Welcome Meetings in which they must participate. These meetings are designed to give new employees an overview of the Company, including an employee's tasks, training in health and safety, polices of company, training, benefits. McDonalds provides thorough training for new employees who do not have any previous experience. Hiring people with no work experience also helps to adapt them to a separate culture of the organization.

McDonalds is a responsible company, who practice Equal Employment Opportunity laws and is an equal opportunity employer. There is no limit how far people can progress without any discrimination. McDonalds is a global company. They hire individuals people who brings with their own unique skills and qualities into the team. McDonald's offers managers solid diversity training like workshop which helps them how to take full advantage of what everybody brings to the company and how to encourage people at all levels of McDonald�s to bring their energy and creativity into the work environment.

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The most important performance appraisal methods practiced in McDonalds are graphical rating scale, and 360 degree feedback. The awards are based on the results of performance. It is foreseen an increase of 10% of salary, or 20% for best results at any time of year.

McDonald's benefits program is designed to attract, encourage, reward and retain talented people who provide the best results. It includes profit sharing, sabbaticals, educational assistance program, social activities and child care. McDonald's provides health insurance for workers employed on a full-time job.

Challenges in resourcing


McDonalds in Poland has 258 restaurants all around the country and employs more than 15 thousand people. In this company THE majority of people are young . According to the information we get from the company�s website they need very specified kind of people. They say that the person who want to became their worker has to be enthusiastic and willing to work. They need people who can work in group and who are benevolent towards other people. The worker should be responsible for the individual tasks but also for whole restaurant. The crew should be very well organised and work as a one body . McDonalds claim that they want people who want to stay with the company for a long period of time but also some seasonal or part-time workers.


To work in McDonalds there is no education or experience required. It is quite obvious because the salary is very low. The payment barely qualifies at a level of social minimum. They usually employ students who does not have big expectations towards their salary. The company�s politics also provides employment for teenagers but only for easier job like: helping the cashier, making drinks, cleaning toilets, giving balloons to the children and taking care of the green zone around restaurant. Lately they also decided to employ pensioners .

Levels& positions

There are two different ways to became a member of this huge company. First one does not augur success. This is the way from regular worker (blue shirt) through instructor (red shirt) to swing manager (white shirt) where the swing manager is the limit. If someone become trainee manager instead of the swing manager he can reach the higher levels as 2nd assistant, 1st assistant, director of the restaurant and at the end consultant. For more educated people there are better positions such as managers and directors McDonalds claims they want to promote them from the inside but it is definitely not true.

In McDonald�s advertisements on TV we hear that there is a straight path from the regular worker to the manager. It is not quite true. There is a different recruitment for these who want to be trainee managers from the beginning.


McDonalds avoid employing working people for the full time job. They mostly take them for 3 months trial on a part time basis. After this three months workers may or may not get a contract depending on their performance during the trial period. The working hours are very flexible generally the reason for that is that students who work there can not work many hours in the row. This is a big advantage because they can lower their cost but it also has downsides such as lack of profits on experience curve.

Hiring process

Person who want be employed has at first ask for a job in the McDonalds office or directly in the restaurant for the free post. Then he have to collect some documentation. Next is qualification talk with the director and after that he has to pass the medical test and BHP(security and hygiene in work place) exam both paid by the McDonalds and if everything is ok he became employer.

Retaining staff

The company politic is different for different kinds of workers depending on position they had. For the regular workers McDonalds prepared discount cards that entitles personnel to buy their products with almost 50% discount. There are also integration meetings provided by the �white collars� who tries to keep the good atmosphere at workplace. We know that the good environment at work improves satisfaction of the workers and that can only bring profit. Another thing, but it only take place in the richer restaurants, is organizing sports event for the crew such as swimming activities once a week or volleyball. There were also some football tournaments between restaurants.

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Other very important thing is flexible working hours that can fit everyone�s schedule. In the company where over half of workers are students this is very attractive option. The next but not less attractive option is that they pay for every full hour of work so if someone couldn�t be on work one they he can just call the manager and they will find someone to take his place.

As we know from survey of one journalist who worked there undercover, they don�t encourage people with higher education to work there as a regular worker. Furthermore they recommend not to take this work . From lots of opinions one fact emerged that working in McDonald�s is a �slave� job. There is no thinking, just doing burgers or clicking buttons like a machine and maybe that is the reason they don�t want people with higher expectations.

For these who seems to be very talented and important for the restaurant success such as the trainee managers, assistants, directors and consultants McDonalds has a lot of trainings that can improve their qualification. McDonalds claim that the more experienced staff is very valuable for the restaurant so they prepared several courses for these who want to stay in the restaurant for some longer part of their life. They call it �operational trainings� and it allows people to modern methods of managing. There are SMC(store management practicies), EMP(effective management practicies), RLP(restauranr leadership practicies), BLP(business leadership practicies). The first 3 are provided by MCDonalds Poland. The last one is on University of Hamburger in Monachium. McDonalds pay for these trainings but under one condition that the person who is sent for a study won�t change his job in 5 years time. Otherwise he is obligated to give back the money for the course.

The main reason for people to choose the job in McDonalds is that they think they can became a manager of the restaurant because that�s what they were told by the advertisements. On the adverts they say that there is possibility to became a manager after one year of working. When we called the McDonalds office to ask how long it can take to become a manager they responded that for managers there is a special requirement namely that managers must have previous managerial experience.

There are also some internal ways to keep the employee in the company such as bonus for being employee of the of the month.


McDonald should expand enlargement and job enrichment. Namely, a worker delegate additional responsibilities to nature here qualitatively different, more intellectual, associated with information processing, planning work, making decisions, taking over full responsibility. It will be a motivating factor, as an expression of confidence in the employee.

In the company should be more than one feedback session. McDonald should work most of the technique "Observation of Labor." Which should be one of the most commonly used research methods, although it is worth remembering that it is rather expensive and time consuming. It is based on observation of the tasks during their execution by the employees. Well suited for collecting data on both the general course of the work and its various aspects. For example, if we want to see how the process actually looks like a telephone customer service logistics company, it is best just to look at the job, at least for several hours. On this basis, one can draw first conclusions on the potential obstacles to forming a barrier in increasing levels of efficiency. For example, study "mystery shopper" helps ensure reliable and objective information about the quality of customer service business establishments by:

- Assess the level of customer service standards,

- Assess the level of customer service for the additional criteria set by the project,

- Evaluating the competence of personnel associated with establishing and maintaining contact with the customer;

- Identify strengths and areas for development.

Attracting and retaining employees is very important for business growth. Large companies are doing a lot today, not to lose good professionals The higher the position, the better recruiting.

The most important is to get people with experience. It is a well-qualified individuals who live within our workplaces. Who will want to stay in business longer than normal unskilled workers.

These recommendations may improve the company's image in the eyes of people seeking work and those who are already employed in the company.