McDonald's doesn't need so-called "genius" because "genius" can't stay. Everyone who succeeds in McDonald's should start from scratch, work hard and make French fries and hamburgers, which is the only way for McDonald's to succeed. This is unacceptable to those young people who are unwilling to start from small things and are full of ambitions. But they must understand that McDonald's invites the most suitable talents and people who are willing to work hard. Starting from scratch is a necessary condition for the success of this industry.
In McDonald's restaurant, most waitresses are ordinary-looking, and you can also see young people and old people. Different from other companies, the diversity of talents is a major feature of McDonald's. McDonald's employees are not from one side, but from different channels. The talent combination of McDonald's is family-style. Old people can tell their experiences to young people, and at the same time they can be driven by the vitality of young people. So the people invited by McDonald's are not all college students, but everyone. McDonald's doesn't pay attention to whether employees are beautiful or not, but only cares that she is responsible for her work, treats people warmly and makes customers feel at home. If she is just a useless vase, it is impossible to stay in McDonald's.
2. There is no probation period.
The probation period of general enterprises is 3 months, and some even 6 months, but 3 days is enough for McDonald's. The recruitment of McDonald's is first interviewed by the human resources department, and then by various functional departments. If it is suitable, please come to the store for three days, and these three days are also paid. McDonald's has no probation period, but it has a long-term assessment goal. Examination, you don't have to do anything. McDonald's has a 360-degree evaluation system, which is to let people around you evaluate an employee: How do your colleagues feel about you? How does your boss feel about you? Take this as an important criterion for evaluating employees.
Standardization of training mode
McDonald's staff training also has a set of standardized management mode, and all McDonald's managers should learn the basic working procedures of employees. Training begins from the first day when new employees join McDonald's. Unlike some enterprises that choose training courses, new employees of McDonald's go to work directly. Each new employee is led by an old employee and trained one-on-one until the new employee can operate independently in this position. More importantly, as a new employee of McDonald's, he will train while working in his daily work from the beginning, and implement the golden rule of McDonald's Q. S.C&V in the integration of work and training. Quality, service, cleanliness and value are quality, service, cleanliness and value respectively. This is the way McDonald's trains new employees. In their view, learning to use it is better than learning to use it. In the integration of work and training, corporate culture is gradually integrated into the daily behavior of every McDonald's employee.
3. Promotion opportunities are fair and reasonable.
In McDonald's, promotion is fair and reasonable for everyone. People who adapt quickly and have strong ability can quickly master the technology at all stages, so as to be promoted faster. If the interview is successful, you must first be a trainee manager for 4-6 months, during which you will devote yourself to various grass-roots work in the restaurant as an ordinary employee, such as French fries and making hamburgers. , and participate in BOC course (basic operation course) training. After examination, the trainee manager can be promoted to deputy manager, responsible for the daily operation of the restaurant. After that, I will also attend the training of BMC (Basic Management Course) and IOC (Intermediate Management Course). After these trainings, I can independently undertake some management work such as ordering, reception and training in the restaurant. The second assistant manager with excellent performance will be evaluated by the training department and the operation department after completing the IOC course training. After passing the examination, he will be promoted to the first assistant manager, that is, the assistant restaurant manager.
In the future, all their training will be completed by the University of Hamburg in the United States and overseas. The University of Hamburg is equipped with advanced teaching equipment and experienced professors with McDonald's management knowledge, and provides two courses of training, one is the basic operation lecture course; The other is the Advanced Operation Workshop (AOC). Hamburg University in Chicago, USA is the training center for McDonald's restaurant managers and important employees around the world. In addition, McDonald's has established a number of Hamburg universities in Hong Kong and other places, which are responsible for the training of important employees around the world. After a talented young man is promoted to restaurant manager, McDonald's still provides him with broad development space. After the next stage of training, they will become representatives of the head office to subordinate enterprises and become "diplomats of McDonald's Company". Its main responsibility is to travel back and forth between McDonald's company and its subordinate restaurants to communicate and transmit information. At the same time, the operation manager also shoulders the important mission of organizing training and providing suggestions, and becomes the plenipotentiary representative of the head office in this area.
4. Training becomes an incentive.
McDonald's training philosophy is: training is to let employees develop as soon as possible. Managers of McDonald's should start from grass-roots employees and rise to the level of restaurant managers, so they should know how to cultivate their own teams, so as to continuously build their own teams. The general manager of McDonald's company will give a performance appraisal to the department manager every three months. At the beginning of the assessment, you must first set your work objectives, two of which must be written into the objectives, that is, how to train your subordinates-when to finish the course, and clearly tell the department manager that you must train someone who can take your place before you have a chance to get promoted. A truly practical principle of McDonald's is that no one can be promoted if the successor is not trained in advance. Because McDonald's managers at all levels will spend considerable intelligence and time to train successors, McDonald's has become a big classroom for discovering and cultivating talents, and it has also made McDonald's flourish in the competition.