The aim of the University of Hamburg in Hong Kong is to become the best talent training expert, and to promote the core functions and leadership functions of McDonald's, so as to realize the global mission of McDonald's-to become the favorite dining place and way for customers. All students of the University of Hamburg in Hong Kong study under the unique teaching mode and fully experience the spirit of "honor, study and laugh" of the University of Hamburg in Hong Kong.
In addition, McDonald's University in Hong Kong has formed professional academic alliances with many well-known universities such as Peking University, Tsinghua University and Hong Kong Polytechnic University. This form of direct docking between schools and enterprises has played a great role in training the company's professionals.
In addition to the internationally popular advanced management courses, there are some distinctive teaching modes in the course arrangement and form of Hamburg University. Therefore, McDonald's corporate culture will be more deeply rooted in the hearts of the people.
After all, McDonald's business is not only making hamburgers, but also people-oriented business; It is a career to create happy and enthusiastic employees and satisfy customers.
Training course evaluation
Different from other enterprises, McDonald's training takes place in real work, and it is not just a course. It emphasizes the importance of personnel strategy, actively implements the training plan, and combines the training of McDonald's with the dreams and expectations of the personnel themselves.
In the course of McDonald's University in Hamburg, Hong Kong, there is a course called "Dating Success", which aims to give executives the opportunity to share successful experiences and help the growth and cultivation of future business leaders.
The last one is "measurement". In the training of enterprises, it is a key problem to measure whether the training results are combined with the performance of enterprises. Therefore, McDonald's has a good training demand analysis, design the part that needs training, and must evaluate whether the training results can meet the needs of the organization.
The evaluation of training effect includes four levels, namely "reaction, knowledge, behavior and performance". McDonald's constantly strives to achieve these four ratings.
First: "reaction"
It is the reaction of everyone to the course after class. For example, the evaluation form is an evaluation method to collect feedback, which can be adjusted according to the needs of students.
Second: the lecturer's evaluation.
Each teacher's guidance skills will affect students' learning, so the teacher's explanation skills will be evaluated after each class. In terms of knowledge, the University of Hamburg also has exams, including pre-class entrance exams and in-class exams. The main purpose is to test how much knowledge the university has retained through these methods, so as to know whether the training content belongs to the delivery of the organization. In addition, the University of Hamburg attaches great importance to students' participation, and quantifies students' participation as an evaluation method, because when a student puts forward his study or shares it with everyone, we can know his knowledge level and make adjustments in daily courses to meet students' learning needs.
Third: "behavior"
Can what you learn in the course change your behavior at work and achieve better performance? McDonald's has a two-way survey. Before class, it will make some comments on the students' functions, and then ask his boss or supervisor to make an evaluation. After three months of training, it will make another evaluation. Because students have to go back and apply what they have learned, we will compare the changes before and after functional behavior to measure the results of training.
Fourth: "performance"
In terms of "grades", the implementation of after-school action plan has a certain relationship with grades. After each class, the student must set up his action plan and carry it out when he comes back. After implementation, his supervisor will evaluate him to ensure the combination of training and performance.
If McDonald's "people-oriented" values are brought into everyone's dining experience, if there is some interaction, some care and some feelings in the process of delivering services, better results will be achieved. This is the actual work of McDonald's "people-oriented" every day.
Extending the main value of McDonald's "people-oriented", McDonald's personnel development is to "teach values and skills that will be used for life."
McDonald's international training system covers the United States, Britain, Germany, Japan and Australia. There are 30 resident professors in the American Center alone, who have the ability of simultaneous translation in 27 languages, and so far there are 70,000 graduates.
Hamburg University is a veritable university and an international training center. They receive enterprises and restaurant managers from all over the world, and impart management experience and corporate culture to their franchisees and restaurant managers, so as to achieve consistency and consistency of products and services. By teaching all the theoretical knowledge and practical experience necessary to manage a restaurant, all employees of McDonald's can go to the United States at least once a year.
It is true that this system not only helps to improve the management level of employees, but also becomes one of the main attractive factors of McDonald's Group in France and even the world, attracting a large number of talented young people to join.