Mcdonald's Management Strategy

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About McDonald’s
McDonald's is an American hamburger and fast food restaurant chain. It was founded in 1940 as a barbecue restaurant operated by Richard and Maurice McDonald. In 1948, they reorganized their business as a hamburger stand, using production line principles. Today, McDonald's is one of the world's largest restaurant chains, serving approximately 68 million customers daily in 119 countries across approximately 36,615 outlets.[6] McDonald's primarily sells hamburgers, cheeseburgers, chicken products, French fries, breakfast items, soft drinks, milkshakes, and desserts.

An Iconic Brand,
Moving Toward the Future
MISSION:
At McDonald’s, we’re proud of the way we’re creating an experience to remember: reaching customers wherever they
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It is the link between HRM and strategic goals and objective in order to improve business performance and develop organizational culture that foster innovation and flexibility. According to Ansoff "The success or failure of strategic planning is determined by a number of components which include the environment, organization structure and strategic decision making. When these three components are properly matched, the performance of any organization is…show more content…
Guest, M. Patterson & Best practice model.
Only Harvard Framework was briefly explained here as it matches McDonald’s strategic human resources management.
The Harvard Framework:
1. Floor/Restaurant managers accept more responsibilities for ensuring the alignment of competitive strategy and personal policies. 2. Personnel has the mission of setting policies that govern how personnel activities are developed and implemented in ways that make them more mutually reinforcing .
The Model Framework HR policies areas: It is proposed that medium to long-term consequences both benefits and costs of human resource policies should be evaluated at three levels: 1) Individual 2) Organizational 3) Societal. These in turn should be analyzed using the four C’s or HR policies that have to be achieved, which are as follows: Commitment Congruence Competence Cost effectiveness

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