Talent Management
Running Head: McDonald’s Case Study 1
Assignment 1: McDonald’s Case Study
By
Shandra Mack
Ethics and Advocacy for HR Professionals
HRM 532
Professor Damaris Garrett
1. Outline the talent management program that led to success for the company. McDonald’s has incorporated a framework entitled “Plan to Win” and has adapted five major components: (1) People, (2) Place, (3) Product, (4) Promotion and (5) Price. The goal for this framework is to promote effective business strategy along with global business. These five components have strengthened the company’s talent management system to secure a whole-base business strategy of satisfaction from the customer, to the employee to headquarters. As the talent management system has been restructured, McDonald’s has especially taken interest in supporting the organization’s goal of meeting the global leadership of the business. To do so, they have implemented five key initiatives: (1) the redesign of the performance development system, (2) introduction of the talent review process for all officer-level positions, (3) the development and roll-out of a series of accelerated development programs beginning with the Leaders at potential individuals for officer level positions (4) the introduction of the McDonald’s Leadership Institute; and (5) the design and launch of the Global Leadership Development Program. The first initiative expounded on the expansion of rating performance and potential because senior management’s sense of continual successful would embrace a culture of entitlement. A stronger sense of urgency on the accountability of results, increased performance differentiation and consideration to change and innovation restructures the first initiative. The second initiative resulted from the recognition of business reduction and the increase of global competition. Surveyed questions were asked to corporate leaders and senior management
Assignment 1: McDonald’s Case Study
By
Shandra Mack
Ethics and Advocacy for HR Professionals
HRM 532
Professor Damaris Garrett
1. Outline the talent management program that led to success for the company. McDonald’s has incorporated a framework entitled “Plan to Win” and has adapted five major components: (1) People, (2) Place, (3) Product, (4) Promotion and (5) Price. The goal for this framework is to promote effective business strategy along with global business. These five components have strengthened the company’s talent management system to secure a whole-base business strategy of satisfaction from the customer, to the employee to headquarters. As the talent management system has been restructured, McDonald’s has especially taken interest in supporting the organization’s goal of meeting the global leadership of the business. To do so, they have implemented five key initiatives: (1) the redesign of the performance development system, (2) introduction of the talent review process for all officer-level positions, (3) the development and roll-out of a series of accelerated development programs beginning with the Leaders at potential individuals for officer level positions (4) the introduction of the McDonald’s Leadership Institute; and (5) the design and launch of the Global Leadership Development Program. The first initiative expounded on the expansion of rating performance and potential because senior management’s sense of continual successful would embrace a culture of entitlement. A stronger sense of urgency on the accountability of results, increased performance differentiation and consideration to change and innovation restructures the first initiative. The second initiative resulted from the recognition of business reduction and the increase of global competition. Surveyed questions were asked to corporate leaders and senior management
References: Adamy, J. (2008, December 9). McDonald 's Sales Keep Growing. Wall Street Journal - Eastern Edition Jenkins, J. (2008). Case Study/McDonald 's in China—Cooking up a recipe for effective leadership MacArthur, K. (2001). McDonald 's Flips Business Strategy. (Cover story). Advertising Age, 72(14), 1-36. Marquez, J. (2006). McDonald’s Rewards Program Leaves Room for Some Local Flavor. Wiesman, D. W. (2006). The Effects of Performance Feedback and Social Reinforcement on Up- Selling at Fast-Food Restaurants