case on mecdonald study ppt.pptx........................

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1. McDonald's Big tasty

2. History: c 1940 1948 1955 "Speeded Service System" introduced 1948, revolutionized fast-food . Founded 1940 by Richard and Maurice McDonald in San Bernardino, CA. Ray Kroc franchised in 1955, rapid expansion ensued

3. Introduction: McDonald's: Iconic fast-food brand known for unique menu, speed, affordability. Founded 80+ years ago, synonymous with fast-food industry. Thousands of global locations offer customizable menus for convenience, affordability, quality.

4. Background: Early 2000s: McDonald's faced employee development, leadership challenges. Intagliata and Kulich introduced talent, succession, leadership initiatives. Last 8 years: McDonald's implemented 5 initiatives, yielding significant improvements.

5. Context for Global Talent Management Initiatives: The Need for Change: McDonald's recognized the need for structured leadership development as it expanded. Innovative global leadership development strategies were implemented. Succession planning became crucial after the unexpected passing of two CEOs.

6. Business and Global Workforce Strategy: Focus: People, place, product, promotion, price. Develops exceptional leaders for global expansion. Balances local, global needs for customer, staff satisfaction. Prioritizes leadership excellence, customer, staff satisfaction.

7. Striking the Right Global/Local Balance: Plan to Win": Balances global strategy with local responsiveness. Each location adapts to community while upholding core values. Aims for global success by blending consistency with local adaptation.

8. Customer and Employee Focus: McDonald's prioritizes customer satisfaction and employee advancement. Focus on excellent service: efficiency, food quality, cleanliness, aesthetics. Emphasizes staff advancement from entry-level to senior roles. Positive work environment, employee feedback crucial for satisfaction initiatives.

9. Initiatives: Performance Development System Redesign: Global Succession Planning and Development Process McDonald’s Leadership Development Institute: The Global Leadership Development Program: Design and Implementation of the LAMP Program

10. Key Components: ntagliata , Kellick: Cultivate clear, consistent leadership culture. Performance system: Clear goals, regular feedback. Global succession planning: Identifies, nurtures future leaders. Leadership programs: Equip employees for leadership roles.

11. Initiative 1: Performance Development System Redesign: 2001: McDonald's revamped performance evaluation to combat rating inflation. New criteria focused on goal achievement, leadership traits. Redesigned incentives, rigorous growth assessment globally customized.

12. Initiative 2: Global Succession Planning and Development Process Pre-2003: McDonald's lacked clear future leader planning. 2003: Tightened talent management process, increased transparency. Assessments: Development planning, evaluating leaders, addressing talent gaps.

13. Initiative 3: Design and Implementation of the LAMP Program LAMP: Develops high-potential staff for leadership roles. Nine-month program: Peer interaction, growth planning, on-the-job training. Success evidenced by diverse exposure, improved dynamics, promotions.

14. Initiative 4: McDonald’s Leadership Development Institute: McDonald's Leadership Development Institute supports executive career growth. Online community portal fosters global learning culture. Objectives: Establish leaders, provide counsel, growth opportunities.

15. Initiative 5: The Global Leadership Development Program: Global Leadership Development Program: Targets senior executives. Initially included 21 contestants from 11 countries. Aims to cultivate diverse leaders for senior positions globally.

16. Implementation: Initiatives: Training, leadership courses, performance management overseen by global council. Challenges: Addressing cultural biases, high turnover, aligning with strategy. Results: Enhanced engagement, retention, leadership; talent growth; higher customer satisfaction, revenue.

17. Conclusion: McDonald's talent initiatives: Focus on employee development, leadership. Continuous learning fosters talent growth, organizational agility. Multifaceted approaches: Performance systems, succession planning. Balancing global strategy, local customization key to success.

18. Recommendation: Expand leadership development: Include character attributes with technical skills. Establish reliable feedback mechanism: Transparent communication, improvement. Implement talent mobility programs: Foster diversity, identify high-potential individuals.

19. Any Question ?