80% of the managers started as team-mate.
The internal promotion is the DNA of McDonald’s.
The external recruitment represents only 20% of the hiring, because they focus a lot on the people who already ork for them.
It is not just about finding talents, but also making them more productive.
These 80% of managers, are now in charge of 10 to 15 employees and the 3/4 of them become director.
The « training » is compulsory in order to do this.
It represents 3% of the payroll.
Last year, 112 000 hours of training have been dispensed.
Since 2004, they have set up (have_en) a centre, located in Guyancourt, where 5 000 employees are trained each year.
Partnerships have been done with business schools, so that they can obtain a degree.
Some of them who does not have the BACCALAURÉAT, succeed in having very good marks.
The company is also the pioneer of what we call VAE (Validation des Acquis de l’Expérience), a process which register 94% of success.
CLASSES IN CHICAGO FOR THE FUTURE DIRECTORS :
They have developed educational concepts which wake up the curiosity and interest of other schools (and these concepts have been copied).
These trainings, dealing with management, marketing, team animation are dispensed exclusively by internal employees.
The future directors, have the chance to go to the US, at Chicago university, where they have class.
For McDonald’s, the degree is not the most important.
However, the trainings permits to propose career projects to the employees and make them go to job with more responsibilities (high level), sometimes within the head office.
So many co-workers started in the restaurant then they get into buying or salary service.
This method brings loyalty : indeed, most of the employees have more than 10 years of experience.
Evolution perspectives are a key element for people who would like to work for McDonald’s.
March 2016
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