SWOT
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Mcdonald’s Hr

To build a world-class team that makes delicious feel-good moments easy for everyone everywhere

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Align the strategy

Mcdonald’s Hr SWOT Analysis

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To build a world-class team that makes delicious feel-good moments easy for everyone everywhere

Strengths

  • SCALE: Global workforce of 200,000+ corporate employees worldwide
  • BRAND: Powerful employer brand recognition aids recruitment efforts
  • TRAINING: Hamburger University provides world-class development
  • TECHNOLOGY: Advanced workforce management systems reduce turnover
  • DIVERSITY: Strong commitment to DEI with measurable progress

Weaknesses

  • TURNOVER: Industry-high 150% annual turnover rate in restaurants
  • WAGES: Perceived low compensation compared to competitors
  • AUTOMATION: Lag in AI adoption for HR processes and analytics
  • CULTURE: Inconsistent employee experience across global markets
  • ENGAGEMENT: Below-industry average employee satisfaction scores

Opportunities

  • TECHNOLOGY: AI-powered recruitment to reduce time-to-hire by 30%
  • FLEXIBILITY: Remote/hybrid work models for corporate positions
  • SKILLS: Upskilling programs addressing automation readiness
  • BENEFITS: Enhanced well-being offerings to reduce burnout
  • PARTNERSHIPS: Educational institutions for talent pipeline

Threats

  • COMPETITION: Labor market tightness with 3.5% unemployment rate
  • PERCEPTION: Industry stigma around fast food employment
  • LEGISLATION: Increasing minimum wage and labor regulations
  • EXPECTATIONS: Gen Z workforce demands for purpose and meaning
  • AUTOMATION: 25% of current roles at risk from emerging tech

Key Priorities

  • RETENTION: Implement comprehensive retention strategy
  • TECHNOLOGY: Accelerate HR tech and AI implementation
  • DEVELOPMENT: Expand career pathway and upskilling programs
  • CULTURE: Strengthen global culture of inclusion and belonging
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Align the plan

Mcdonald’s Hr OKR Plan

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To build a world-class team that makes delicious feel-good moments easy for everyone everywhere

RETAIN TALENT

Build an organization where people choose to stay

  • TURNOVER: Reduce restaurant-level turnover from 144% to 125% through targeted retention programs
  • EXPERIENCE: Launch redesigned employee experience program in 75% of markets with NPS improvement of +15
  • COMPENSATION: Implement competitive pay analysis and adjustment in top 20 markets by end of Q2
  • FLEXIBILITY: Roll out flexible scheduling to 85% of corporate-owned restaurants with 95% adoption
TECH FORWARD

Transform HR with cutting-edge technology

  • PLATFORM: Complete global HR system implementation across 35 markets, with 90% user adoption rate
  • AI: Deploy AI-powered recruiting solution in 15 markets, reducing time-to-hire by 25%
  • ANALYTICS: Launch predictive turnover dashboard for all markets with 80% manager utilization
  • AUTOMATION: Implement 5 key HR process automations, saving 15,000 manager hours quarterly
GROW CAPABILITY

Develop future-ready skills at all levels

  • LEARNING: Expand digital learning platform with 90% of employees completing at least 2 courses
  • PATHWAYS: Implement career progression frameworks for 100% of restaurant positions globally
  • LEADERSHIP: Train 5,000 managers on new inclusive leadership curriculum with 90% completion
  • READINESS: Conduct future skills assessment for 100% of corporate roles with action plans
ONE CULTURE

Build a unified global culture of belonging

  • INCLUSION: Increase belonging score in employee survey from 72 to 80 across all demographics
  • ENGAGEMENT: Achieve 85% participation in quarterly pulse surveys with overall score of 78/100
  • RECOGNITION: Launch global recognition platform with 75% monthly active users within first 90 days
  • PURPOSE: Connect 95% of employees to company purpose through redesigned onboarding experience
METRICS
  • RETENTION: 85% employee retention rate across all segments
  • SATISFACTION: Employee Net Promoter Score of 45+ (from current 32)
  • EFFICIENCY: HR cost per employee reduced by 12% year-over-year
VALUES
  • Serve with integrity and authenticity
  • Inclusion and belonging for all
  • Community impact through responsible leadership
  • Customer obsession in everything we do
  • Innovation and continuous improvement
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Align the learnings

Mcdonald’s Hr Retrospective

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To build a world-class team that makes delicious feel-good moments easy for everyone everywhere

What Went Well

  • GROWTH: Global comparable sales increased 6.4% across all segments
  • DIGITAL: Digital sales exceeded $6 billion across top six markets
  • EXPANSION: Opened 395 new restaurants with 50% in international markets
  • DEVELOPMENT: 7,000 employees completed leadership training programs
  • DIVERSITY: Achieved 45% women in global leadership roles, ahead of target

Not So Well

  • TURNOVER: Restaurant-level turnover remained high at 144%, above target
  • RECRUITMENT: Average time-to-fill positions increased to 29 days
  • ENGAGEMENT: Employee satisfaction scores dropped 3 points to 72/100
  • TECHNOLOGY: HR system modernization program running 2 months behind
  • COSTS: Labor costs increased 7.2%, exceeding budget projections

Learnings

  • FLEXIBILITY: Test locations with flexible scheduling saw 22% better retention
  • EXPERIENCE: Digital onboarding reduced training time by 18% where deployed
  • COMPENSATION: Markets with competitive pay saw 30% reduction in turnover
  • AUTOMATION: Automated scheduling tools reduced manager admin time by 6hrs/wk
  • WELLNESS: Locations with wellbeing programs had 14% fewer sick days

Action Items

  • SYSTEMS: Accelerate the global HR platform implementation by Q3
  • RETENTION: Launch comprehensive retention program targeting key roles
  • ANALYTICS: Implement predictive turnover analytics in top 10 markets
  • LEARNING: Expand digital learning platform to all corporate employees
  • CULTURE: Conduct global culture assessment to identify improvement areas
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Drive AI transformation

Mcdonald’s Hr AI Strategy SWOT Analysis

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To build a world-class team that makes delicious feel-good moments easy for everyone everywhere

Strengths

  • DATA: Vast employee data across 40,000+ restaurants globally
  • INFRASTRUCTURE: Modern cloud infrastructure supporting AI
  • INNOVATION: Digital transformation initiative already underway
  • TESTING: Ability to pilot AI solutions in controlled markets
  • CAPITAL: Strong financial position to invest in AI solutions

Weaknesses

  • SKILLS: Limited AI expertise within current HR team structure
  • STRATEGY: No comprehensive AI roadmap for talent management
  • INTEGRATION: Siloed systems hampering unified data approach
  • ADOPTION: Resistance to new technology among field managers
  • GOVERNANCE: Underdeveloped AI ethics and governance framework

Opportunities

  • RECRUITMENT: AI-powered matching to reduce time-to-hire by 40%
  • ENGAGEMENT: Predictive analytics to forecast turnover risks
  • TRAINING: Personalized learning pathways through AI
  • SCHEDULING: AI optimization could reduce labor costs by 8-10%
  • CHATBOTS: AI assistants for 24/7 employee support globally

Threats

  • PRIVACY: Increasing global regulations on employee data use
  • ETHICS: Potential AI bias in hiring and promotion decisions
  • COMPETITION: Fast-moving competitors in HR tech adoption
  • EXPECTATIONS: Employee concerns about AI replacing jobs
  • COMPLEXITY: Maintaining consistency across global markets

Key Priorities

  • CAPABILITY: Develop AI center of excellence within HR
  • IMPLEMENTATION: Create comprehensive AI roadmap for talent
  • CULTURE: Foster AI-ready mindset across the organization
  • GOVERNANCE: Establish ethical AI framework for HR practices