McDonald’s case study

Background

McDonald has committed its efforts on enhancing the leadership talents development and ensuring continuity in management. The company has a talent management system that has gone through various approaches to improve the program. Some of these approaches include redesigning performance development system at the global level, enhancement of global succession planning, customized leadership programs, and the initiation of the leadership institute & global leadership development program. The various approaches have an effect on the organization’s metrics by increasing the diversity of leadership team and strength of the candidates, and retention of talented staffs.

McDonald’s case study
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The talent management program that led to success for the company

McDonald has designed and implemented five programs toward the improvement of the talents. Among the five programs, LAMP initiative led to the success of the company. This program led to the increase of employee’s performance in the organization. However, this program faced a challenge when the leaders found it difficult to take specific roles. The individual performance of the employees became weak which compromised the productivity level of the organization. The LAMP program identified several areas with competency gaps and sought to fill them up (Baporikar, 2017). The program sought to expand the employee’s mindset from the local through regional to global understanding of the business. more so, the program managed to enhance the employee’s innovative and creative thinking.

The LAMP initiative brought success of the organization because it committed its efforts on the idealistic aspects of the organization. Some of these aspects includes skills development, individual competency, and innovative abilities. The initiative seeks to offer the individuals with the understanding of the organization’s scope , which is global. It focuses on ensuring that the employees and other staffs have an international mindset. The goal of the program leads to the productivity of the organization by improving the key leadership positions, developing & retaining skilled staffs, quickening business results, enhancing diversity profile of the employees and leaders. The initiative focuses on performance by integrating a high-potential talent approach and using the leadership development as driving tools to progress (Baporikar, 2017).

McDonald’s case study

The strengths of the program and ways it led to goal accomplishment

The LAMP program has various strengths that led to the accomplishment of the organizational goals. The program was useful in retaining the top talent, which had a positive impact on the organization productivity. At the beginning of its implementation, the program gave focus on the ley leadership positions. The directors and managers went through the program, which developed their leadership skills and management abilities. Also, the leaders are given the confidence and readiness to pursue their distinctive roles. The leadership abilities and skills were greatly improved by the program, which led to efficiency in performance. The McDonald became a hub of skilled individuals who were productive towards the goals and visions of the organization. Moreover, the leaders gained the skills to govern the departments, teams, and oneself (Baporikar, 2017).

The Lamp initiative led to an increase in innovation and creative thinking. This benefit was fundamental in leading the organization toward its goal. Innovation increases production , improves customer satisfaction, reduces work boredom, and increases performance. The participants of the program acquired creative thinking leading to innovation. The ability to think out of norm was brought by the self-governing skills that gave individuals power to control and make decisions on their roles and duties. The ability to think creatively in the workplace gave the participants a sense of belonging and worthiness in the organization (Baporikar, 2017).

Increased communication is a strength in the organization that was brought by the LAMP program. The LAMP initiative created an atmosphere where the participants can have dialogues with their senior leaders during the implementation process. The initiative created room for the participant and their leaders to hold conversations on sharing knowledge and skill pertaining the productivity of the organization. The increased communication led to reduced bureaucracy process of dialogue. The leaders were brought near to their subordinate, which make them to understand their needs in reference to the job performance. The increased performance led by these strengths was evident in the local, regional, and global markets (Baporikar, 2017).

McDonald’s case study

The opportunities for improving the talents management planning process

The McDonald has numerous opportunities to improve the talent management planning process. Hiring to retain is an opportunity that the organization should use maximally. The organization should be willing to utilize its resources and energy in towards designing and implementing the training system. The training program should be identified used to improve the skills of the existing individuals to make them more productive. As a result, the employees will be happy to work in a resourceful way as they add value to the organization. The competitive benefit package is another aspect that helps to retain talented employees in the organization. The retention process is important because it creates a competitive advantage when talented staffs characterize the organization (Davis, Cutt, Flynn, & Mowl, 2016).

The leaders are an opportunity for the organization as they focus on improving the talent management system. The leaders have a role to recognize the need for a change or improvement to accomplish the goals of the organization. The investment of resources and strategies should be directed in improving the leaders’ abilities to improve its operations on current market standards. As a global organization, the company should empower their leaders to be competent in action and powers. The leaders acts as the spearheads because they carry the vision of the organization. When given the right platform and power, the leaders can influence the employees to work on advancing the vision of the organization. More so, skillful leaders are in a position to motivate employees to perform productively (Davis, Cutt, Flynn, & Mowl, 2016).

Innovation is another area that acts as an opportunity to improving the talent management process. The organization need to establish the fact that the market is dynamic and the preferences of the customers keeps on changing. In this regard, the organization seeks new ways of production and service delivery. Therefore, the employees are encourages to nurture innovation and utilize their creative thinking. Moreover, innovation is crucial in performing roles effectively and efficiently. Technology is integrated in an organization that seeks to use innovation as a means of production or service delivery. To adopt innovation, the organization should be open to change and introduce a culture that allows new approaches of production. Moreover, the organization should embrace flexibility in the strategic actions to motivate employees to practice creativity and innovation (Davis, Cutt, Flynn, & Mowl, 2016).

Streamlining the individual goals with the organization strategy is an opportunity to improve the talent management planning process. The organization should ensure that all individuls are aware of the organizational goals. The best talent management plan ensures that all individual goals are aligned with the organizational strategies. More so, the talent management tools should be corresponding with the organizational goals. The alignment of these goals and strategies allows uniformity in culture and behavior that drives the organization to the desired future. The talent management plan should give individuals focus on their specific roles to ensure that their behaviors are aligned with the corporate goals (Davis, Cutt, Flynn, & Mowl, 2016).

McDonald’s case study

Effective approaches to meet the talent management challenges in the future

The HR is responsible in coming up with approaches to meet the talent management challenges in the future. The HR should be knowledgeable of the talent that adds values to the organization. The HR should be aware of the skills that the organization needs to acquire a competitive advantage. The organization should keep in touch with the best employment firms. More so, it should have the best approaches to retain talented employees that are already in the organization. The knowledge is important when making decisions regarding the top-talent employees. The HR awareness keeps the organization in the balance of top talents, best training programs, and effective information sharing in the organization. More so, the knowledge will minimize the risk of hiring unskilled employees in the distinct job positions (Farndale, SPARROW, Scullion & Vidovic, 2018).

The dialogue or open communication should be consistent in the organization. The employees should access their leaders easily without major bureaucracies. In addition, the leaders should be free to communicate their gratitude to the employees. The communication process reduces the chances of employees feeling dissatisfied with their jobs. It promotes cohesion in the workplace between employees and the leaders. A good communication plan is crucial that is guided by the right policies (Farndale, SPARROW, Scullion & Vidovic, 2018).  The employees are motivated and satisfied by the workplace. As a result, they perform productively.

 

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