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HRM Presentation 2

KFC first opened in Karachi, Pakistan in 1997 and quickly became popular due to its fried chicken and blend of 11 herbs and spices. It has since expanded to other major Pakistani cities through franchising agreements. KFC has adapted its menu to Pakistani tastes by incorporating local flavors and spices. It has a centralized organizational structure with the CEO at the top overseeing various divisions and restaurant managers running individual locations. KFC implements strategic human resource practices like recruitment and training to develop employees as well as performance reviews and diversity initiatives to maintain high performance and engagement.

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Waleed Hassan
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27 views12 pages

HRM Presentation 2

KFC first opened in Karachi, Pakistan in 1997 and quickly became popular due to its fried chicken and blend of 11 herbs and spices. It has since expanded to other major Pakistani cities through franchising agreements. KFC has adapted its menu to Pakistani tastes by incorporating local flavors and spices. It has a centralized organizational structure with the CEO at the top overseeing various divisions and restaurant managers running individual locations. KFC implements strategic human resource practices like recruitment and training to develop employees as well as performance reviews and diversity initiatives to maintain high performance and engagement.

Uploaded by

Waleed Hassan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Introduction

 KFC opened its first location in karachi and rapidly became well-known for its special
combination of 11 herbs and spices that give their fried chicken an extraordinary flavour.
 Kfc's growth into significant cities like lahore and islamabad was made possible by the
franchise arrangement with cupola group, which also made it easily accessible to a large
client base.
 Along from providing delicious food, KFC pakistan also actively participates in local
activities.
 The company's dedication to CSR is demonstrated by its support for charitable
organisations, sponsorship of local events, and initiatives aimed at promoting environmental
sustainability, health, and education.
 Introduction
KFC pakistan has modified its menu to suit the local palate after taking into consideration the
wide range of tastes and preferences of pakistani consumers.
 KFC created regionalized foods including zinger burgers and chicken biryani, integrating
flavours and spices that are reminiscent of pakistani cuisine, but keeping its characteristic fried
chicken.
 The acceptability and success of KFC in the pakistani market are directly related to this
adaption.
 Kentucky fried chicken, a well-known fast food chain, has a presence in pakistan. When KFC
first launched in the country in 1997, it quickly became a household brand because to its
delectable fried chicken and other menu items.
 Kfc's commitment to quality, regionalized tastes, and community participation has earned the
hearts and palates of pakistani consumers
Organizational Structure
 KFC has a centralized decision-making process and a hierarchical organizational
structure.
 The CEO is at the top, followed by senior leaders in charge of several functional
divisions, including operations, marketing, finance, and human resources.
 Restaurant managers are in charge of day-to-day operations at individual locations with
the assistance of supervisors and front-line workers, while regional managers are in
charge of many restaurants.
HRM STRATEGIES OF KFC:

 Recruitment And Selection


 Training and Development
 Performance Management
 Communication and staff involvement
 Diversity and Inclusion
 Job Analysis
 Job Posting
 Interviews
COMMUNICATION AND STAFF
INVOLVEMENT
 Open Communication
 Regular Announcements and Updates
 Staff Meetings and Huddles
 Employee Engagement Initiatives
 Employee Feedback and Suggestions
 Training and Development Opportunities
 Recognition and Rewards
PAY AND PERKS

 Base Salary
 Performance-Based Incentives
 Perks and Allowances
 Retirement Benefits
 Leave and Time-Off
 Employee Assistance Programmed
 Chances for Training and Development
DIVERSITY INCLUSION

 Equal Employment Opportunities


 Inclusive Policies and Practices
 Acquisition of diversified Talent
 Cultural Sensitivity and Awareness
 Decision-Making and Inclusive Leadership
EVALUTIONS OF HRM PRATICES

 EVALUTIONS OF HRM PRATICES


 Employee Satisfaction and Retention Rates
 Comparison With Industry Standards
 Impact Of Organizational Performance
CHALLENGES AND
RECOMMENDATIONS
 Intense Competition
 Consumer tastes Changing
 Operational Efficiency
RECOMMENDATIONS

 Menu innovation
 Customer Experience Enhancement
 Local Marketing and Brand Positioning
 Supply Chain Optimization
 Employee Development and Engagement
CONCLUSION

 Based on the details given regarding KFC in Pakistan, the most important HRM
conclusion is that good HRM practices are essential for improving employee
happiness, retention, and performance.
 The dynamic Pakistani fast-food business benefits from strategies like recruiting
and selection, training and development, performance management, and diversity
and inclusion since they increase efficiency and provide organizations a
competitive edge
 KFC can cultivate a motivated and engaged staff by putting in place reliable
recruiting and selection procedures, offering thorough training and development
opportunities, maintaining fair performance management systems, and promoting
diversity and inclusion.
THANK YOU !

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