Max’s Restaurant

Team 2 – Jesse, Kenzie, Dan, Ashley, Nicole, Perry,

& Christy

Table of Contents

Career Planning ................................................................................. 3

Ethics & Social Responsibility ............................................................ 4

Workforce Diversity ............................................................................ 5

Internal Employee Relations ............................................................. 7

HR Planning & Job Design ................................................................. 8

Employee Recruitment .................................................................... 10

Employee Selection & Orientation ................................................. 11

Training & Development .................................................................. 12

Performance Appraisal .................................................................... 13

Direct Compensation ....................................................................... 15

Indirect Compensation .................................................................... 17

Labor Unions ...................................................................................... 18

References …………………………………………………………….…. 19

Career Planning

Useful GM Managerial Skills•Communication•Leadership•Team building•Problem Solving•Project management•HRM: training, recruiting, performance appraisals

GM Qualifications•Restaurant experience (preferably as GM)•Financial management experience

Preparing for GM Job•Formal education (degree in business)•Mentor•Research

Ethics & Social Responsibility

Our company follows the VIPER value system:

Value

Integrity

Profitability

Environmental Responsibility

Retention

Workforce Diversity

Our Diversity Promise

•Absolutely NO discrimination

•Learn demographics within our surrounding community to help establish relationships with various organizations

• Churches• Colleges• Cultural Institutions

•Use numerous recruiting locations and tools to ensure diversity

• Job fairs• Employment websites• Referral agencies

•Listen to current and new employees to hear suggestions and new ideas

Workforce Diversity

Internal Employee Relations

For the Internal Employee Relations to work, the following must be utilized:

1. Code of Conduct

2. Employee Dress Code

3. Discipline Process

4. Grievance Policy

HR Planning & Job Design

Max’s Restaurant will be open 7 days a week from 6 am-11 pm, with employees working from 5 am-midnight. Max’s Restaurant will be operational for 133 hours per week

Necessary positions needed to function include:• Dishwashers• Prep Cooks• Order Takers• Supervisor• Manager• Temp Manager• General Manager

There will be a total of 16 employees, 2 full-time managers, 1 full-time temporary manager, and 1 hourly supervisor.

HR Planning & Job Design

Due to Max’s Restaurant location in a college town, human resources requirements will fluctuate during holidays, semesters, and summer vacations associated with the university.

• During breaks, business will likely slow down, requiring less staff

• During the school year, business will likely pick up, requiring more staff

• In order to meet year-long needs, we hope to hire staff members who reside in the community all year long, versus temporary/seasonal employees

• In order to avoid discrimination against students, we will provide all applicants an equal opportunity

Employee Recruitment

In order to recruit hourly employees, the following will be utilized:

1. Tear-off-tab flyers

2. Newspaper advertisements

3. Banners

4. Online advertisements

5. Employee referral program

6. Announcements at the college

7. Job fair booth at the college

8. Social networking websites

9. Internship programs

Employee Selection & Orientation

Pre-Selection•Determine which positions are needed and how many staff will be required to fill them.•Conduct a job analysis.•Weigh the job specifications. •Determine how we will reach and recruit potential candidates.

Selection & Post Selection•Recruit individuals and conduct preliminary phone interviews. •Contact candidates. •Formal interview. •Select the final candidates and conduct background and reference checks. •Offer jobs to final candidates that pass the background and reference checks. •Contact candidates that did not meet our expectations.•Trained employees are now ready to start.

Training & Development

In order to ensure that we are training our new employees properly, we will utilize the following training process:

1. Establish Clear Expectations for Order Takers

2. Communicate All Duties

3. Provide an Orientation

4. Conduct Role-Playing, Business Games, & On-the-Job Training

5. Provide Feedback & Further Training and Development

Performance Appraisal

For Supervisors:

1. Monitor all employee actions.

2. Follow the company’s short and long term goals.

3. Enforce all laws and regulations pertaining to the restaurant.

Performance Objectives

For Prep Cooks:

1. Job knowledge

2. Quality of work

3. Initiative and effective communication

skills

Critical Incidents for Order TakersPositive1. Being friendly and courteous.2. Having extensive knowledge of the menu.3. Being attentive and check on customers frequently.4. Ensuring that orders are accurate.5. Ensuring the safety of customers by cleaning up spills immediately and obtain knowledge of all safety procedures.6. Good attendance record.7. Assisting customers with menu options regarding dietary restrictions.8. Ensuring that the customers are satisfied with the service and their meals.

Performance Appraisal

Negative1. Being argumentative with customers.2. Failing to ensure the accuracy of orders.3. Not having a good understanding of the menu.4. Standing around gossiping with co-workers.5. Neglecting customers.6. Poor attendance record.7. Failing to follow the dress code8. Participating in illegal activities on the premises.9. Showing a lack of moral conduct in the work environment.

Labor Market

General Manager

•Bachelor’s degree - Preferably a degree with a focus in business and hospitality. Five years of relevant managerial experience can be in lieu of a degree.•Prior restaurant, managerial, and customer service experience is preferred.•A person who is friendly, outgoing, and creative with a strong work ethic.

Hourly Employees

•Recruited Locally•Prior restaurant experience preferred•Competitive financial compensation and benefits

Direct Compensation

Direct Compensation

Employee Ranking Method:

•Supervisor•Prep Cook•Order Taker•Dishwasher

Indirect Compensation

Supervisor:•Paid Time Off•401(k) Plan•Relocation Compensation•Life Insurance•Flexible Spending Account•Eligible to receive the benefits listed under “All Employees.”

All Employees:•Health Care•Dental and Vision•Social Security•Unemployment Compensation•Workers’ Compensation•Family and Medical Leave (FMLA)•Discounted Restaurant Food•Yearly Scholarship Program

Part Time Employees:•Eligible to receive the benefits listed under “All Employees.”

Full Time Employees:•Paid Time Off•401(k) Plan•Life Insurance•Flexible Spending Account•Eligible to receive the benefits listed under “All Employees.”

Labor Union

In order to decrease the risk of our employees joining a labor union, we will utilize the following:

•Be respectful of each individual.

•Provide competitive direct and indirect compensation .

•Management will maintain an open-door policy.

•Problem resolution through the use of regular meetings.

•Inform employees of and properly implement company policies.

•Implement an effective grievance procedure.

•Provide a social outlet for employees.

References

"Images." Micrsoft Office. Microsoft, n.d. Web. 24 Nov. 2012. <http://office.microsoft.com/en-us/images/?CTT=97>.

Mondy, R. Wayne, and Judy B. Mondy. Human Resource Management. 12th ed. Boston: Prentice Hall, 2012. Print.