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
Performance Objectives
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.
For Prep Cooks:
1. Job knowledge
2. Quality of work
3. Initiative and effective communication skills
Performance Appraisal
Critical Incidents for Order Takers
Positive
1. 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.
Negative
1. 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 coworkers.
5. Neglecting customers.
6. Poor attendance record.
7. Failing to follow the dress code
8. Participating in illegal activities on
the premises.
9. Showing a lack of moral conduct
in the work environment.
Direct Compensation
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
Employee Ranking Method:
•
•
•
•
Supervisor
Prep Cook
Order Taker
Dishwasher
Indirect Compensation
Supervisor:
Full Time Employees:
•
Paid Time Off
•
Paid Time Off
•
401(k) Plan
•
401(k) Plan
•
Relocation Compensation
•
Life Insurance
•
Life Insurance
•
Flexible Spending Account
•
Flexible Spending Account
•
•
Eligible to receive the benefits
listed under “All Employees.”
Eligible to receive the benefits
listed under “All Employees.”
All Employees:
Part Time Employees:
•
Eligible to receive the benefits
listed under “All Employees.”
•
Health Care
•
Dental and Vision
•
Social Security
•
Unemployment Compensation
•
Workers’ Compensation
•
Family and Medical Leave (FMLA)
•
Discounted Restaurant Food
•
Yearly Scholarship Program
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.