MGMT 341 HUMAN RESOURCE MANAGEMENT TEAM 2 FALL 2011 Maxs
Restaurant Portfolio
Slide 2
General Managers Valerie Bender Sara Greenwood Daniel Luttner
Jeffrey McElhinny Shawn Musho Aaron Silverman
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Introduction Strategic Human Resource Mangement (HRM) Business
Ethics & Corporate Social Responsibility Workforce Diversity
Internal Employee Relations Job Analysis & Human Resource
Planning Employment Recruitment Employyee Selection &
Orientation Training & Development Performance Management &
Appraisal Our Employees Labor Market Ranking Hourly Employees
Benefits & Nonfinancial Compensation Union Considerations
Slide 4
Strategic Human Resource Management (HRM) Job Analysis Recruit
ample amount of candidates Train new employees Duties of the
General Manager Qualified to supervise salaried and hourly
employees Quick learner and versatile Conduct a SWOT Analysis
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Business Ethics and Corporate Social Responsibility Maxs Core
Values: Commitment to Quality Community Teamwork Community
Involvement Activities Fundraisers and catering Sponsor local youth
sports teams Organize charities and donations
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Business Ethics and Corporate Social Responsibility Whose
responsibility is community involvement and relations? General
Management Community Relations Manager Everyone!!! "A family owned
business with over 80 years of experience dedicated to expanding
our one-of-a- kind commitment to service outside of our walls and
into the communities we depend on.
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Workforce Diversity Diversity Initiatives Training Watch videos
Surveys and assessments Foster environment of acceptance Management
must set the example Weekly meetings Diversity starts with hiring
process!! Examples of Diversity Age, Race, Gender Religion,
Culture, Ethnicity Sexual Orientation Geographic Origin Physical or
Mental Handicap
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Internal Employee Relations Disciplinary Procedure 1 st
offense: oral warning, undocumented 2 nd offense: written warning,
documented 3 rd offense: job suspension without pay 4 th offense:
job termination Grievance Policy Third party arbitration
Communication with corporate HR office Confidential Discipline as a
learning experience rather than punishment
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Job Analysis and Human Resource Planning Shifts: 6am-2:30 pm
and 2:30pm-11:00pm Hourly part-time positions will rotate their
schedules Hourly employees will be trained in all areas of the
restaurant 21 employees working each shift: 2 Salaried management
employees 1 GM 3 Hourly supervisors 1 Extra salaried manager / part
time 4 Dishwashers 3 Prep Cooks 1 Chef 6 Order Takers
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Employment Recruitment Job opportunities Full time jobs Part
time jobs Internships Employee development program and promote from
within Great opportunities Flexible schedules Recruitment
University job fairs Ads in the school Ads in local newspapers $100
referrals bonus An employment link on the company website Posting
flyers throughout campus and on bulletin boards. Help Wanted sign
in the door at our facility
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Employee Selection and Orientation Selection Process: Collect
and review applications/resumes. Use a job-knowledge test as a
pre-employment test to get an idea of the applicants experience.
The areas covered in the interview will consist of occupational
experience, interpersonal skills, and personal qualities. The
initial method of interview will be one-on-one. A two-on-one
interview will then be used as a second interview if we are
interested in the applicant. The two-on-one interview has the added
benefit of putting the interviewee in the spotlight and affords us
the opportunity to see how they handle the situation at hand. The
interview will include a realistic job preview so that the
applicant can gain an appreciation of what the job entails. After
concluding the interview, we will contact the applicants
references. If we feel then feel that the applicant is the right
match for the position, we will then conduct a background check and
a drug screening test. Notify all successful and unsuccessful
candidates, and be sure to let the unsuccessful candidates know
that we will retain their application/resume on file.
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Training and Development Training Process: o Customer Service o
Ongoing training of restaurants Menu o Job rotation o On the job
Training
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Performance Management & Appraisal Critical Incidences:
Attendance and lateness. Attendance and lateness affects all
employees negatively. Customer Service. This is so important
because even if customers enjoy our food, if they feel mistreated
they will not come back. Additionally word of mouth travels
quickly. Staying on top of inventory. This is so important so that
we as a store dont run out of items, because this will affect
business and the customers opinion of us as a business. Food
standards. We strive to make the best product for our customers; we
have mandatory food and hygiene test to ensure they meet standards
put forth by both government agencies and Max's. Timeliness. We
understand our customers time is valuable and we strive to be as
time efficient as possible.
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Our Employees Labor Market Managers Broad talent pool Recruit
from: Local area Other similar cities Statewide Hourly Employees
Less skilled/trainable positions Can utilize talent in local
area
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Ranking The Hourly Employees Order Takers Client-facing Very
important to customer satisfaction Prep Cooks Less interaction with
customer Still critical to food quality Dishwashers Least critical
Easily learned tasks and replaceable
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Benefits and Nonfinancial Compensation Benefits: Meal
discounts, paid vacation, profit sharing, 401k, health, life,
dental and vision insurance, FSAs and PTO Legally Required
Benefits: Social Security, unemployment comp, workers comp, and
sabbaticals Nonfinancial Compensation Monthly awards, job
satisfaction, healthy job environment and quality work
experience
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Union Considerations To discourage unionization, Maxs will
Compensate all employees adequately Ensure job security and
seniority Treat each employee as an individual Respect each other
Utilize a formal grievance procedure Implement incentive programs
for employees Maxs college location provides some insulation from
broader industry concerns. Identifying with common consciousness of
the University should keep Maxs employees from concerning
themselves with unions.