Maxs Restaurant Portfolio MGMT 341 HUMAN RESOURCE MANAGEMENT

Max’s Restaurant Portfolio MGMT 341 HUMAN RESOURCE MANAGEMENT TEAM 2 FALL 2011

General Managers �Valerie Bender �Jeffrey Mc. Elhinny �Sara Greenwood �Shawn Musho �Daniel Luttner �Aaron Silverman

Introduction Strategic Human Resource Employyee Selection & Mangement (HRM) Business Ethics & Corporate Social Responsibility Workforce Diversity Internal Employee Relations Job Analysis & Human Resource Planning Employment Recruitment Orientation Training & Development Performance Management & Appraisal Our Employee’s Labor Market Ranking Hourly Employees Benefits & Nonfinancial Compensation Union Considerations

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

Business Ethics and Corporate Social Responsibility Max’s Core Values: Commitment to Quality Community Teamwork Community Involvement Activities Fundraisers and catering Sponsor local youth sports teams Organize charities and donations

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-akind commitment to service outside of our walls and into the communities we depend on. “

Workforce Diversity �Diversity Initiatives �Examples of Diversity Training � Watch videos Surveys and assessments Foster environment of acceptance Management must set the example Weekly meetings Diversity starts with hiring process!! Age, Race, Gender Religion, Culture, Ethnicity Sexual Orientation Geographic Origin Physical or Mental Handicap

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

Job Analysis and Human Resource Planning Shifts: 6 am-2: 30 pm and 2: 30 pm-11: 00 pm 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

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

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 applicant’s 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 applicant’s 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.

Training and Development Training Process: o Customer Service o Ongoing training of restaurants Menu o Job rotation o On the job Training

Performance Management & Appraisal Critical Incidences: 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 don’t run out of items, because this will affect business and the customer’s 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.

Our Employee’s 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

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

Benefits and Nonfinancial Compensation Benefits: Meal discounts, paid vacation, profit sharing, 401 k, 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

Union Considerations To discourage unionization, Max’s 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 Max’s college location provides some insulation from broader industry concerns. Identifying with common consciousness of the University should keep Max’s employees from concerning themselves with unions.

Thank You! Max’s Restaurant, Team 2