Maxs Restaurant Team 2 Jesse Kenzie Dan Ashley

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

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 Our Diversity Promise Continued… • Require comprehensive diversity training Ø Enforces polities Ø Annual refresher course for employees • Train hiring managers to be aware of biases toward others • Set and Enforce harassment and discrimination policies • Ensure effective communication to resolve issues quickly • Provide workplace where all can contribute Ø Each individual provides growth to make our own restaurant better

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 • 401(k) Plan • Relocation Compensation • Life Insurance • Flexible Spending Account • • 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. 12 th ed. Boston: Prentice Hall, 2012. Print.