Contributions by: Adam Kent, Josiah Meurer, Jessica Weber, Hillary Nagy and Michael Doyle

Career Planning HRM in the GM Position GM Qualifications Preparation for GM Position

Max’s Value Statement “At Max’s restaurant it is very important to not only serve the community our products and service, but to also take social responsibility and give back to the customers”

Workforce Diversity Step 1 Develop a non-discrimination statement. Step 2 Provide ongoing diversity training to the current workforce Step 3 Diversity in the workplace will be reflected in job descriptions and performance appraisals Step 4 Incorporate a “buddy” system to lessen the resistance of change and implementation of a diverse workplace

Disciplinary Action Process Training Verbal Counseling Official Reprimand (1) Official Reprimand (2) Employee Suspension Termination

HR Planning & Job Design Peak Hours Seasonal Workers Student Schedules Internship Program Referral Program Job Enrichment Promotion from Within

Employee Recruitment Internal Recruiting Offer positions to current employees first Increase employee retention External Recruiting Radio Advertising Newspaper Ads Job Fairs/Recruitment Agencies Internet classifieds

Employee Selection Selection Process for Hourly Applicants Submit Application and Resume Employment Test Structured Interview Conducted by Supervisor Realistic Job Preview Background and Reference Check

Employee Selection Supervisor Interview Situational Questions Job-Knowledge Questions Job-Sample Questions Worker Requirement Questions

Training and Development for Order Taker Position Three Step Process: 1. Determination of specific needs: Organizational Analysis- need to provide friendly, quality, and consistent service for our customers Task Analysis- conducted through analysis of job descriptions focusing on duties required to achieve the restaurant’s purpose Order Taker Personal Analysis-identified the need to train all new employees 2. Establishment and Development of objectives Training - Communication skills, Max’s policies and procedures and specific position tasks

Training and Development Cont. 3. Establishment of training methods Day 1 – Instructor-led Day 2 – Role-playing activities Day 3 + two weeks – On- the- job training Week 1 – Observation Week 2 – Take orders with help from senior and evaluation. Final written test

Performance Appraisal Performance Objectives for Supervisor: Keep accurate employee timesheets Use Critical Incident Performance Appraisals Open Max’s Restaurant at designated time. Performance Objectives for Prep Cooks: Always follow company policy and foodborne illness safety laws when cooking food Notify coworkers and management of any shortage of specific items. Be Prepared and focused during restaurant rush hours

Performance Appraisal Cont. Critical Incident Method- “Performance appraisal method that requires a manager to keep written records of highly favorable and unfavorable employee work actions” (Mondy, 2010). Examples of critical incidents for an Order Taker Stock Customer Orders Customer Service Customer Requests Food Knowledge Customer Checkout Safety

Labor Market and Job Evaluation Labor Market for Managers Labor Market for Hourly Employees Ranking Method of Job Evaluation Supervisor Prep Cooks Order Taker Dishwasher

Nonfinancial Compensation Legally Required Benefits Discretionary Benefits Voluntary Benefits Workplace Flexibility

Unionizing Steps to Prevent Unionizing Address Employee Dissatisfaction with Management Standardization Positive Reinforcement/Continued Employment

Unionizing cont. Steps to Prevent Unionizing Ensure Commitment to Employee Satisfaction Provide Social Outlet Opportunities for Leadership Explain problems with unions

References Hall, S. (2011). How to avoid unions. eHow. Retrieved from unions.html. unions.html McCarty, G. (2010). Five steps to avoid unionization in light of the EFCA. Personnel Concepts. Retrieved from unionization-and-fighting-EFCA. unionization-and-fighting-EFCA Mondy, R. W. (2012). Human resource management. (12th ed.). Upper Saddle River, NJ: Prentice Hall. Mondy, R. W. (2011). Human resource management. (11th ed.). Upper Saddle River, NJ: Prentice Hall.