1: Introduction:
Angelo was always fascinated with pizza and how they make it in restaurants around him. Where he grew up, pizza was the most famous specialty in many restaurants. He got inspired to make a restaurant that serve pizza made from fresh healthy ingredients. He wanted to be creative and innovative of what he makes by choosing bright interior with green color, red and white sign. He worked hard for his first restaurant to make a success story. Then, he thought to expand by opening three other restaurants and ultimately making a franchisee. Even so he was graduated from business school; he was having troubles hiring capable employees his restaurant. These troubles included finding experienced managers, hiring the wrong employees,
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A well designed business plan will allow him to clearly define his goals, how to reach those goals, the structure of his business to can facilitate achieving those goals including a well-trained and capable staff of managers, waiters and pizza makers. Angelo needs to plan ahead for the next 5 years businesses plan that considers how many branches he aims to make and estimate the number of staff needed for each branch through a human resource management system. That staff will be responsible for predefined duties and roles in each restaurant he plans to make in the future. The hired employees will determine the success of Angelo's Pizza restaurants. Therefore, a human resource strategy will need to take into account both soft skills and hard skills needed from each employee according to her/his role in the restaurant. Soft skills are intangible skills like social skills, friendly attitude, honesty, dedication, commitment, and the ability to work in a team. While hard skills are tangible skills like qualifications, experience, and achievements. He will need to consider all the stages involved starting from recruiting through section then training those employees and putting a reward system that correlate with performance criteria that he finds suitable for his …show more content…
That can never give a proper idea about the candidate and there are so many aspects that need to be considered when choosing the right employee. Especially, there so many aspects he needs to consider including different types of skills, personality traits, experience and commitments that he could never measure from one interview. A more sensible way is to design a structured interview that can shed light on the candidate's positive sides and negative sides and weigh what can be in the advantage of the goals set by Angelo's pizza business. Selection needs to be based on certain criteria and not left for assumptions or premature judgments. That is the role of a human resource management department to define the steps and questionnaires of the structured interview as well as, the selection criteria and how to be transparent in the selection
Stephen Boos has worked in the food service industry for over 30 years. He started as a bus person and subsequently trained as a chef’s apprentice. Steve’s mother believed that a college education was something that everyone should receive. She felt that a college degree was a good investment in Steve’s future. In 1976 at his mother’s insistence, Boos moved to Northeastern Ohio to attend Kent State University where he earned a bachelor’s degree in business administration. After graduation, Steve began working for East Park Restaurant as a line cook. Using his education as a foundation, Steve made a point to learn everything he could about running a restaurant, from cutting meat to the bi-weekly food and beverage orders. His versatility, keen business sense, and ability to control costs resulted in Steve’s promotion to General Manager, as role he has held since 1995.
He plans to be innovative with new technology, and hopes that his employees will adapt well to the change. As a leader, he must now prove that he can be a strong leader to his employees of the deli and ski emporium. To be a successful leader and gain relationships with his staff he needs to understand his role as a leader and be a role model to those under him. As a leader he needs to build relationships with his employees using communication. He must find ways to motivate and empower his employees to make sure they maintain full potential. Joseph will look at all aspects of staff members like including cultural diversity. To work at highest performance possible and keep up the good satisfaction ratings from customers he will need to use the knowledge that George has of the Deli business to accomplish all of these things. Dunn knows that this expansion is not going to be easy, but with help from George and building successful relationships with employees he can become a stronger organization and make his dream come
My relationship with Pizzeria Bianco goes back well over two decades when, pregnant with my first child, each week found me enjoying 3-4 evening meals in the warmth of that charming place. Those were the early years when anyone could walk into the tiny dining room tucked away in the back corner of the Town and Country shopping center, say hello to Chris Bianco while he personally crafted each and every pizza, and grab a seat on the spot. As reviewer Bill Addison recounts, a quiet pride emanated from Bianco and his staff and a truly inspiring kind of youthful energy filled the place (Addison p 4). But the food! The food was something extraordinary and even eating there as frequently as I was, it was impossible to tire of it. Again, Addison’s
Case Study of Best Buy, Inc. Best Buy’s History & Main Characters: Best Buy is Minneapolis-based and is North America's leading specialty retailer of consumer electronics, personal computers, entertainment software and appliances. Throughout Best Buy's 37-year history, the company has maintained the tradition of making life fun and easy for customers and employees, while providing a significant return to partners and investors. It has 80,000 employees and over 550 stores in the U.S., in addition to the brands Best Buy Canada, Future Shop and Magnolia Hi-Fi. Their leadership is led by Dick Schulze, Founder and Chairman, Brad Anderson, Vice Chairman and CEO, Al Lenzmeier, President and COO, and Darren Jackson, Executive Vice President of Finance and CFO. Chairman Dick Schulze founded Best Buy in 1966 with the Sound of Music, an audio component systems store in St. Paul, Minn.
The restaurant business is a challenging industry and if a company has a strategy that works for them as well as their employees, it should stay the course and tweak as needed.
Restaurant manager is a responsible position and career which has several opportunities to accomplish. The manager has to manage the whole restaurant staff, has to be flexible in approach and promote motivation and performance among them for better restaurant productivity and profits. Complete dedication is essential to reach highest position in management and for this the person has to settle certain goals and improve the skills, values and qualities with time and market demands (Brawer eta l., 2012).
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
The quality control in Pizza My Heart begins from procurement to kitchens at every location. The first thing that sets it apart from others is local sourcing to en...
The culture of a human service organization (HSO) impacts the managers, workers, clients, and all entities interactions. Culture is created and influenced by varies aspects and can be positive, negative, or a combination of the two. This paper will discuss the impact of culture and learning within an organization, and how it relates to supervision, personality differences as well as risk and safety as it relates to culture.
For many important and well known companies its people are most important asset. For McDonald’s this applies as well. Employees who demonstrate positive attitudes and ability of commitment strive to be number one in customer satisfaction. For this same reason, McDonalds’s restaurants focus on attracting and hiring the best and at the same time provide the best place to work. Unfortunately McDonald’as well as other companies have to experience staff turnover. Many of these reasons consist of changing careers, going back to school, leaving the area, and even new opportunities they are offered. Although, it can be very expensive to recruit and train staff to reduce turnover, McDonald’ reinforces these steps and makes sure they choose wisely and also treat their staff well. McDonald’ needs and looks for people who want to exceed and deliver great customer satisfaction service. In order for them to make sure they select the best, they must identify quality skills, and or behaviors that applicants must demonstrate in order to be hired and be part of McDonald’s family. Every position or job description has an outline of the regular duties and or responsibilities McDonald’ want their employees to follow. McDonald’ also has a person specification where personal skills and competences can be defined of each applicant.
Global talent management plays a central role in improving employee engagement, commitment and retention rate at all levels through developing a strong international mindset (Sparrow, 2006). A separate operating units strategy is recommended, it would allow Cafe Expresso clearly focus on local needs and culture, thus, maximizing employee performance
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
...ded once they see that the sales will be increasing and tips will be larger. Good staff will increase good public relations which will result in better business. Marketing a restaurant is the most important part in running a restaurant. If a restaurant is not marketed, no one will know about the restaurant causing it to lose money to operate forcing it to close down. Prices on the menu should always be appealing to the restaurant target market and set towards the products on the menu. It is essential that a restaurant develops its staff to the fullest, for a strong staff creates better sales and the public is pleased .
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Domino’s Pizza is one of the world leaders in pizza delivery. It establishes in 1960 in the United States and operating with company-owned and franchise owned stores in International markets (Dominobiz, 2013). In this essay we will look through the operation management of Domino’s Pizza which in the core operation. Then, I will analyse the 4V model of attribute of demand for the service, the performance objective of the organisation, provide input-transformation-output diagram and supply network of the organisation. Lastly, provide improvement suggestion for Domino’s Pizza core operation.