Executive Summary
Castle’s Family Restaurant is a successful family owned chain of restaurants competing in a dynamic yet economically challenging environment. In order to achieve strategic business objectives and meet the corporate mission for the expanding chain of restaurants, this business plan will address challenges being faced in the payroll function and recommendations for each of these challenges in order for the organization to meet its current and future goals.
Jay Morgan who is the operations manager is taking care of payroll responsibilities in addition to many other activities outside of his role. Payroll is a critical function to the organization and manual payroll activities are high risk activities. Implementing a Human Resource Information System for payroll processing will mitigate the risks and will be greatly beneficial to the current and future objectives for this growing organization.
Currently Castle’s Family Restaurant utilizes BenefitMall as s solution to other business
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It also helps meet expectations and outcomes for all stakeholders of Castle’s Family Restaurant. Introduction
Castle’s Family Restaurant is a successful and expanding organization. The restaurant is experiencing growing pain with the HR department not being able to implement processes while reducing time and expenses.
Jay Morgan, who is the operations manager for the company also takes care of HR management for all eight locations. He feels that implementing an HRIS will help him afford the time and effort to manage this processes from his office at one location. This will reduce cost and will help him manage time.
With an automated payroll HRIS system, Castle’s Family Restaurant will become effective and efficient in implementing these processes and provide their employees the necessary services which are easily accessible, secure and
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
To achieve these objectives, in the human resources department, it needs to provide the organization with structure and capacity to reach business demands by managing the most valuable resources—the employees. For Walgreens, the main resources have to be employed to effectively accomplish the goals are the shared services model and HR generalists. The share services model enables recourses to be leveraged cross the company and the providing department efficiently becomes an internal service provider. In Walgreens, its shared service team expresses some services, including relations, recruiting, and HR data services. Moreover, to more convenient share information, the team implements myHR, which is a website that offers employees personalized information with explains to all of their HR-related problems, such as HR policies, people manager, guidance for new hires, and talent management. In addition, this website is easy to access and is confidential. Another key recourse is HR generalists. The company current has HR professionals, who concentrate on evolving strategic, tailored talent plans for each business and assist essential strategy initiatives. Furthermore, Walgreens establishes a cadre of senior HR business-partner elite with generalist support to make sure that every business unit and function has
their global HR processes, and to outsource their payroll in 14 •Ability to meet expansion and contraction of the employee base
I designed a program in Java which when executed, assumes the role of a company’s payroll system. It allows the company t...
Enz, C. (2010). Hospitality Strategic Management. In C. Enz, Hospitality Strategic Management (pp. 303, 305, 311,312,314). Hoboken: John Wiley & Sons.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
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.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
An evaluation of the restaurant’s strengths, weaknesses, opportunities and threats served as the foundation for this marketing plan. The plan focuses on the restaurants marketing strategy, suggesting ways in which it can build on new customer relationships, and development of new food products and targeted to specific customer groups.
Due to mad rat race competition in organizations, they are inventing and enforcing new strategies in the market as well as within the company too. Hospitality industry faces several critical business challenges which in turn require organizations to build new capabilities in order to achieve targets. Some of main challenges are profitability through growth, Technology, skilled workers and employee’s motivation. Interestingly, Human resource department is playing a vital role in order to make these strategies effective and efficient. Before implementing the process, they need the important component which is analyzing the workflow and job desi...
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
The nature of a business normally influences the manner in which it is run and the decisions that can be made. This case study indicates that Megan runs a chain of restaurant business and the decisions she has to make for the success of her venture will influence the suitable choice of business she has to form to effectively cater for her needs. In addition, taking the appropriate initiatives or protections helps Megan to shield herself from possible competition emerging from employees who stop working for her.
McDonald’s restaurant was founded by two brothers, Richard and Maurice (Dick and Mac) McDonald, in 1940. They initially opened the restaurant under the name McDonald’s Barbeque which was located in San Bernardino, California. The McDonald brothers had a vision of a drive-in restaurant that focused on quality food and good service. They served a simple menu consisting of 20-25, mainly barbeque, items. In 1948 after eight years of operations the McDonald 's brothers discovered that the majority of their revenue was coming from hamburgers. With this in mind, they decided to change the menu and set their focus mainly on hamburgers. They also changed the name of the restaurant to simply “McDonald’s” and adopted an assembly line approach in the production process. After continued
The Italian restaurant has had long term success due to the owner’s, Andy Garagallo, high level of confidence. He believes if he meets the customers’ food and relationship needs, they will come back again and again. His approach is working as the restaurant annually nets 30% profit as compared to the industry standard of 5-7%. Andy success comes from confidence, putting the customers first, being flexible, and consistency.
The restaurant industry has become quite competitive in recent times. In an effort to cut costs restaurants are taking serious measures to improve their performance in relation to their competitors. Two of the most important steps that restaurants have undertaken in recent years are: