Human Resource Management Plan for El Rodeo Mexican Restaurant Food Chain - Term Paper Example

Human Resource Management Plan for El Rodeo Mexican Restaurant Food Chain of the Human Resource ManagementPlan for El Rodeo Mexican Restaurant Food Chain Aumsville is a quiet city in Oregon, USA. Nearly 87% people in the town are white people. There are a few restaurants like Neufeldts catering the needs of approximately 3000 inmates. There are a few bars, coffee houses and pizza centres. The population of Latinos, Hispanics and Asian races like Chinese people have been steadily increasing in the area for the past decade. These people come here under immigrant status for labour oriented work in construction sites, industries and as domestic workers. There is no restaurant serving Chinese, Mexican or other quality continental food in the city. El Rodeo, an upcoming Mexican restaurant chain has decided to open up a branch in Aumsville to cater the needs of the Latino’s there. Business Description Mexican food is voted next best to Italian food all over the world. Spicy, traditional and nutritional, the taste Mexican savouries have captured people of all ethnicity and age equally. El Rodeo strongly believes there will be good response from the city’s white people as well as the other races in making the restaurant chain a grand success. The restaurant chain teams up with a Serene resort in the area to place their branch in the resort. The resort brings in several tourists to the city for a quite family holiday without any hype. They simply advertise “no adventure, no shopping and no thrill, just calm and serene” in their promotions. They lure in several rich people who are in search of a really quite place where they can spend some time in solitude without much activity. El Rodeo targets these tourists as their main customers. They have special gourmet meals ready for them at a high cost. Their secondary customers are the local people. They have special door delivery process which takes the hot and spicy Mexican food to the doorsteps of the local people at a very affordable cost. They aim in providing servings at the cost equivalent to that of a Pizza. Any labourer can easily call up and order lunch or pick up a packet from the restaurant within a short time. The residents of Aumsville can simply decide to spend their evenings in the restaurant wondering at the beauty of the resort architecture, while enjoying a high class yet affordable meal. Human Resource Management Plan “HRD is the integrated use of training and development, career development and Organizational development to improve individual and organizational effectiveness” said Mc Logan. But there has been many arguments regarding the boundaries of the human resource management on the whole. Several researchers and corporate company executives had tried in vain to define the roles of HRD precisely (Haslinda, 2009). In this business plan, HRD plays an important role in hiring people, structuring their work, training them, implementing the core concepts and extracting the best from the employees. With the building and the interiors readily available in the resort premises, El Rodeo aims in creating a good human resource management plan to get the best of the workers to run the restaurant. The HRD is primarily responsible for selecting people for the following positions. 1. General Manager – 1 – Required to take care of all operations in the restaurant. He is responsible for motivating people, firing them and taking all major decisions regarding the restaurant. He is expected to maintain the accounts of the firm properly and handle all complaints. He takes care of the marketing and promotion of the restaurant too. A good management degree is a must with or without experience. The managers are paid around $43000 a year in medium sized restaurants. All the employees salaries are in par with the average restaurant salaries prevalent in the US (Salary.com, 2012). 2. Receptionist – 1 – Takes care of the table bookings in the restaurant, generates bills and ensures every visitor pays properly before leaving the restaurant premises. Usually known as counter attendants or cashier, they are paid around $25000 to $29000 a year (Salary.com,2012). 3. Resource manager – 1 – He is expected to bring in all the required supplies to the restaurant from food items to table cloth. His job is dedicated to ensure there is a continuous supply of items requested by the cooks and the bar tender. Resource managers have tie up with several retail sector industries. He will be paid around $35000 a year (Salary.com, 2012). 4. Tele callers – 2 – They jot down the orders received through phone, website and communicate the message to the cooks. They ensure the delivery boys get the food despatched and delivered on time. They submit a record of the total transactions done every day to the chief. They are paid more or less equivalent to the receptionists. 5. Cooks – 2 – They require ample creativity and presence of mind. They are the core workers of the restaurant capable of creating the best food. They should manage rush hours with skill. They should work with utmost proficiency to make the hotel a success. A chef degree or previous experience is required for the job. They are paid nearly $29000 a year. 6. Bar tender – 1 – The guy with special knowledge in preparing traditional Mexican drinks. He caters to varied needs of the locals as well as the tourists. They are paid $18000 a year. Training and previous experience are a must. 7. Butlers – 4 – They serve the customers directly. Polite and elite behaviour is required from them at all circumstances. The salary of the butlers is fixed to $22000 a year (Salary.com, 2012). 8. Delivery boys – 3 – They deliver the parcelled orders on time across the city. They are used to fetch essential products from retail market to the restaurant also. They receive the same pay as the butlers. 9. Cleaners and domestic help – 4 – Their job is to assist the two main cooks in every way possible, cleaning dishes, maintaining the premises clean and running small errands as and when required. They are paid around $20000 to $21000 a year. 10. Handyman – 1 – His job is to take care of the minor repairs in restaurant. Works on a contract basis. Project Organizational Charts This RACI chart depicts the responsibility level of each employee in the restaurant. It clearly explains who will be questioned when something terribly goes wrong (Piscopo, 2012). All the key workers like the cook, butlers and bar tender are responsible for the smooth functioning of the restaurant. The cook will be held responsible for bad food, while the Tele caller and the Counter assistants will be held responsible for billing misinformation and the specific order not reaching the customer on time. All other complaints will be handled by the manager. Complaints regarding equipments like AC not functioning will be handled by the handyman. Likewise each person is held responsible for certain task. Staffing The general manager becomes an integral part of El Rodeos HR management plan. He is personally responsible for hiring every person from cleaner to the cook. He acts like an independent HRD in the restaurant chain, solving issues and motivating the workers through incentives and appreciation. The HR managers will be usually concerned about activities like number of appraisals and total number of people hired than results (Mathis & Jackson, 2008). The general manager should give importance to results here like getting good rating for the restaurant by serving best food, creating a nourishing ambience etc. The traditional recruitment always depends on word of mouth and newspaper ads and employment agencies (Mawhiney, 2011). The same is followed here too, but the manager follows a well structured hiring process which examines the experience and skill of the employees rather than their certificates and university degrees. Resource Calendar Each person is required to work in a regular shift apart from the delivery boys, handy man and the resource manager. They are generally assigned a shift which lasts from 6 am to 2pm or a shift which lasts from 3pm to 11pm. The resource manager and the delivery boys spends most of his time travelling and bringing back the required items. The handyman get the area repaired when the restaurant is closed and the cleaners are required to leave one hour after the closing hours to finish up the cleaning jobs. They are allowed to come late or take recesses in the middle to compensate the extra working hours. Every employee is given two days split off in the 7 day week time. They are entitled to take 2 days off every month if they are sick or due to personal reasons. They can cash the entitled offs left unused at the end of every three month. Training Every employee is given basic training to use the automatic attendance system and the usual equipments they deal with. For example, the cook is trained to use the modern oven and grinding machine while the cleaners are trained to use the advanced vacuum cleaners and dish washers. The delivery boys are required to have a proper license and are briefed about road safety well before hiring them. All the company employees are trained in using the emergency exits, fire extinguishers and escalating the customers to safety in terms of urgency. They are briefed about the leave applying procedure, the company policies regarding proper conduct to the customer and various issue resolving means before they assume position. They are free to contact the manager and the resource manager regarding any of their needs at any time. They are shown videos and made to answer questionnaires regarding the same. Their knowledge regarding the same is refreshed once in six months in a special session. A positive discipline is implemented through coaching and counselling to improve performance (Ornl, 2007). The employees are allowed to work once their training is completed. They are closely monitored by the manager everyday and their work in assessed twice in a year. Performance Reviews Every employee is given certain target to achieve. Each employee is given a handbook which underlines exactly what is required from them. The company clearly defines the profit limit for each branch and allows enough freedom for each general manager to achieve the same. The manager sets realistic targets to achieve and motivates each employee to work towards the same. Each employees performance is measured based on the compliance to the company policies, complaints received if any, their attendance and the presence of mind they show in tackling various issues. Every employee is rated based on these parameters and they are asked to self-evaluate themselves about their contribution in achieving the profit target. This plus the managers self evaluation of the employees reflects in their appraisal. The employees who fail to comply with the company policies and terms of conduct are warned and given more training. Rewards and Recognitions If the profit target for the quarter is achieved, a small party is celebrated to motivate the employees further. Extremely helpful and dedicated employees are always appreciated then and there by the manager in front of others. The best employee is selected based on the performance parameter and send to the headquarters, where they are rewarded every year. Each employee with full attendance and compliance for three months continuously is given a movie ticket for himself and a family of four. The employees are given travel allowance to take their family on a trip once in a year. References 1. (2012). Browse Average Salary Ranges for Restaurant and Food Services jobs. Salary.com. Retrieved 8th December 2012 from http://www1.salary.com/Restaurant-and-Food-Services-Salaries-2.html 2. (2012). Browse Average Salary Ranges for Restaurant and Food Services jobs. Salary.com . Retrieved 8th December 2012 from http://www1.salary.com/Food-Server-Institution-Salary.html 3. Haslinda, A. & Mek, H. (2009). Modelling HRD Practices in Malaysian Manufacturing Firms. European Journal of Social Sciences. 4. Haslinda A. (2009).Evolving Terms of Human Resource Management and Development. The Journal of International Social Research. 5. Mathis, R. & Jackson J. (2008). Human Resource Management with Info Trac. USA: Thomson Learning Academic Resource Canter. Retrieved 8th December 2012 from http://books.google.co.in/books?id=_yCe7fiQbokC&printsec=frontcover#v=onepage&q&f=false 6. Mawhiney, G. (2011). Factsheet. Omafra.gov. Retrieved 8th December 2012 from http://www.omafra.gov.on.ca/english/busdev/facts/07-005.htm. 7. Piscopo, M. 2012. Human Resource Plan. Project Management Docs. Retrieved 8th December 2012 from http://www.projectmanagementdocs.com/project-planning-templates/human-resource-plan.html 8. (2010). Performance Improvement Process. Oakridge national laboratory (ORNL). Retrieved 8th December 2012 from http://www.ornl.gov/adm/hr_ornl/WFD/pi.htm Read More