Business Plan Of Castle Family Restaurant

Business Plan Of Castle Family Restaurant This is the business plan of Castles Family Restaurant located in the north California. It has the eight branches in different location. Total 340 employees are working in the restaurant. There is part time as well as full time employees working in it so the need for recruitment and hiring on continual basis required by restaurant. The manager operations and HR manager Jay Morgan need to face the problem related to HRM related to visit in all branches on weekly basis, managing the large number of employees of different branches, managing their payroll system, scheduling and their queries with out delay of time and in cost effective way. HR consultant is hired to coop with all these HR issues of the restaurant. The business plan includes different HR reforms in order to problem resolution. HRIS is considered the key towards the accomplishment of restaurant goals and to meet the HR requirements. Different types of HRIS are identified and the important types of HRIS that fit on the sce nario and can help to resolve the HR issues at is facing by Restaurant is analyzed and methodology of its proper implementation is suggested. Comparison of different types shows that restaurant needs to implement the payroll and employee self support management software in order to coop with daily basis HR issues. Ascentis software Vendor Company is recommended in order to install the successful implementation of HRIS in the restaurant in order to meet the HR needs of the company and provide the successful implementation of solution to the HR manager of restaurant. Introduction The paper is related to the business plan of Castle family restaurant, which is the restaurant situated in the North California. It is the family owned restaurant and it has multiple branches in different locations. The business plan represent the document summarize the Castle family restaurant current business operations related to HR functionality of restaurant’s manager Jay Morgan who is the operati on manager of his branch and carry out the Hr functions of other multiplication branches. I as the HR consultant of Jay Morgan is required to present the business plan to identified the HR problems that currently restaurant is facing, important HRM system need to be installed in order to meet the HR requirement of the company, comparison of different HR techniques in order to identify the best technique for the restaurant and sought out the current issues related to HR functions of Castle’ family Restaurant. The most important thing here is the implementation of information system to effectively carry out the HR activities of the restaurant. Company Review Castle’s Family Restaurant is basically medium sized company. It is a family owned restaurant. Total Eight branches are there located in different location naming Dunsmuir Avenue, Eureka, Parkview Redding-Shasta County, and Yreka-Siskiyou County. Castle’s Family Restaurant is providing services to the larger n umbers of customers. The restaurant carries out their working in different areas and integrates the system of food chain and employees through its manager Jay Morgan who has performed dual responsibilities, one is the responsibility of operation manager and the other one is HR manager. Morgan has to closely manage the HR operations of various branches of restaurant with close consideration and integration of employees working in different branches. Almost 340 employees are working in the restaurant with 40 % of employees are full time weather the remaining are part time employees. The need for the part time is increasing so the recruitment and hiring of part time employees is the issue on regular basis. In the reality the tasks to manage the HR functions of various branches without the implementation of technological advance system is difficult and to some extend impossible to perform in effective manner.

International human resource management Essay Example | Topics and Well Written Essays - 2000 words - 1

International human resource management - Essay Example As a function of understanding the list of complexities that must be entertained, this brief analysis will count the following as the main determinants that must be engaged with in order to effectively set wages for multinational employees: level and types of skills required, the overall supply and demand dynamics of the labor force, geographic considerations, employment setting, compensation philosophy, employment stability, tenure, and governmental regulations. It is the hope of this author that be analyzing these key determinants, the reader will be able to draw a further level of inference upon the key dynamics that define the means by which any large multinational firm must engage upon the issues of wage setting and salary concerns with international partners. The first issue that any firm or organization must integrate with is the kinds and level of experience that they require. One can understand this as a simple function of asking whether or not the jobs that are being offere d will require a high level of education or prior experience or whether they can easily be filled by any number of individuals (Winkler et al, 2013). As such, with regards to the British expatriate managers and engineers, the salary determinations can and will be effectively straight forward as they will reflect a slight and/or nominal increase over the rate of pay they received in England due to the fact that they will now be required to move to location and be remunerated based upon the additional strain and hardship that such a lifestyle and location change necessarily portends (Simpson, 2007). Conversely, the externalities of skill necessarily dictate how the local employees will be salaried and to what extent these salaries will be commensurate with or far below the same levels of expertise offered elsewhere in the world. The single most important determinant of labor and the rate at which it is paid is of course the supply and demand ratios that exist within the given system. This can be understood through a situation in which a given economy may have 1000 workers who specialize in the labour fields of A, B, C but only have 5 employees that specialize in labour field D. As a function of this low level of representation within the labour market, these individuals necessarily command a premium; both in the country in question as well as likely within the world at large (Songstad et al, 2011). The supply and demand for labor within a given market is one of the reasons that many firms have sought to export and/or relocate talent acquisition portions of their business to different regions around the globe. In hopes of saving money and finding the cheap and extant talent that can further drive their firm or organization, many entities have sought to merely move operations to where the labor specializations are highly concentrated; albeit not always necessarily cheaper. This is done as a means of providing a base of production and specialization that can be dra wn upon for many years into the future. With regards to the salary concerns for those individuals that will be brought into the given system as expatriates, again concern should be given for these individuals that they are paid commensurately with the specialists in their field at home as well as commensurately, and likely higher than, those individuals who specialize in their own field within the nation in question (Ployhart

WaterAid UK. Operational Management Essay Example | Topics and Well Written Essays - 1000 words

WaterAid UK. Operational Management - Essay Example The global strategy for WaterAid is to offer strategic perspective for building on this experience and integrating equity, as well as, inclusion in all areas of operation The company implemented the global strategy, with four significant aims of carrying out effective business to address sanitation and water crisis. One of the main objectives is to ensure that more than 25 millions of people across the globe have access to safe and clean water. They also focus on hygiene improvements, sanitation objective and also influencing government policies and practices in order to reach more than 100 million people globally. The organizational mission is transforming lives of people across the areas where they operate. The crucial services emphasizes human development and transform lives; thus enabling people to overcome poverty, as well as, enable them to access their human right effectively. The organization operates in more than 23 countries and the company offer support to their local part nership organizations. This is crucial because they aim to deliver sustainable water and services to all areas; thus improving sanitation. They also operate alongside their partners in order to influence effective decision making vital for improving investments and delivery of sanitation and water services to the population living under poverty level; therefore, to achieve their objectives, the company focuses to a wider context impacting sanitation and water services including marginalized communities, urbanization, unpredictable climatic changes, and political instabilities, as well as, stressed water resources. The company operates in unique way by focusing the challenges they face; thus finds solution of overcoming them through offering effective service delivery. They also have unique ways of developing and monitoring performance level. This strategy has been implemented through detailed operational plans and monitored with an aim of increasing effective performance. The human resource manager of the organization has made significant efforts of implementing a sustainability framework, which was piloted through the 2011 to 2012 post-implementation studies. Bratton and Gold (2010. P. 34) reveal the significance roles that manager play in an organization including training, encouraging teamwork, communicating effective and effective listening; thus contributing to successful performance of the company. Therefore, the WaterAid human resource manager has made significant efforts of partnering with others in creating an efficient operational management team in order to deliver sustainable services. Staff and volunteer management The company has varied staff workers and other volunteer groups who work together as a team to deliver effective services. Subba and Kumar (2010, p. 23) argue that working together as team in the management of resources of company activities can contribute to effective business performance. This is crucial because it has enabled the com pany to deliver equitable services across the regions where they operate. Moreover, the current company manager, Jeremy Pelczer employs unique leadership styles of managing both tangible and intangible resources of the company. Gold (2010, p. 102) argue that successful leaders should employee effective leadership styles that can enable them to deliver valuable services. They also have the board of directors who offer great opportunities and the shareholders also played key significant roles of supporting the company towards achieving the organizational mission. In addition, they have volunteer groups of people including the