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8/2/2019 Cafe Spice Final
1/18
Submitted to:
Prof: Gupte
8/2/2019 Cafe Spice Final
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Labour Turnover
Turning them into assets so as to provide more
information about Caf SpiceFood.
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Commercial as well as residential. High spending habits
Middle class & higher class profile people can
be targeted.
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HR's Role
Critical
Focus AreasStrategic Frame Work
Caf Spice
People
Measures
Our role is to foster a higher
performance culture that us
supported by our talented
and engaged people andorganizational resources
essential for sustaining
superior business
performance. We will
achieve this by designing
processes, providing tools
and transferring knowledge
to our leaders required for
developing and
continuously improving
such a culture.
Restaurants
Execute the restaurant people strategy in order to drive
higher levels of employee commitment and customer
satisfaction.
"Employee
Commitment"
Employment
Experience
Provide a positive employment experience through respectful
employement treatment and complaince with labour and
employment laws.
TalentEstablish a strong talent management plan to identify and
develop talent at all levels while creating a diverse workforce.
External
"Best Employer"
Recognition
RewardsImplement the global total rewards strategy to support a
strong pay for performance culture.
Employment ImageCommunicate a compelling caf Spice employment brand that
tells "our story" and builds respect for Caf Spice.
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Information about the vacancy through newspapers ,
also positions are advertised in restaurants.
also uses local job centers, career fairs and other local
facilities. The candidate should have HSC as qualification.
Good communication skills.
Minimum experience of 6 months.
Candidates from near by vicinity would be preferred.
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After the final interview the manager will rate the applicant'sresponses.
A successful applicant will have demonstrated skills and behaviorsthat have been identified as being key to the position.
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Orientation of all new employees into the business through aWelcome Meeting, which they must attend. The Welcome Meetinggives an overview of the Company, including:
Job role
Food, hygiene and safety training
Policies and procedures
Administration
Benefits
Training and development.
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On the job training for the trainee executives. The majority of training is floor based
classroom-based training sessions
2 days intensive training for the mangers
1 week training for the cashier.
Cultural Differences Offers managers solid diversitytraining, including workshop
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Weintroduces all employees upon hiring to the BEST program (Basic
Effectiveness Skills Training). BEST utilizes videotapes, station guides
and other training materials to help employees learn how to do their
jobs and fulfill their job responsibilities. The trainer (management
personnel) is responsible for insuring all employees receive propertraining.The trainer uses a three-step training process:
Show and tell - view videotape, demonstrate the job, while employeefollows along with the station guide.
Guided practice - the trainer observes and guides the employee throughthe task; then employee practices on their own.
Follow up - the trainer checks on the progress of the employee andcertifies them as successfully able to perform the task.
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360 Degree Feed back from all the employees.
Feed back from customers.
Graphic rating scale
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The wage would be based on the market bases.
The revision of the wages and salary would bedone on annually.
The incentives would be based performance .Thereis a raise of 10% in salary and if performance isalso counted then 20% increment given at any time
of the year.
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The employee has to sign a one year contractwith the company.
One month notice needs to be given beforethe termination of the service by both theparties.
Caf Spice
C f S i
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Employees work analysis is done on the basis of his overallperformance.
We have predetermined standards on which employees are awardedon the basis of their skills, knowledge and experience.
Ability to do many tasks - Multi-tasking.
Behavior with subordinates, colleagues, peers. Attendance.
Demonstrated ability to improve quality, productivity, safety, costand efficiency.
Consistency in the quality of work.
Willingness to accept tasks. Ability to finish tasks on time and up to the
desired level of efficiency.
Caf Spice
C f S i
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Managing the generation gap
Pamper power
ESOP
Caf Spice
C f S i
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Welfare programme is designed to attract, energize, reward andretain talented people who will produce superior business resultsand enhance their leadership position.
Caf Spices provided health insurance benefit to its full-time
employees.
Caf Spice
C f S i
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Evaluate employee performance using the followingscale:
Superior - Performance is noticeably better than what is
required to get the job done: employee is almost a rolemodel.
Commendable - Performance is overall equal to orbetter than the standard required to get the job done.
Unsatisfactory - Performance is below standards andshows noticeable need for improvement.
Caf Spice
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Information Security Contract
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T H A N K Y O U !!!
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