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Key Topics
- Requirement
- Solution
- Introduction
- Company Overview
- Core Product or Services
- Goals and Objectives
- Mission, Vision and Values
- Law 1: Employment Standards Act, 2000
- Law 2: Workplace safety and Insurance Act, 1997
- Law 3: Employment Equity Act
- Recruitment Strategy and Methods for Advertisement
- Selection Procedure
- Appraisal/Performance Review Form
- Compensation Strategy for Employees
- Conclusion
- REFERENCES
Requirement
HUMAN RESOURCE MANAGEMENT
Solution
Introduction
The report will help in understanding the human resource elements of the organization. Further, the company is being created which will run by a sole proprietor and the various aspects of human resource will be described below in the report. The report will begin with the overview of the company like its name, products and services, mission and vision statement, etc. Further the legal environment will be given with respect to the company. Then the job description for the vacant position will be given along with the strategy of recruitment and selection procedure. Moreover, the training method along with the appraisal form and the compensation strategy will be given.
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Company Overview
The company which we want to create is the coffee shop, and the name of our company will be Coffee Grog Shop. As the coffee shops are the easy-going social setting which lends themselves to the people in order to meet other people. The conversation takes place in parts due to the historical underpinning of the coffee shops. The coffee shops have great music but don't have any activities in order to bring the people together. Therefore, our Coffee Grog Shop will focus on such areas and turn the weaknesses of the competitors into our strengths. Further, we will give tough competition to our rivals and will succeed in achieving sustainable competitive advantage.
Core Product or Services
Microbrews on draft and bottled- alcohol will be served to the customers as it minimises inhibition and it helps to interact with new people.
Espresso, coffee, cappuccino and various other drinks- these drinks are largely popular in Ontario, Canada. People like to have coffee while having a conversation.
An assortment of Tapas- this will be provided to the customers as they are easy to make and moreover, the offering can be changed frequently.
Goals and Objectives
Creating awareness of the brand through a steady growth of new and targeted customers.
Creating a hike in sales while gaining a status quo or decline in the expenses of the marketing.
Creating awareness of the structured system of conversation which will be measured by the customers who will visit the Coffee Grog Shop to meet people.
Mission, Vision and Values
Coffee Grog Shop wants to offer a neighbourhood coffee shop so that people can meet. We will exist in order to maintain and attract our customers. We will adhere to our rules, policies and regulations.
Number of Employees
Initially, we would require 10 employees including the manager and the cashier.
Location
Our shop will be located in the Belleville, Ontario. As the competitors are less in that area. So, we will be able to expand our business during our initial days.
Competitors
The main competitors of our business will be The Brake Room and Coffee Time. They are also located in the same area and offer similar kind of products and services to some extent.
Target Market
We will be targeting singles and professionals so that they can make new contacts by meeting new people in our coffee shop. We will be targeting people with the age group of 20-40 as it is the largest group of singles and professionals.
Legal Environment
This section provides guidelines for the management of employees within the Coffee Grog Shop. Here, the legal environment under which the organisation operates is described along with the employment law(s) that have the greatest affect/impact on Coffee Grog Shop.
Law 1: Employment Standards Act, 2000
This law defines the minimum standards of work at the workplace. The rights in the workplace are defined by this law. Here, all the important areas related to work, employees and management are covered in the hours of work, the pay of employees for the overtime, the minimum wages to be paid to the employees, their vacation pay, the public holidays, the breaks for meal and coffee, the maternity leave for the women in the workplace, the family and the medical leaves, and the termination notice rules and the termination pay ("PAPERS FROM THE ASSOCIATION OF CANADIAN LAW SCHOOLS 2016 ANNUAL MEETING, SECTIONS ON EMPLOYEE BENEFITS AND EXECUTIVE COMPENSATION, AND MEDICINE AND HEALTHCARE: COMPARING ERISA AND FAIR LABOR STANDARDS ACT CLAIMS UNDER THE AFFORDABLE CARE ACT").
This law has impact on the company as:
This law is common to all the organisations. So, any variation is not allowed. Thus, all the employees of the company know about these provisions of working, and the management is also aware of these points. So, there is no possibility of any conflict, miss-understandings, etc. If the company does not follow this, it may not be able to survive in the long run. Also, this makes the rules for the management too that they have to take care of the health and safety of their workers and they have the responsibility of protecting the employees from any hazard.
It will help in managing the employees as:
When the leaves, pay, working hours, etc. are pre-defined, the management will not have to put much effort in reminding the people about the rules. Also, they can take action against the employees if any rule is not followed. The opposite is also true. The employees can ask for their rights from the management. For example, if they are working overtime, they can ask for pay and the management will have to approve that payment. So, with this law, the management becomes automatically, and there is no scope of any clarification or explanation.
Law 2: Workplace safety and Insurance Act, 1997
This law provides a no-fault compensation insurance scheme for those workers who get injured due to or in the course of their employment (“Introduction to Health and Safety at Work: For the NEBOSH National General Certificate in Occupational Health and Safety”). Also, the law provides compensation to those employees who suffer from disabilities due to or in the course of employment.
This law has impact on the company as:
The law makes the administration of the companies responsible for the claims, benefits, etc. of the suffered employees. If this law is not applied or the company does not follow the provisions of this act, then the workers may feel dissatisfied. They may go on a strike; they may stop the work, or they may spread negative publicity for the company.
It will help in managing the employees as:
This law is very important for the management of the employees as in the case of any injury, death or disability due to employment, if the employee does not get compensated adequately, then he may sue the company and the existing employees may also go against the company. So, for proper management of the people and the work, this law needs to be applied and followed.
Law 3: Employment Equity Act
This law helps in protecting the rights of four groups that are: women, the aboriginal people, the disabled people and the visible minorities ("Employment equity in Canada and South Africa: A comparative review").
This law has impact on the company as:
This law helps in protecting the rights of people. If the discrimination happens to the company, the company will have to suffer from various law suits. Also, the policies of the company are affected by this law. For example, if the company is recruiting someone, they cannot discriminate on some of the parameters like gender, race, etc.
It will help in managing the employees as:
The employees will not be discriminated; they will feel satisfied and happy in the company. When they are happy, the effort to manage them will be less.
Job Description
Title: Vacancy for Cashier
Job Statement: The cashier has to make sure that the each customer is offered, in a timely, professional and friendly manner. This will contain greeting customers as well and take their orders with the payment at the counter.
Essential functions:
Taking orders of the customers at the counter.
Receiving payments.
Function as the coffee grog shop’s host.
Make reservations.
Calm and compose during busy hours.
Responsible for making the balance sheet in the register on a regular basis.
Provide the food order receipt to the customers.
Job specifications:
Should have good communication and interactive skills and should be enthusiastic.
Should have working knowledge and the diploma in high school.
Proficient in using a calculator, computer in order to make transactions.
Should be flexible to work in any situation.
Standards of performance:
Attracting customers by pleasing personality and friendly nature.
Effective communication.
Great knowledge of work.
Technology friendly.
Effective skills of problem-solving.
Working conditions:
Should be able to work in standing position for a period of eight hours and will get a break of 30 minutes for lunch.
Organization Chart of the Company
Recruitment Strategy and Methods for Advertisement
The various methods for advertisement will be used for the position in order to reach the best pool of applicants. The vacancy of the position can be advertised in the newspaper so that the suitable applicants can contact us themselves. We can also use job portals like LinkedIn so that the applicants who are looking for the job can contact us (Armstrong, Michael, and Stephen Taylor).
Below are the recruitment strategies-
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Attraction-The recruitment strategy which we will be using is an attraction like we will attend the job fairs and we will try to interact with the candidates personally, and we will use proactive approach in order to persuade the candidates.
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Searching profiles-The other recruitment strategy which we will use that we will search the profiles on the job portals and will see that the candidates who applied for the job are suitable for the particular post or not. Moreover, the applicants who will approach us on the basis of newspaper advertisement, their profiles will also be analysed.
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Referrals-The other recruitment strategy can be referrals as we can use our personal contacts in order to search the applicants and the find the most suitable candidate for the desired job.
Selection Procedure
The steps in the selection procedure are as follows (Townley, Barbara):
Preliminary screening-
We will start screening the resumes of the suitable applicants. We will make sure that the candidate is right for the position of cashier according to our expectations or not. We will completely analyse the resumes according to the job description.
Telephone interviewing-
Firstly, the telephonic interview will be conducted for the applicant in order to check how calm and compose he is and the way of talking of the applicant like whether he is quick in giving answers or whether he will be able to handle the customers with the friendly nature or not.
In-person interviews-
We will conduct the face to face interviews with the candidate in order to know them personally. This will help in finding the most suitable candidate from the various number of candidates.
Offer letter-
If the candidate clears all the rounds, then he will get the employment letter and further he can move towards the onboarding stage.
Being the owner of the company I will personally conduct the interviews in order to hire the cashier. I will be more comfortable in using the face to face interview as this will help in observing the attitude and behaviour of the candidate.
The questions which will be asked in the interview are:
What do you mean by customer service?
How will manage the angry customers?
Do you know the basics of the computer?
Why do you want to be at this post?
Orientate/Onboard the New Employee
Welcome-
Initially, the selected employee will be given a warm welcome, and the welcome kit will be given to him in order to make him comfortable with the environment and culture of the company. (De-Shunda, Yamil Boo Irizarry, and Samuel Brazil). We will try to build a positive relation with the new employee, and he will be introduced to the other employees so that they can know each other.
Company history-
Further, we will highlight the objectives and goals of our company since we are a startup only. This will help him to know the operations and the activities of our business. And the employee will be able to understand that how he will be going to work and help the company in increasing profitability and achieving the sustainable competitive position in the market of Ontario, Canada.
Culture-
Further, we will make the employee familiar with the culture of our organisation like how he has to work what will be the daily routine and about the structure of leaves, etc.
Compliance-
The new employee will be told that how the compliance will be maintained and how they have to work with the other employees in order to reduce cost and maximise profitability.
Policy-
The new employee will be told about the policies of the company so that he can memorise them and work accordingly for the benefit of the company and its future expansion.
Therefore, all these information will be given to the new employee in the time frame of two hours.
Training Method and its Evaluation
Mentoring-
Mentoring will help the cashier in developing the positive attitude towards the work as this is mainly used for improving the weak areas and the cashier will be able to develop new capabilities and the skills in order to do job. Further, the cashier will be able to solve personal as well as organizational issues (Weber, Eric).
Apprenticeship-
This will help the cashier to learn the procedure of the work as he will be supposed to work with the other person so that he can learn adequately that how to perform the job And the cashier will be able to adapt and learn how the work is being done and what type of culture the organization is having.
Job instructional training-
This training will help the cashier in getting instructions while doing a particular job and the trainer will help the cashier in order to understand the requirements of the job and how the work is being done in order to satisfy the customers.
Below is the evaluation sheet for the employees.
Appraisal/Performance Review Form
The employee will be measured on the work dimension parameters.
The determination will be based on the performance of the employee. The critical incidents will be recorded, and the graphic rating scale will be filled according to those incidents. The critical incidents will help them in giving the true picture of the employee. Also, the performance measure will be based on the overall picture of the employee and his performance. The performance will be poor when the employee is not able to meet the expectations of the company and the job.
Compensation Strategy for Employees
Below are the various methods and strategies which we will use in our company in order to compensate the cashier which will also help in retaining him in the company (Bamberger, Peter A., Michal Biron, and Ilan Meshoulam):
Salary-
The salary will be given to the cashier on the basis of the pay scale for Class III employees of the company, and this will be the annual amount which will be divided into equal payments each period. The salary will be the base salary fixed by the company.
Commission-
It will be given to the cashier as per his extra work i.e. if he will work more than the required time and if he will put more efforts than required for the personal as well as organizational growth.
Time-off surprises-
We will give surprises to the cashier like bonus, gifts, take him out for dinner etc. It has been observed that this helps in increasing the morale of the employees to a great extent.
Casual dress program-
We will decide a day on which the cashier will be allowed to wear casuals so that he does not get bored with the same dressing. Further, this will help him to become comfortable in the work environment, and he will be able to improve his efficiency and effectiveness.
Conclusion
The report helps in understanding the important elements of human resource management as it is an essential part of the organization. As the example of a new company is taken which is run by the sole proprietor. Further, the report helps in understanding the recruitment, selection, legal environment and training methods and compensation strategies in order to motivate the employees are given.
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- Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource management practice. Kogan Page Publishers, 2014.
- Bamberger, Peter A., Michal Biron, and Ilan Meshoulam. Human resource strategy: Formulation, implementation, and impact. Routledge, 2014.
- Hughes, Phil, and Ed Ferrett. Introduction to Health and Safety at Work: For the NEBOSH National General Certificate in Occupational Health and Safety. Routledge, 2015.
- Jain, Harish C., Frank Horwitz, and Christa L. Wilkin. "Employment equity in Canada and South Africa: A comparative review." The International Journal of Human Resource Management 23.1 (2012): 1-17.
- Medill, Colleen E. "PAPERS FROM THE ASSOCIATION OF CANADIAN LAW SCHOOLS 2016 ANNUAL MEETING, SECTIONS ON EMPLOYEE BENEFITS AND EXECUTIVE COMPENSATION, AND MEDICINE AND HEALTHCARE: COMPARING ERISA AND FAIR LABOR STANDARDS ACT CLAIMS UNDER THE AFFORDABLE CARE ACT." Empl. Rts. & Employ. Pol'y J. 20 (2016): 173-173.
- Townley, Barbara. "Selection and appraisal: reconstituting." New Perspectives on Human Resource Management (Routledge Revivals) (2014): 92.
- Weber, Eric. "Exploring the role of advisory boards in technology-based startups using qualitative methods." Advisory Boards in Startups. Springer Fachmedien Wiesbaden, 2017. 87-139.
- White, De-Shunda, Yamil Boo Irizarry, and Samuel Brazil. "RAMS ONBOARD: Improving Employment Process." (2015).
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