Post on 24-Dec-2015
Max’s Restaurant
Team 3MGMT 341
Team 3 Members
KATIE GRAVES
ANDREW KNOX
Jeff Borah
Rainelle Martin Lissa Lange Liverman
Sean Rhines
Introduction• Max’s Restaurant
– Values, Mission & Community– Workforce Diversity – Disciplinary Action Process– Employees Needed Including Fluctuations– Employee Recruitment– Employee Selection and Orientation– Training and Development– Performance Appraisal– Labor Market & Ranking– Indirect Financial Compensation– Labor Unions
Values, Mission & Community
ValuesLeadership, Collaboration, Integrity,
Accountability, Passion, Diversity, and Quality
MissionSatisfy our customers, associates, and
stakeholders 100% of the time by providing a pleasurable dining
experience while remaining profitable
Community Involvement & Relations
Integrate ourselves within the community FundraisingFood ServicesVolunteer Events
Workforce Diversity We strive to create and maintain an environment that is accepting of value and culture. We are an equal opportunity employer that provides
fair and equal treatment to all.
Tasks-Announce job openings by: diverse social clubs, job fairs media, employee referrals, town boards and community centers
-Equip leadership with the training and development tools needed for planning and implementing diversity activities for associates
-Incorporate time to review the company’s diversity policies
-Sign statement of understanding-Semi-annual diversity training
Having a strong Diversity Management program will:- Create an inclusive culture- Cultivate more satisfied workers- Increase our competitive advantage- Increase productivity, creativity, and innovation- Create an environment that caters to each customer
Disciplinary Action ProcessAll employees are expected to sign off that they have received, understand, and agree to
abide by Max’s corporate policies.
Coaching
Verbal Warning
Written Warning
Term
inati
on
Written Warning
Immediate
Minor Performance Issues: Inefficiencies in performance, negligence in performance, or unauthorized absence
Medium Performance Issues: failure to report to work two days (consecutive or nonconsecutive), negligent use of property, acting in an unsafe manner to self or others, sleeping on the job or verbal conflict with customers.
Immediate Termination: Theft, Intentional tampering with products, physical conflict, falsifying hours, use of drugs or alcohol within work hours, failure to report to work for 3 consecutive days.
Employees Needed Including Fluctuations
Salary Managers, 3Hourly Supervisor, 1Hourly Order Takers, 7Hourly Dishwashers, 7Hourly Prep Cooks, 13
SchedulingStudents= bulk of customers & staffOverlapping shiftsHourly employees allow for
flexibility
FlexibilityStudent Internship ProgramHR forecasts & availability: Zero-
basedShortages: creative recruiting,
compensation incentives, training programs & overtime
Surplus: restrict hiring, reduce hours & job share
Employee Recruitment
• On-Campus Recruiting Stations
• Career Fairs• Newspaper Ads
• Flyers• Radio
• Campus TV• Social Media
•Non-Traditional Recruiting• Employee Incentives• Senior Centers
Employee Selection and Orientation
Training and Development
• Expectations & Company Atmosphere• Questions & ConcernsOrientation
• Job Related Duties• Role PlayShadowing
• Back up Employee• Senior Employees offer techniques & tacticsOperation
• 30 days, 90 days, 6 months, annually• Determine personal goals & potential advancementReview
• Customer Service & Motivational• Leadership, Marketing & Management
Training & Development
Performance AppraisalSupervisor
Performance Objectives
Compliance with company safety policiesRespond to complaints & ConcernsEnsure department goals are communicated, understood & met.
Prep Cook Performance
Objectives
Safe food handling & preparationProperly maintain food stationComply with portion sizes, cooking methods, quality & hygiene standards, policies & procedures
Order Taker Critical
Incidents
Angry/dissatisfied customer(s)Customer & register cash discrepanciesImproper or dirty uniform
Labor Market & Ranking
Supervisor
Prep Cook
Order Taker
Dishwasher
General Manager PositionWhite-collar worker
potentially willing to perform blue-collar work
Hourly Employee PositionsBlue-collar/Pink-collar
workers
Indirect Financial Compensation
• Full Time (30+ Hours)– Medical– Dental– Vision– 401K– Group Life Insurance– Short-Term Disability– PTO– Tuition Reimbursement
• Nonfinancial• Meal Discounts• Uniforms
All Employees will sign
acknowledging compensation
options
Labor Unions• Steps to ensure employees do not unionize:– Maintaining open lines of communication– Be considerate of employees’ suggestions, questions, and
issues– Train management and supervisors on interacting with
employees– Enforce company policies– Invest in our employees by providing future
opportunities and fair compensation– Provide coaching for minor infractions that do not
require formal discipline– Employees will have the opportunity to provide
feedback
ConclusionMax’s new concept restaurant: Out with the
old, in with the new!!
Questions or concerns? Please contact Team 3 via Communicate tab for
MGMT 341