Angelo s pizza

Topics: Management, Recruitment, Human resource management Pages: 5 (1188 words) Published: April 26, 2015

Angelo’s Pizza
Case Study

Tareq Aburus

Human Resource Management

Sept. 17th 2014

Dr. David Egleston
Expanding the number of store and franchising with the same high quality food and fresh ingredients, is a great idea and a wonderful opportunity for Angelo’s pizzeria as an entrepreneur. There must be a focus on 3 resource management implications; 1)-Business environment analysis:

The implication represent the company’s general competitive advantage and strategic planning. A strategic plan is the company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage. Angelo’s had realized his mistake in the early stages of his business before he branch off and start franchising. The lack of planning and proper HR management along with a job analysis system the company will fall apart. The proposed new location of stores must be where the high quality ingredients are readily available to meet demands, and stay focused on high quality.

20) - Job Analysis:
All businesses want to attract and maintain good people. A job analysis is the procedure through which you determine the duties of the positions and the characteristics of the people to hire. Angelo’s must develop a strategic plan to keep all employees highly competent and professionally trained and focused on delivering good customer service. The strategic plan will outline the needs of Angelo’s business and the right staff to run that business. Angelo’s Human resource strategies will ensure the success of the right hire with the right compensation plan so the employees will know where to stand and the performance will be considered for future management position. Angelo’s will need training programs that are recognized so that each employee understands his/her role and expectation. Angelo needs to be willing to devote sufficient time to the training way before he jeopardized his business reputation, by allowing unskilled workers to act in his stores.

Specific human resource error can be like
1- Hiring the wrong candidates for the job:
Employees in the restaurant business play a great role on the establishment reputation and success. Managers must take the time on the hiring process and insure the proper training along with explaining the goals and the company’s rules and regulations with all the staff.

2- Experiencing a high turnover:
Restaurant business is particularly brutal when it comes to turnover. Angelo’s had to work longer hours along with the employees, and managers had to do multi duties to cover the absent staff. Efficient training requires the right number of staff with the right trainers under normal working conditions, trainers will not provide the efficient training under pressure and multi duties.

3- Personality check:
A proper interview with a series of questions and screening process to discover personality necessary for the vacant position, and to insure quality output and performance from service oriented courteous people.

4- Lack of training to undermine effectiveness
Watching Angelo’s work and being side by side with him in the business is not enough and sufficient reliable training to run and manage a store to high standards. Angelo’s should have had developed a reliable training techniques to insure and proper store management.

5- Wasted useless interview:
An interview without the proper questions and interview techniques is useless and a waste of money and time. Advertising, interviewing time, interrupted customer service, training and severance pay, and every step of the hiring process expenses should be selected and calculated in terms of time and money. And a little research and planning can prove meaningful in the end. If Angelo’s pay attention to all steps, rest assured to be more effective and serves the business better.

Structured interview process starts with initial sorting...

References: Dessler, G. (2000). Human resource management. Upper Saddle River, NJ: Prentice Hall.
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