Introduction
Business success is a reward to an enterprise where employees and the management work as a team. A good employment relationship between the enterprise and the employees should be maintained. This brings motivation to employees who in return improve quality of services delivered and the customers are satisfied. Consequently, the enterprise profitability rises and is easily maintained. For a 13 personnel coffee shop, proper human resource management is inevitable. All issues affecting the workforce must be dealt with professionally and amicably. This being a new business, the initial staffing has to be done procedurally so as to get the right staff for the tasks. Tasks has to be defined and plans must be put in place to ensure a smooth running of the business activities considering external influences that could paralyze these preparations.
Employment Relationship
The coffee shop will establish an employment relationship to ensure that the work performed by the workers is rewarded under some conditions which must be complied to by the employer and the employees. This will determine how the provisions by the labor and social security law in regard to workers rights and obligation will be applied (Heneman, Judge & Kammeyer, 2012). It will also set the limit, the extent at which rights and obligation of the employer, coffee shop, will be exercised towards the workers. The employee’s terms of employment must be clearly stated on recruitment and notified to the employee. All the store managers will be employed on permanent basis while the coffee servers will be employed on fixed term basis for the first two years after which the terms will be revised to permanent basis. The terms of employment are according to the international labor laws and will be exercised within the limits set there in.
The coffee shop is determined to engage professional store managers with high profile skills. To makes sure that the enterprise attracts competitive skills, the coffee shop has considered permanent terms of employment for the managers as the best to start with. The enterprise undertakes to engage into a thorough capacity development program for the managers. This will involve investment of enterprise resources and the enterprise endeavors to ensure that the managers apply these skills to for the improvement of the services offered at the coffee shop. It is therefore inherent that the managers be offered attractive terms of employment to avoid turnover which will be costly to the entity considering the recruitment and training process. Permanent terms of employment also create a sense of business ownership which is believed to influence positively to the employee performance. The contract term of the coffee servers has also been made long enough after which the entity will consider changing the terms to permanent. The coffee shops has considered this as the best offer to the coffee servers since the level of skills required in this is relatively lower and incase of incompetence, the entity may fail to renew or change the terms of the contract.
Disparate Treatment
The business is conscious of disparate treatment and the enterprise is committed to ensure that no person or employee shall be treated less favorably than others during recruitment or employment (Lewis, Thornhill & Saunders, 2002). It will ensure there is neutrality in the treatment of everyone by ensuring g that all tests performed by the enterprise during recruitment are related to the respective job and are consistent with the skills needed by the business. Before deciding on the conduct of recruitment process, the enterprise will investigate the alternative methods available to evaluate the candidates to minimize complains on disparate treatment. The coffee shop will also ensure that disparate treatment analysis is conducted before finalizing the recruitment process to ascertain that no such issues arise.
External factors
The coffee shop staffing is likely to be affected by legal factors. For instance the international labor laws are likely to influence the wages to our staffs while the revenue authorizes would require the enterprise to introduce our employees to benefit plans and health insurance. The coffee shop will engage legal consultants in formulation of staffing policies to ensure that they are fully compliant. The minimum wage may not be reasonable to apply on the coffee servers but to avoid conflict with the law; the enterprise has reduced the number of the employees to ensure the operating expenses do not exceed the limits and lower profits.
Labor Shortage Plan
- Introducing of overtime to the current staff.
- Hiring new temporary employees to assist perform casual duties.
- The coffee shop will then redesign the current job process to ensure that the number of employees required to perform the same tasks reduces.
Labor surplus plan
Stop recruiting to replace positions left by workers who retire or move for other positions instead of resorting to layoffs.
Step Two
The labor surplus may have been caused by staff from the outsourced responsibilities which need to be shifted back to enterprise.
Step Three
Start a compulsory furlough system where employees are required to take time off. During this period they are given lesser benefits. This has no greater negative impact compared to salary reduction across-the board.
Step four
Reduction of working hours and pay them on the basis of hours worked.
Step five
The coffee shop will introduce buyout or retirement plans where workers will receive compensation for retiring before age or voluntarily giving up the job.
Work force diversity strategy outline
- Understand the diversity of the coffee shop
- Point out, attract and sustain the best people for the coffee shop.
- Make use of views from other people outside the shop to increase diversity of workforce.
- Condition the workplace in such a way that the available talents can achieve their best in performance (Jackson, 1992).
Job Analysis
The coffee shop will initially engage subject matter experts in several resource management workshops who will come up with tasks inventory (Franklin 2005). After the initial analysis the enterprise will also prepare questionnaires to be filled by employees requiring them to give information about the work they perform. The following is a job analysis conducted so far.
Store Managers
Tasks
- Monitor the stock of raw materials i.e. Milk, Coffee, Eggs, Breads etc.
- Supervise the coffee servers.
- Ensure all customer requests, complaints and comments are collected and timely reacted upon
- Ensure the general cleanliness of the coffee shop.
- Ensure the quality of edibles is of the recommended standards.
- Record the daily sales and cash.
Requirements
- Resource Management skills
- Store keeping skills
Coffee Servers
Tasks:
- Prepare the foods and drinks.
- Clean the coffee shop.
- Serve the customers and give receipts.
- Collect cash from customers.
- Arrange and dress the furniture in the shop.
- Washing and ironing their uniforms and furniture clothes.
Requirements
- Hotel and catering management skills
- High interpersonal skills
References
Franklin, M., & American Society for Training and Development. (2005). A guide to job analysis: Measurement & evaluation. Alexandria, Va: ASTD.
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D. (2012). Staffing organizations. Middleton, WI: Mendota House.
Jackson, S. E., & Society for Industrial and Organizational Psychology (U.S.). (1992). Diversity in the workplace: Human resources initiatives. New York: Guilford Press.
Lewis, P., Thornhill, A., & Saunders, M. (2002). Employee relations: Understanding the employment relationship. Harlow: Financial Times Prentice Hall.
