Angelo’s Pizza Essay

1) The paradox with Angelos pizza pie is that it has no strategic human resource proviso. strategic HRM is about planning to meet the plaques human resource requirements soundly in advance of the actual required date. The proud level goals for strategic HRM leave alone be derived from the brasss overall strategic planning. For example, Angelos Pizza started out from a single shop enterprise and then expanded three transshipment centers. However, on that point was no plan is place about the enhanced human resources which would be required to offer the boldnessal harvest-time plans. Because of this, the organizations human resources became the weak contact when the new stores were dress up. Similarly, if a franchisee is to be established, Angelo needs to have a detailed strategic HRM plan in place.The first spirit in Strategic HRM is to determine the number of employees and the types of competencies which pass on be required by the organization in the next five years. For this purpose, the present and future expansion plans moldiness be considered and the competencies which would be required by the diverse types of routines in the organization moldiness be actual. It is important to remember that the competencies not only when hold hard readinesss like qualification and action experience, but likewise soft skills like communication, manners etc. Consider the importance of a evokedidates temperament, motivation, attitude and initiative (Johnson, Rose). Once the list is authentic with various types of roles and the competencies required for each role, the next phase is to begin implementing locomote encapable the organization to have the required employees.To implement strategic HRM, the organization must have a recruitment system, training strategy, and compensation planning and employee retention strategy in gunstock with the requirements planned for the future. The comp whatever must have a stable recruitment policy which should be able to attract fueldidates with the kind of competencies required. The recruitment calendar should be of a large term nature where erectdidates ar recruited based on the needs developed in the long term plans and not just a stifle jerk reaction to resignation or new store opening. Since Angelos Pizza does not have every in house recruitment team, it would be a good idea to outsource this to a hiring direction which would recognize rear enddidates and after a firstlevel screening as per requirement of Angelos Pizza, would only send the shortlisted foundationdidates for interview directly with Angelo.Currently, Angelos Pizza has no training facility and all new joiners argon expected to subscribe on the project. This strategy may work for periodic workers such as waiter who come with prior experience however, for managers and any recruits with no relevant experience, any(prenominal) training would be required. In line with Angelos aim of expanding and eventually usin g franchising regulate, training manager result be critical for success. To enable this, Angelo should move out of the role of managing any store full time and concentrate of training all his store managers. Angelo should take charge of training and spend time in each of his stores, giving time to train the managers. The store managers in turn bequeath be responsible for training and guiding other provide members in their stores.For any organization, to defend the best talent, it is important to have a bonnie and attractive C&B plan as substantially as other aspects in a comprehensive talent retention strategy. Angelos Pizza must have a rank based estimate where high performers will be wearn better salary. The companys talent retention strategy must be focused on trying to keep employees happy at work and offer them occupational group yield opportunities within the organization. For example, having rewards and recognition for good performers will motivate employees to wor k hard and satisfy high performing employees. Similarly, employees showing high authority fanny be offered higher education support so that they adviseful move to managerial roles within the organization. 2) After considering the worrys faced by Angelos Pizza, the following learning objectives seem most suitablei) LM 3 (Discuss how recruiting strategies impact the competitive advantage of a firm) Angelos Pizza is woefulness from high turnover and wish of good employees due to its unplanned recruitment policies. Angelo has a very rudimentary recruitment strategy which does not earn out to the right candidate pool and is not able to select the best fitting candidates. To improve its competitiveness, Angelo must have a well developed recruitment strategy. Advertising in two local text file is not enabling Angelo to reach out to the intended audience. He can take the booster of hiring agencies to find the right candidates as per the cheat write and put them through a multi lev el pick process. Employee referrals are similarly an important pricking for recruitment. Also, he must outsource the background halt process to a competent organization.ii) LM 4 (Comment on the human relationship between individualizedity and work performance) It is seen from the case, that the job requirements have soft skill requirements which come from a soulfulnesss personality. In the restaurant transmission line it is important how employees interact and treat the clients. Therefore, Angelo needs to consider these requirements which designing the hiring compose and recruitment strategy. Also, stress has to be placed on other personal qualities such as honesty and loyalty. Since Angelos is worried about stealing, the selection process must also take into consideration the candidates personality traits. This means that the selection process will have to be muti-tiered consisting of background bears, personal interview and mock situations where the candidate is given practical(prenominal) situations.iii) LM 7 (Develop and evaluate a performance appraisal tool for a given situation) Angelos Pizza has a very high turnover and it is noticed that it is the good employees who are leaving the organization. To reverse this trend, a holistic performance appraisal system should be put in place which recognizes high performers and differentiates them from the others. The high performers should not get frustrated at the job and a performance appraisal system is the first step in identifying these high performers so that strategies can be developed to retain them. The performance appraisal system should be fair and evaluate the employee against the targets set by the manager. There should also be a mechanism where the feedback from customers is lay in and used as an input for performance appraisal.iv) LM 8 (Discuss various types of benefits a company could provide employees) Once the appraisal system is in place, compensation and benefits should be variab le based on employee performance. As a small organization, Angelos Pizza has the flexibility to design C&B as per employee requirements. Small scale, personal involvement and independence all head to an absence of bureaucracy, creating the SMEs reputation of being able to oppose readily to ever-changing circumstances (Brand.2002). For example, for hourly employees, assistance for further education can be a lucrative benefit, while at the same time providing the organization with a higher qualified resource for future managerial position.v) LM 9 (Discuss how corporate strategy can be aligned with HR) The lack of strategic HRM is the core issue affecting Angelos Pizza. Corporate strategy should be aligned with HR, so that resource requirements are planned well in advance and there is no shortfall of trained employees when the organization needs them. As Angelos Pizza is on a growth track, it must ensure that it has a recruitment and training plan to support the organizational growth. 3) Theft can be a major problem in small organizations because there is lack of control mechanisms and often employees are assigned to multiple tasks which reduce checks and balances. To reduce the problem of material and intelligent theft in the recruitment process, several measures can be adopted. solid ground verification is perhaps the most important factor which can help weed out candidates who are likely to steal. Angelos Pizza can outsource this task to professional agencies which conduct through background checks. These checks should include the candidates criminal record, past employment history, credit rating and other social security details.According to the law, a person cannot be discriminated against just because he has a criminal record. However, if the employer can show that the persons criminal record will hamper his job responsibility, it can weed out such candidates. Attorney Mark Briggs of the Arizona-based Briggs Law sort said the new law forces employers to have a clear community for why someones criminal record makes them unfit for the job they are applying for (Brooks,2014). For example, if a candidate has multiple theft convictions, Angelos Pizza may have to show how this would lead to higher chances of theft at job, if they have to disqualify the person. Similarly, a person with regular credit defaults may be under higher financial pressure and hence more(prenominal) likely to steal.Having a recruitment process to avoid intellectual theft is more intemperate. Employers should take time to understand their current high performing employees and see what personal attributes have led them to stay at the job. contend the time to find individuals in your organization that have the same or a similar position to the one you are recruiting for (Wheeler, 2004). The interview must check the candidates future aspirations and see if they are in line with growth in the company or not.4) To check the employee manners in an interview, Angelo c an use role plays, where the candidate is given a certain supposed situation and has to respond to that situation. For example, Angelo can pretend to be a customer and the candidate must pretend to be a waiter. In this way, Angelo can create potential difficult situations which may arise when a customer is unhappy and check how the candidate responds in the interview. For example, Angelo can take the role of a customer who is unhappy about the food and is in a bad mood. The candidate must act the role of the waiter who will have to calm down the customer and end the situation in a satisfactory manner.Another option, which is less time consuming and can be used as a screening method is to give all the candidates a case study reading a difficult situation where an unruly customer must be calmed down. The candidates should be asked to respond to the situation is writing and mention how they would respond to the situation given in the case.5) To check if the candidate is ineffective, A ngelo must decide which would be primary responsibilities for the job and design the interview to check those competencies. For example, for a cashier, numerical ability is important. Therefore, Angelo can give a numerical question which the candidate must be able to respond to quickly. Check of effectiveness cannot be generalized as different jobs require different skills. One good way to check the candidates intelligence level is to give him an aptitude test. dexterity tests are important because they show the persons mental ability. A person with a high aptitude will generally be able to learn and master new skills more effectively. Angelo can also give candidates some specific task to accomplish like for example, building a Lego model to check their effectiveness.ReferencesBrand, Maryse. (2002). Strategic HRM for SMEs Implications for Firms and Policy, retrieved on 10/23 from http//www.rug.nl/staff/m.j.brand/e_tj_2002_strategic_hrm.pdf Wheeler, Kevin. (2004). Good Hiring Starts With A Good Job Profile, retrieved on 10/23 from http//www.ere.net/2004/11/10/good-hiring-starts-with-a-good-job-profile/ Johnson, Rose. How to Reduce Employee Turnover by Effective enlisting in the Hotel Industry, retrieved on 10/23 from http//smallbusiness.chron.com/reduce-employee-turnover-effective-recruitment-hotel-industry-33538.html Brooks, Chad. (2014). Employee Background Checks Whats Legal, Whats Not, retrieved on 10/23 from http//www.businessnewsdaily.com/6166-why-you-need-to-use-background-checks.html