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HRM Assigment 1
Benish Zehra
04151913077
BSBA 5
th
“B”
RECRUITMENT FOR CAFÉ STAFF
RECRUITMENT PLAN:
The City Cafe Skardu cannot randomly recruit new employees as needs careful planning and
consideration of different aspects that are as follows:
The number of vacant position:
The number of employees needed for different jobs: Initially, the City Café needs around 3-4
employees for a managerial level that include store manager, head chef, accountant etc. In
addition to this, the Cafe also needs 5-6 employees at the lower level that includes kitchen
staff, attendants and waiters.
The time when employees will be needed: All these employees will be needed in the next 4-5
months as the season starts for travellers coming to visit Skardu. In the next three years, the
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number of employees required will double as the number of tourists increases each year in the
City. (Skardu).
Succession Planning: After the development of strategy and aligning it with the recruitment
plan, the next step is to do succession planning. In the case of coffee shop employees,
employees working at lower levels like attendants and waiters etc may leave their jobs within
the next 6 months after the tourism season closed. Employees working at a higher or
managerial level may not leave the coffee shop in the next 3-4 years if offered with healthy and
adequate salary and accommodations.
Identifying skills and abilities of current employees: After succession planning, it is vital for the
management to identify the skills and abilities of its current employees along with an
evaluation of their education, skills, and experiences on different types of a job with periodical
skill assessment. In this regard, skills inventory need to be developed that in turn will help the
coffee shop recruiters to identify the actual need of staffing in present and the possibility of
promoting current employees on vacant positions.
Present and Future Supply of Potential Employees in the labour market: This information
could be obtained easily from Gilgit Baltistan government agencies, trade associations, and
professional organizations working in this regard. In present and future, the supply of potential
employees in the labour market is about to increase with the growing potential of the service
industry. With the increasing impact of travel and tourism on Skardu’s economy, the local
government is doing hard to manage the required labour supply. In future with expansion also,
the City Cafe Skardu management will be able to acquire required labour easily with attractive
compensation packages.
Recruitment Strategy
For successful execution of a recruitment plan, it is vital to have a recruitment strategy that in
the case of the City Cafe Skardu is to recruit employees with internal as well as external sources
so that an inspiring work environment can be developed with the help of performance-based
opportunities, diverse leadership, talented people, flexibility, and value-based. The key internal
sources that would be used in present as well as throughout the next 3 years are transfers,
promotion, upgrading, retrenched employees, etc. In addition to this, the external sources that
would be used by the City Cafe Skardu recruiters are press advertisements, online
advertisements, placement agencies, employee referrals etc. Use of both the internal and
external recruiting sources is vital in present to have talented staff and these methods will also
persist in future as a key strategy of recruitment.
Job Information:
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City Cafe Skardu believes in working the principle of equal opportunity for all qualified persons
with a healthy working environment and value-based climate. City Cafe Skardu is looking for
fun-loving, encouraged, and reliable people for the following positions in these two categories:
Managerial Positions
Store Manager: Responsible for taking care of the store and the need and supply of
required material to make and serve café foods and drinks with a minimum of 2 years of
experience.
Head Chef: Controlling and directing the food preparation process and supervising the
kitchen and all related activities with a minimum of 2-3 years of experience.
Accountant: Responsible for handling and managing accounts and related activities with
a minimum of 4 years of experience.
Lower-level Positions
Kitchen Staff (3): Responsible for making and cooking food, Should have 1-2 two years
of experience in Kitchen.
Attendant (1): Any graduate or undergraduate may apply and be liable to attend
customers in a friendly and needed way.
Waiters (5): Handle customer queries and serve them whatever is ordered courteously.
Job Advertisement:
One of the most significant communication mediums regarding recruitment is print media
(newspaper advertising) and similar are also selected for City Café Skardu’s recruitment plan.
There are different media channels like broadcasting, print, social etc. but irrespective of
economic times and internet growth, it is assumed that doing advertisement through print
media brings an assured competitive advantage. Print media comprises newspaper advertising
and magazine advertising among which advertising or communicating through the newspaper is
most effective as everyone reads a newspaper and considers it an easy mean to acquire local,
national, and international. Especially in the case of jobs, people prefer to go through
newspapers and jobs related columns given in newspapers. This is an effective communication
medium for companies with their potential candidates so, this is the reason newspaper
advertising is selected City Café Skardu to recruit candidates over other communication
mediums. Paid circulation newspapers have been a well-liked and cheap advertising medium
for several years.
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Selection Process:
Selection Process for Staffing the City Café Skardu
Different selection processes could be used for staffing by an organization as per their needs. In
the case of City Café Skardu to recruit managerial and lower-level positions, the following
selection process will be used for staffing:
Notification: The selection process will start with notification of vacant positions in local
newspapers along with the responsibilities of each position vacant and the experience required.
Reviewing: After these resumes received are reviewed and each applicant’s background is
matched with the job requirements. It is not possible to review all resumes at a time so it is vital
to mention experience and qualification at the top of the cover page so that it becomes easy to
review disqualified candidates.
Screening: After reviewing and shortlisting suitable candidates, the recruiters will undertake
screening of shortlisted candidates through a telephonic interview that in turn assists in
identifying that is the candidate has the essential qualification to call him/her for an interview
or not.
Interviewing: One of the most significant steps of the employment selection process is the
face-to-face interview. An interview can be conducted in rounds with the human resource
manager, the hiring manager and other employees along with a structured or unstructured
questionnaire.
Selection: After interviewing candidates, the hiring manager will take feedback from others
about the employee and would decide which applicant fit best with the vacant position.
Selection depends on employees’ level of confidence, behavior, and approach to work along
with qualifications and experience.
The five-step employee selection process used to staff individuals at a cafe is quite effective as
it provides a systematic means to select an employee along with all essential tools needed to
review, screen, and interview. Having a systematic means of selection is vital as otherwise, it
becomes difficult for recruiters to select employees in time and with the required skills. One of
the key advantages of this selection process is it provides a framework to select employees and
could also be used in future with adaption. Although the process described is effective but lacks
monitoring and control that is essential to select appropriate candidates. An interview is a
costly and time-consuming selection technique.
Initial and Substantive Assessment Methods
The initial assessment methods that would be used to select external candidates for each
position are interview and reference checks. Interviewing is a good predictor of work
performance if used effectively for assessing external candidates. Structured or unstructured it
should focus on assessing the potential of an employee in terms of the job applied and
responsibilities. In addition to interviewing another method effective to assess external
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employees is reference checks that help in collecting employee-related information and
estimates of his/her job performance capabilities.
In addition to initial assessment methods, the different types of substantive assessment
methods that could be used to select external candidates for the above-mentioned job
positions are Psychometric assessment that includes different types of tests related to
personality, cognitive ability, work styles and motivation. Cognitive ability tests along with
personality tests will assist recruiters in having an effective prediction of work performance.
Cognitive ability has a direct effect on job knowledge acquisition so assessing it is quite
significant in the case of external candidates’ selection. All additional assessments are effective
to evaluate a candidate in terms of vacant positions and roles needed to be played.
Predictors to Assess KSAOs
For assessing KSAOs (knowledge, skills, abilities, and characteristics), one of the most effective
predictors that could be used is job analysis. Job analysis helps in identifying the specific KSAOs
needed to perform a specific job in the Cafe. Job analysis is also not so easy but if planned can
be done effectively and would direct towards required KSAOs. An analysis of the capabilities
needed could be determined by hiring managers with the help of staff involved in the process
of recruitment. As well, the internet and other sources like the workforce capability framework
could also be used to analyses the job descriptions and arrive at an effective list of KSAOs.

Unformatted Attachment Preview

HRM Assigment 1 Benish Zehra 04151913077 BSBA 5th “B” RECRUITMENT FOR CAFÉ STAFF RECRUITMENT PLAN: The City Cafe Skardu cannot randomly recruit new employees as needs careful planning and consideration of different aspects that are as follows: The number of vacant position: The number of employees needed for different jobs: Initially, the City Café needs around 3-4 employees for a managerial level that include store manager, head chef, accountant etc. In addition to this, the Cafe also needs 5-6 employees at the lower level that includes kitchen staff, attendants and waiters. The time when employees will be needed: All these employees will be needed in the next 4-5 months as the season starts for travellers coming to visit Skardu. In the next three years, the number of employees required will double as the number of tourists increases each year in the City. (Skardu). Succession Planning: After the development of strategy and aligning it with the recruitment plan, the next step is to do succession planning. In the case of coffee shop employees, employees working at lower levels like attendants and waiters etc may leave their jobs within the next 6 months after the tourism season closed. Employees working at a higher or managerial level may not leave the coffee shop in the next 3-4 years if offered with healthy and adequate salary and accommodations. Identifying skills and abilities of current employees: After succession planning, it is vital for the management to identify the skills and abilities of its current employees along with an evaluation of their education, skills, and experiences on different types of a job with periodical skill assessment. In this regard, skills inventory need to be developed that in turn will help the coffee shop recruiters to identify the actual need of staffing in present and the possibility of promoting current employees on vacant positions. Present and Future Supply of Potential Employees in the labour market: This information could be obtained easily from Gilgit Baltistan government agencies, trade associations, and professional organizations working in this regard. In present and future, the supply of potential employees in the labour market is about to increase with the growing potential of the service industry. With the increasing impact of travel and tourism on Skardu’s economy, the local government is doing hard to manage the required labour supply. In future with expansion also, the City Cafe Skardu management will be able to acquire required labour easily with attractive compensation packages. Recruitment Strategy For successful execution of a recruitment plan, it is vital to have a recruitment strategy that in the case of the City Cafe Skardu is to recruit employees with internal as well as external sources so that an inspiring work environment can be developed with the help of performance-based opportunities, diverse leadership, talented people, flexibility, and value-based. The key internal sources that would be used in present as well as throughout the next 3 years are transfers, promotion, upgrading, retrenched employees, etc. In addition to this, the external sources that would be used by the City Cafe Skardu recruiters are press advertisements, online advertisements, placement agencies, employee referrals etc. Use of both the internal and external recruiting sources is vital in present to have talented staff and these methods will also persist in future as a key strategy of recruitment. Job Information: City Cafe Skardu believes in working the principle of equal opportunity for all qualified persons with a healthy working environment and value-based climate. City Cafe Skardu is looking for fun-loving, encouraged, and reliable people for the following positions in these two categories: Managerial Positions Store Manager: Responsible for taking care of the store and the need and supply of required material to make and serve café foods and drinks with a minimum of 2 years of experience. ● Head Chef: Controlling and directing the food preparation process and supervising the kitchen and all related activities with a minimum of 2-3 years of experience. ● Accountant: Responsible for handling and managing accounts and related activities with a minimum of 4 years of experience. ● Lower-level Positions Kitchen Staff (3): Responsible for making and cooking food, Should have 1-2 two years of experience in Kitchen. ● Attendant (1): Any graduate or undergraduate may apply and be liable to attend customers in a friendly and needed way. ● Waiters (5): Handle customer queries and serve them whatever is ordered courteously. ● Job Advertisement: One of the most significant communication mediums regarding recruitment is print media (newspaper advertising) and similar are also selected for City Café Skardu’s recruitment plan. There are different media channels like broadcasting, print, social etc. but irrespective of economic times and internet growth, it is assumed that doing advertisement through print media brings an assured competitive advantage. Print media comprises newspaper advertising and magazine advertising among which advertising or communicating through the newspaper is most effective as everyone reads a newspaper and considers it an easy mean to acquire local, national, and international. Especially in the case of jobs, people prefer to go through newspapers and jobs related columns given in newspapers. This is an effective communication medium for companies with their potential candidates so, this is the reason newspaper advertising is selected City Café Skardu to recruit candidates over other communication mediums. Paid circulation newspapers have been a well-liked and cheap advertising medium for several years. Selection Process: Selection Process for Staffing the City Café Skardu Different selection processes could be used for staffing by an organization as per their needs. In the case of City Café Skardu to recruit managerial and lower-level positions, the following selection process will be used for staffing: Notification: The selection process will start with notification of vacant positions in local newspapers along with the responsibilities of each position vacant and the experience required. Reviewing: After these resumes received are reviewed and each applicant’s background is matched with the job requirements. It is not possible to review all resumes at a time so it is vital to mention experience and qualification at the top of the cover page so that it becomes easy to review disqualified candidates. Screening: After reviewing and shortlisting suitable candidates, the recruiters will undertake screening of shortlisted candidates through a telephonic interview that in turn assists in identifying that is the candidate has the essential qualification to call him/her for an interview or not. Interviewing: One of the most significant steps of the employment selection process is the face-to-face interview. An interview can be conducted in rounds with the human resource manager, the hiring manager and other employees along with a structured or unstructured questionnaire. Selection: After interviewing candidates, the hiring manager will take feedback from others about the employee and would decide which applicant fit best with the vacant position. Selection depends on employees’ level of confidence, behavior, and approach to work along with qualifications and experience. The five-step employee selection process used to staff individuals at a cafe is quite effective as it provides a systematic means to select an employee along with all essential tools needed to review, screen, and interview. Having a systematic means of selection is vital as otherwise, it becomes difficult for recruiters to select employees in time and with the required skills. One of the key advantages of this selection process is it provides a framework to select employees and could also be used in future with adaption. Although the process described is effective but lacks monitoring and control that is essential to select appropriate candidates. An interview is a costly and time-consuming selection technique. Initial and Substantive Assessment Methods The initial assessment methods that would be used to select external candidates for each position are interview and reference checks. Interviewing is a good predictor of work performance if used effectively for assessing external candidates. Structured or unstructured it should focus on assessing the potential of an employee in terms of the job applied and responsibilities. In addition to interviewing another method effective to assess external employees is reference checks that help in collecting employee-related information and estimates of his/her job performance capabilities. In addition to initial assessment methods, the different types of substantive assessment methods that could be used to select external candidates for the above-mentioned job positions are Psychometric assessment that includes different types of tests related to personality, cognitive ability, work styles and motivation. Cognitive ability tests along with personality tests will assist recruiters in having an effective prediction of work performance. Cognitive ability has a direct effect on job knowledge acquisition so assessing it is quite significant in the case of external candidates’ selection. All additional assessments are effective to evaluate a candidate in terms of vacant positions and roles needed to be played. Predictors to Assess KSAOs For assessing KSAOs (knowledge, skills, abilities, and characteristics), one of the most effective predictors that could be used is job analysis. Job analysis helps in identifying the specific KSAOs needed to perform a specific job in the Cafe. Job analysis is also not so easy but if planned can be done effectively and would direct towards required KSAOs. An analysis of the capabilities needed could be determined by hiring managers with the help of staff involved in the process of recruitment. As well, the internet and other sources like the workforce capability framework could also be used to analyses the job descriptions and arrive at an effective list of KSAOs. Name: Description: ...
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