HUMAN
RESOURCE
FUNCTIONAL
PLANS
TEAM MEMBERS:
Ezat Fadilla
Nur Athirah
Aryysa Aina Kandan
Muhammad Mirza Rafiqi
Ahmad Danish Danial
Ainul Nabila
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The Petit
Fours
EASE WITH EVERY BITE!
SINCE 2021
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INTRODUCTION
This business has been open for 6 months. We
focused solely on playing our Petit Fours
product for the first month.
We agreed to release numerous different sorts
of items after a few months of experience and a
positive reaction such as cakes and chocolate
confectionery
PETIT FOURS - the name literally means "small
oven" and comes from the way in which the tiny
treats were traditionally cooked
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COMPANY BACKGROUND
OUR GOALS & STRATEGIC:
Short-term goal: use the quality of our service and advertising to soon become well known
throughout Malaysia
Long-term goal: expand the business to other locations and launching in international market
Strategic: work hard to have the best tasting cakes, treats, and service in town and surrounding
areas
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OUR LOGO & MOTO
DEEPER INFORMATION ON THE DESIGN AND REASONS
THE COMPANY FOCUS ON THE PETIT FOURS AND CHOCOLATE CONFECTIONERY
THE MOTO REFERS TO THE SIZE OF THE PETIT FOURS WHERE IT HAS TO
BE BITE SIZE WHICH ONLY TOOK ONE OR TWO BITES
GRAPHIC DESIGN (EASE WITH EVERY BITE!)
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Our Main Products
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Recruitment & Selection
This recruitment is our company's most significant backbone for managing
and monitoring the employee life cycle.
The process of discovering and recruiting the greatest individuals for our
company by matching them with appropriate roles based on their skills and
qualifications.
The process of selecting personnel from a pool of qualified individuals and
placing them in positions inside our firm is known as recruitment and
selection.
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External recruitment
Hiring people from the outside of the company or organization
Seeking best possible and suited applicants or candidates from those who
are from the outside of the company
Sources :
(advertisement)
-newspaper
- televisions
-company's own website
- social media etc.
Purpose:
- it increases the chances and the possibility of hiring candidates with better skills
- the skills and workload getting from them can be crucial
- reducing the tensions of the current employees
- generation of creative ideas can be displayed through
during selection process
backgrou
initial testing & job
nd selection
screening reviewing interview
references
Training & Development
Training is the systematic and structured preparation that
businesses do to enable their staff to be mentored and to impart
technical knowledge
This is a learning opportunity aimed at assisting employees in
developing and honing the skills and abilities required by the firm
Our firm has completed and will conduct a number of fascinating
trainings, as well as the essential procedures to persuade the
applicants who have been hired.
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4 steps of training process
1. NEEDS ANALYSIS: identifies the task and the activities
for justification.
2. INSTRUCTIONAL DESIGN: This step lays the groundwork
for the creation of current job descriptions.
3. PROGRAM IMPLEMENTATION: This step is meant to be how
would the instructions and delivery of the training program
would go.
4. PROGRAM EVALUATION: Simply to evaluate and getting
feedbacks of indicating whether the training given were effective
or useful for the staffs or not.
Marketing manager
step 1:
identify their skills in bussiness
identify their weaknesses.
educational background.
step 2:
get a supervisor / coaching.
provide tools for marketing.
design a market segment.
step 3:
offering a training sessions
set the right expectations.
step 4:
check for changes in sales
collect results
assistant manager
step 1:
identify their skills in management
identify their weaknesses.
testing their knowledge for f&b
step 2:
get a supervisor / coaching.
trainer has experience
design a training
step 3:
offering a training sessions
cooperate with the lower executives
step 4:
collect results
senior production executive (chef)
step 1:
identify their skills in basic cooking and pattisserie
listing of activities
managing kitchen staffs and leadership skills
step 2:
design a training manual for staffs
provide tools for kitchen equipment
design a menu
step 3:
offering a training sessions
set the right expectations.
step 4:
collect results from the training
evaluate with kirkpatrick
KIRKPATRICK
lvl 1 REACTION LVL 3 BEHAVIOUR
measuring the can they be
lvl 2 LEARNING able to adapt LVL 4 RESULTS
satisfaction
rates and through this
assess and training and evaluating their
reactions from skills and results
asking of what improve
trainee on changes
they have mannerisms
learned from
the training
types of training programs offers
on the job training method
job rotation: learn and train how to deal with various range of
work as it will help them in learning new skills
coaching: hiring a trainer or supervisor that involves a
continuation flow of instructions. trainers would provide
knowledge and techniques to develop their skills.
off the job training method
simulation: instructions and training of how to operate a
machinery and equipment provided by our company through
seminars
role play: helps our staffs to developing their communication
skills through this programs. a restaurant operation simulation.
Performance Appraisal
what is performance appraisal?
The meaning itself were defined as “process of EVALUATING or another
word to asses employees” on their current and past performance that
was relatively comparable to their own standards, which based on their
own skills and knowledge.
who do the appraisal?
HR department (HR manager)
general manager
senior productive executive
performance appraisal method
360-degree feedback
alternate rating scale method
When do we conduct the appraisal session?
usually prior to every 3 months or so 08
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360 feedback method
360-degree feedback is a system or procedure in which employees receive
anonymous, confidential feedback from their coworkers. The employee's
management, colleagues, and direct reports are usually included
completing
workers, lower survey questionnaire
executive etc distribution
identify gather
respondents feedback data
re-evaluating develop and receive and
implement interpret producing
strategy facilitate feedback reports
alternate rating scale method
one of the simplest method in
performance for employees, in which the
assessor chooses the best and worst
employees based on a specific trait or
criterion and initially scores them
accordingly.
usually assesor will collect the rating
data from the employees and ranked
them each based on their performance.
usually apply to BOH workers include
staffs, lower executive managers etc.
it based on their knowledge overall
Compensation &
Benefits
Compensation and benefits relate to the monetary and non-monetary
compensation and benefits provided by the company to its employees.
It assists employees in receiving benefits depending on their
performance and activities, and it provides the best to employees at
work.
Give something special to our employee on special events (such as
Holidays .etc.
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statutory benefits
statuotry benefits that we usually offer to employees are:
enhanced maternity and paternity policies for salaried employees.
flexible working patterns.
Paid eight-week sabbatical after 10 years’ service for salaried employees.
paid public holidays.
non-statutory benefits
non-statuotry benefits that we usually offer to employees are:
any related to deaths of relatives (compassionate leave)
payment for medical bills or any medical expenses (health insurance)
benefits itself
financial rewards
financial rewards that we usually offer to employees are:
referral programs
receive allowances and bonuses
commisions
salary raises
non-financial rewards
that we usually offer to employees are:
employee of the months
performance awards
recognition and praise (valued employees)
flexible working patterns
Conclusion
This study explains the role of human resource management in the
organization and how it affects it.
It also goes into the aspects that impact organizational
performance.
and provide an awareness of the variables that aid in improving an
organization's human resource management
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THANK YOU!
