navi pizza hut ass[1]

7/23/2019 Navi Pizza Hut Ass[1]

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ROYAL BUSINESS COLLEGE

Diploma in Business Management

Level 7

Assignment: !"R"M

7#$#

SUBMI%%ED %O: MARGIE GARCIA

SUBMI%%ED BY: NA&DEE' SING!

S%UDEN% ID: A7(#)


2/12

Int*o+u,tion o- pi..a /ut

The first New Zealand Pizza Hut restaurant opened in New Lynn (Auckland) in Septemer !"#$%&e currently ha'e o'er Pizza Hut stores throu*hout New Zealand + made up of dine,in

restaurants and our deli'ery and takeout -delco. stores% Nearly e'eryone anywhere can en/oy a

Pizza Hut pizza% &e.re constantly on the lookout for ways to impro'e our customer ser'ice ,that

means fine tunin* this wesite0 our call centre ( 1 1 1) and keepin* our incredily

moti'ated team memers up to date with the latest customer ser'ice trends%

Pizza Hut in New Zealand stands for ser'in* the est 2uality pizzas in New Zealand% To do this

we.re constantly lookin* at new products which we.'e de'eloped for 3iwis or delicious dishes

that may ha'e een hu*ely successful o'erseas and which we know will appeal to discernin*

New Zealanders%

Di--e*en,es 0et1een managing !RM in small an+ la*ge o*ganisation:


3/12

Small 4r*anization Lar*e 4r*anization

5n small companies0 all the H67 functions

are performed y the owner8mana*er who

has the authority to hire the people% At this

point0 it can e proposed that recruitment8

employment process is 2uick and cost

effecti'e in small companies%

Lar*e firms0 normally0 ha'e separate H6

department ecause of the workforce size andre2uirements% 5ts function is to de'ise

strate*ies for9 employment0 placement0trainin* and de'elopment0 health and safety0and human resource plannin*%

Ref% www%eim%nl8mk,en,ondernemerschap8%

Imp*ove !RM

Appraisal and e'aluatin* choice sources of applicants0 inside and outside the or*anization:consultants0 e,recru%

2/3 3ou* o*gani.ation managing !RM p*a,ti,e:

The mean of H67 is *enerally pro'ide the employee to the or*anization accordin* to the /o

and specialty of employee that.s the main reason for mana*e the H67 practices% Pizza hut

follows the H67 rules ecause H67 creates en'ironment and culture in which employees

'oluntarily contriute skills0 ideas0 and ener*y and H67 recruits new employees%

St*engt/ o- !RM:

Specific and accurate method stren*th of H67 means *i'es fully concentration for newtechni2ues and recruitment staff acti'ities% ;irst screenin* method it means when Pizza hut

6ecruits that time they arran*e an special team who recruits new candidates and check aility

this p*a,ti,e 1it/ *espe,t to st*engt/:

A+4ust You* Attitu+e

< 7ake time for 2uality impro'ement%

< =on.t mana*e y fear% Help people feel secure in their /os%

< =on.t let the statement0 >&e.'e always done it this way0> keep the firm from tryin* newapproaches to prolem,sol'in*%

< ?e open to new ideas@

< han*e the >Bs 's% Them> culture of mana*ement and staff y adoptin* 2uality

principles and methods% &orkin* to*ether to sol'e common prolems will help reak

down these arriers%


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Colle,t Data to !elp in De,isionMa5ing

< Sur'ey clients to find out what the firm can do more effecti'ely%

< =oes a confidential sur'ey to find out what staff thinks could e done more effecti'ely%

< Bse the results from oth sur'eys to make impro'ements to operations%

< 7ake a re*ular effort to determine the chan*in* needs (>re2uirements>) of your clients in

order to meet them effecti'ely%

< Sur'ey clients and staff on a re*ularly asis to determine whether impro'ements that

were made ha'e had a noticeale impact

< 7ake mana*ement decisions ased on *atherin* data and determinin* facts0 not ased on

hunches or *ut instincts%

%*aining

< Spend more money on trainin*% Send your mana*ers and staff to classes in effecti'eclient ser'ice0 leadership trainin*0 teamwork0 and conflict,resolution%

< 5n'est more money in trainin* staff in effecti'e client ser'ice0 conflict,resolution0

teamwork0 stress mana*ement0 /o,skill uildin*%

< Train e'eryone in the principles and methods of 2uality impro'ement%

< After the trainin*0 form 2uality impro'ement teams to impro'e work processes%

Ref.http:88www%'ictoria%ac%nz8stCser'ices8careers8pdf8career,'iew8career,'iew,human,

resource,mana*ement,and,industrial,relations

6o0 anal3sis an+ %alent management

6o0 Anal3sis

5n the company the /o analysis is the process to assemlin* the responsiility of each day

situation which is known e2ually to sin*le employees%

6o0 spe,i-i,ation:

A work prere2uisite condition0 the littlest capacity that an indi'idual must *o past to perform acertain work producti'ely% 5t arran*es the data0 capacity0 and emotions needed to do the work

effecti'ely%

%eam Mem0e*


5/12

4ur Team 7emers are at the heart of our usiness% TheyDre a i* part of why Pizza hut is such a

*reat place to work% They deli'er fantastic ser'ice as well as delicious food and weDre proud of

what they do%

S/i-t manage*

Some people are lookin* for a /o to fit around their studies or family0 and want a position where

they can *row% ?ecause we offer such stron* trainin* and de'elopment support0 this can e a

perfect first step in kickin* off your new career%

Assistant Restau*ant Manage*

This is a real opportunity to pro'e yourself% EouDll e workin* closely to support your 6estaurant

7ana*er0 train your team and meet sales and profit tar*ets% ?ut youDre also the dri'in* force

ehind ensurin* your restaurant achie'es the le'el of operational eFcellence that meets the hi*h

standards Pizza hut stri'es for0 and that our customers deser'e%

Restau*ant Manage*

ThatDs ri*ht0 youDre in char*e0 ut youDre also the one who really shapes the character and

atmosphere in the Pizza hut EouDll e responsile for all aspects of mana*in* your own Pizza hut

restaurant0 includin* recruitin* the est team possile and coachin* them to achie'e eFcellence%

EouDll also need to e commercially minded% ;osterin* a *reat team en'ironment means etter

customer ser'ice9 and an increase in sales and profitaility is one of your key *oals% To help you

out0 weDll also *i'e you the chance to shape our products and procedures throu*h pro'idin*fre2uent feedack and insi*ht into what your customers

%alent management:

&e look for three i* thin*s which 5 cate*ories as smarts character and amitionD% So do they

ha'e the smarts and the intellectual hardwirin* to e a *reat leader in our usiness0 from a

character perspecti'e are they the ri*ht kind of people0 so are they a *ood cultural fit0 can they

really help our or*anizational 'alues really li'e and reathe0 and rin* them to life0 and walk the

talk on them% ?ecause culture is a hu*e deal here at Eum0 and people donDt succeed in the

or*anization unless they can *enuinely walk the talk on our culture% So lookin* for people thatwill maintain and add to that culture is asolutely 'ital% Someody can e the smartest person in

the world0 ut if they canDt walk the talk on our culture then they donDt *et to /oin us or they will

not win%

%alent Management in /uman Resou*,es:


6/12

5N Pizza hut 7any people are e*innin* to use the phrase Talent 7ana*ement> to refer to the

acti'ities of attractin*0 de'elopin* and retainin* employees%

Ref. en%alleFperts%com

'e*sonnel planning an+ *e,*uitment:

'e*sonnel planning:

Att*a,ting ,an+i+ates:

Social media0 ad'ertisin*0 and a*encies%

Selectin* candidates filterin* the applications0 inter'iews0 conductin* test0 candidate assessment0

puttin* forward employment opportunity0 'erifyin* the references0 preparin* the contract%

8o*e,asting +eman+:

5n the or*anization the impotent factor of human resource plannin* is predictin* the fi*ure and

types of people0 compulsory to *et collecti'ely decision makin* aims% ;or the reason that it is an

open structure that we stay in0 a comination of administrati'e issues0 as well as prepared for

action plan0 aility0 arran*ement0 and production can force the demand for employees

8o*e,asting Suppl3:The or*anization has forecast its upcomin* needs for workers0 it then *oes on to the suse2uently

insti*ate that is from e'erywhere can it fulfilled its wants% 5t therefore re2uirements to decide if

there are enou*h fi*ures and types of workers and how many are 2ualified for the reasonale

position% Supply eFamination thus0 in'ol'es arran*ement for procurement: who0 from where0

how and when of staffin*% 5t scans the inside and outside surroundin*s for the est,fit applicant

for the positions in en2uiry%

Re,*uitment:

5n the or*anization the procedure of searchin* and arran*in* to apply for 'acancy is called

recruitment%

O04e,tives o- Re,*uitment:


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The recruitment impro'es the production% 5t *i'es the information workers or employees will e

necessary in the or*anization accordin* to the re2uirement%

Sou*,es o- Re,*uitment:

Inte*nal Resou*,es:

!% Promotion 5n the or*anization workers are promote from one area to another area with many

ad'anta*e

G% =epartmental eFam:,This process is use y *o'ernment di'ision to choose workforce for

superior le'el of position%

1% Transfer 5n the or*anization workers are mo'e from one sector to another sect accordin* to

their skill and practice%

$% 6etire 7any company call ack workers who ha'e already retire from the company%

E9te*nal *esou*,es:

!% 7ana*ement consultant 7ana*ement ad'isor helps the or*anization y pro'idin* them with

administrati'e personnel%

G% mployment a*encies: , 5n the or*anization they *i'e a a*reement to ser'ice or*anization% The

H6 administration will make all the arran*ement%

1% &alk in inter'iew: , Another method of staffin* is walk in inter'iew method%

Emplo3ee %esting an+ Sele,tion '*a,ti,es:

At eFternal recruitment is done only for front,end employees whereas ack,end employees are

recruited internally% The asic re2uirement for front,end employees to 2ualify for the /o is to

ha'e minimum hi*h school education% After the resumes of the applicants are short,listed0 an

aptitude test is conducted% The results of the test are recorded on the asis of colors Pizza hut i%e%

red0 *reen or yellow%

6ed color ratin* indicates a clear INoJ0 indicatin* not to hire that employee0 whereas0 Kreen

color ratin* indicates that the candidate is est suited for the /o and Eellow color ratin*

indicates that the candidate can e hired ut he8she needs to e watched durin* work% After thetests results0 the inter'iews are conducted and final selection is made in the second inter'iew%

%*aining session o- emplo3ees:

After the selection of the employee0 the indi'idual is sent to the company.s trainin* centre where

the trainin* sessions are pro'ided for one week% 5n addition to *i'in* proper orientation0 he is


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riefed aout the or*anization policies and culture% 4nce the trainin* period is o'er0 the

concerned person has to *i'e a test%

%*ainee %eam Mem0e*s:

The team memers that are hired may e ser'in* at Pizza hut on part,time asis0 ecause they are

allowed to continue their education on re*ular asis% &hen a Trainee Team memer is hired0 theindi'idual is supposed to work at Pizza hut for 1 months (proation period)% After completin* 1

months on the /o0 Trainee Team memer ecomes a Team memer% =urin* that period of 1

months0 the trainee is re2uired to ser'e at four stations of Pizza hut namely%

in+s o- ,/oi,e test:

The followin* are the choice tests are implementin* y Pizza hut dependin* upon their

necessities% ;ollowin* are the selection test9

!% Aptitude test

G% 5ntelli*ence test

1% Personality test

$% Performance test

Sele,tion:

5n the or*anization the process of selectin* the ri*ht employees on the ehalf of the accurate

'acancy%

Appointment anal3sis:

The or*anization human resource department cans analysis the 'acancy%

A+ve*tisement:

5n the or*anization the 'acancy can e announce throu*h different channel0 for eFample

electronic and print media%

Appli,ation -o*m:

5n the or*anization a 'acant re2uest form are fiF with the /o 'acancy

Inte*vie1:

5n the or*anization the peoples who select in the eFamination test0 call for inter'iew


9/12

Ref% 3elchne0 L% (n%d%)% Types of mployment Testin*% 6etrie'ed G! !0 G!0

fromhttp:88www%ehow%com8: http:88www%ehow%com8listCM#!$M$Ctypes,employment,testin*%html

'*o,e+u*es 8ollo1e+ in inte*vie1:

At the assessment day0 there was a numer of different acti'ities0 includin* a one,on,one

inter'iew with senior mana*ement0 a *roup discussion in'ol'in* desi*nin* a new rand and a

*roup task in which we were *i'en a ud*et and asked to make chan*es to a new openin* store

of Pizza hut we had to chose different options which had different effects on customers0 staff and

o'erall appearance of the Pizza hut rand%

Inte*vie1 steps:

Inte*vie1s

;irst phone of all staff do the call to the person and *et the inter'iew and they ask simple2uestions then call to person for face inter'iew

%ests

Numerical

Personality

eral reasonin*

Psychometric

Ot/e*

Assessment centre

Kroup eFercise

?ack*round check

Presentation

ompetency ased 2uestion

6ef% 6etrie'ed G! !0 G!0 from http:88kalyan,city%lo*spot%com8: http:88kalyan,

city%lo*spot%com8G!!8$8what,are,different,types,of,inter'iew%html

Emplo3ee %*aining an+ +evelopment:
http://www.ehow.com/list_6714645_types-employment-testing.htmlhttp://kalyan-city.blogspot.com/2011/04/what-are-different-types-of-interview.htmlhttp://kalyan-city.blogspot.com/2011/04/what-are-different-types-of-interview.htmlhttp://kalyan-city.blogspot.com/2011/04/what-are-different-types-of-interview.htmlhttp://kalyan-city.blogspot.com/2011/04/what-are-different-types-of-interview.htmlhttp://www.ehow.com/list_6714645_types-employment-testing.html


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%*aining

%*aining S3stem

A di'erse workforce like kfc has different learnin* styles% 5n G!!0 we introduced a learnin*

mana*ement system known as the Learnin* Zone which is now the lynchpin of our trainin* andde'elopment pro*rams for our teams% 'ery team memer has at least one laptop with access to

our e,learnin* system0 where team memers can complete a 'ariety of trainin* modules which

comine e,learnin* with coachin* and on the /o trainin*% This trainin* co'ers all types of k f croles0 includin* apprenticeships0 and is accredited y ity and Kuilds%

%eam lea+e*s:

=e'elopin* hampions is our mana*ement trainin* pro*rams for team leaders0 assistant

mana*ers and restaurant mana*ers% To pro*ress to team,leader le'el0 employees must complete

!1 modules within three months 'ia our e,learnin* system0 Learnin* Zone%

Development oppo*tunities:

A lot of people at Pizza hut mo'e etween roles0 which are often 'ery different% This helps uskeep people in the usiness for lon*er and pro'ides our people with roader eFperience0 durin*

which they learn new skills%

&e also *i'e people the chance to lead or e part of a pro/ect team in an area they are interested

in% A numer of our employees ha'e een seconded into a team de'elopin* a potential new

approach to our mana*ement structure% This allows them to *ain *reat pro/ect mana*ementeFperience and further eFposure to the head office en'ironment%

&e offer work eFperience to people with a link to our usiness% These ran*e from school

placements which in'ol'e spendin* time in different parts of the usiness0 to uni'ersity

placements for people lookin* for a career in a specific function% &e also offer internships forpeople who need to complete a pro/ect as part of their studies%

6ef% www%lynda%com8trainin*O de'elopment

'e*-o*man,e Management an+ App*aisal:

'e*-o*man,e o- Management

< A process of ensurin* employees performance%

< onsists on three phases%

< Settin* eFpectations for employee performance%
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< 7aintainin* a dialo*ue etween super'isor and employee to keep performance on track0

'u*pose o- t/e pe*-o*man,e management s3stem

; &ork performed y dele*ates is as shown y Pizza hutDs destinations%%

; mployees ha'e clear understandin* with eFpectations%

; Award and onus salary for ensurin* performance%

; 4pportunities for employee de'elopment are identified%

; mployee performance that does not meet eFpectations is addressed%

App*aisal s3stem

; =esi*ned to ser'e the companyDs and employeeDs interests%

; Bsed to check the aility of mployees and to ensure that where they are standin*%

Measu*e '*o,esses

< ?e*in to re*ularly measure the cost of waste and rework inside your or*anization0 and

use the results to dri'e impro'ements to processes%

< Adopt a ?alanced Scorecard Approach to Process 7easurement% That is0 start measurin*

processes from $ perspecti'es0 not /ust from the financial point of 'iew% The other three

perspecti'es are: !) lient Perspecti'e0 G) 5nternal ?usiness 4perations0 1) 5nno'ationand Learnin*%

< 4nce one process is impro'ed (as demonstrated y measurin* it)0 mo'e on to another

critical process% Ne'er stop measurin* and impro'in* processes@

< onduct a cost,of,poor,2uality audit%

Re1a*+ s3stem

; mployees are moti'ated%

; Pizza hut also rewards their employees in terms of promotion0 incenti'e0 payoff free

meals dependin* on the le'el of the employee and how much they perform their /o well%

< ?ounces are *i'en to the employees on the asis of >7y *rowth ody> points% 5f the

person has points he or she can *et enefits in term of financial onuses%


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Re-e*en,es:

http:88hrinz%or*%nz8

www%humanresoures%net%nz

www%pizzahut%co%nz
http://hrinz.org.nz/http://www.humanresoures.net.nz/http://hrinz.org.nz/http://www.humanresoures.net.nz/

navi pizza hut ass[1]

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