Human Resource Management

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Capacity building in this facility focuses on three main objectives:

[pic 35]

(Fig. 3)

These three objectives define the basic principles of capacity building in a restaurant taking in consideration critical points like; healthy working conditions, legal procedures in case of a dispute or disagreement and more focus on division of work and responsibility to avoid over load of work.

- Capability building in the Facility:

The capabilities of any organization are an intangible asset of the same. They reflect the character, values of the facility. They define what an organization is known for and its special features which gives it a distinct character than the rest of the competition (Abadseco Jr, 2015). It highlights the strategic component of the HR. It is necessary for an organization, in this case a restaurant, to have a capability building facet. It adds value to the organization. The capability building factor ensures three major aspects of the strategic component of the HR:

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(Nyman, 2016). (Fig. 4)

Organizational capabilities refer to inspiring leadership, agility, speed, customer focus and motivation (Abadesco Jr, 2015). Similarly, the facility in question is customer oriented and believes in continuous innovation.

These are the capabilities which should be exhibited by the employee and to improvise the same appropriate training will be enabled for the same. The facility aims at both foundational and strategic.

- Foundational work refers to the action of keeping the business running and functional and is broader than the transactional concept, does enable direct competitive advantage (Nyman, 2016). Here, in the restaurant the foundational work is going to have to directives and basic values of the firms; honesty, accountability, sharing of responsibility and healthy environment are basic foundational principles to increase the capabilities of my employees.

- Strategic work refers to the actions that directly lead to a competitive advantage (Nyman, 2016). Here, it is inclusive of inspiring leadership, customer focused, speed and trustworthy personnel to attend to the consumers which will directly give a competitive advantage. These frameworks are taught to the employees with appropriate leadership and training which are particular to the organization’s goals.

Both these dimensions of HR capability building are applied to achieve both, foundational that is inter organizational goals and intra organizational goals. They both manage two different aspects of capabilities which list down criterions for the selection and recruitment of the personnel appropriate for the required job. For instance, the Taj is a customer centric brand of hospitality and provides luxury, comfort as promised. Internally, Taj believes in an interdepartmental harmony and though there is a presence of distinct hierarchy, all employees are expected to be equally responsible and honest. The former is a strategic framework which gives Taj a competitive advantage whereas the latter, is employee focused (internal customer) and gives clear guidelines and trainings for the execution of foundational framework as well.

2. Recruitment:

Recruitment is the most crucial point in any organization. It refers to the hiring the right man for the right job based, both, on his capability and capacity. At Amore, the aim is to hire personnel with formal education, required qualification and the other sector which is completely skill oriented. The amalgamation of both these aspects constitutes the personnel of the restaurant. The division of work amongst them will be dependent on:

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It basically refers to the process of hiring the best candidate for a given job in a cost effective manner.

2.1 The Hiring Process:

The hiring process or the process of recruitment is a three step procedure. Though there are two kinds of work force, educated and uneducated; they will still follow the same procedure of recruitment. The recruitment will based on both capacity and capability of the candidate. The first step of the hiring process is the selection of appropriate candidate for the job specified. It is important to understand the capacity of the individual before selecting him/her. This refers to the understanding of the core nature and ability of the individual. Capability here, refers to the ability of the individual to adopt and adapt the organization’s values and beliefs along with their innate capacity. Every candidate has capacity but not necessarily the capability to do the same task over a period of time (Otting, 2013).

The process of selection is as follows:

[pic 42]

(Fig. 5)

2.2 Job Requirement and Specification:

Each job has specific requirement and therefore, needs candidates according to those specifications. This enables the facility to perform and produce outputs to their optimum potential. Therefore, the job specifications for the restaurant in question, is as follows:

[pic 43]

(Fig. 6)

Other common requirements stand common for all jobs, they are as follows:

- Clean background. No criminal case pending or resolved should be held by the candidate.

- Must be of legal working age.

- Submission of all necessary documents like, birth certificate, identity cards.

- Letter of recommendation and a certificate of clean character by the previous organization or restaurant, if worked before.

2.3 The Termination Process:

The termination process is an important factor to be considered while hiring a candidate. There are two kinds of termination followed and accepted in the restaurant: They are:

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- When the employee opts to resign due to personal reasons, he must do