Overview of BD Corp
The induction booklet that is provided to the staffs helps them in gaining an overview of the organizational goals and objectives that needs to be followed by the employees. It will also enable the employees to associate themselves with the company so that their level of production can be increased in an efficient manner.
BD Corp is a company that is situated in the CBD area and is a 120 room hotel. The company has its own restaurant located on the second floor. It has a capacity of 85 seats and offers a-la-carte to the customers. The clients of the company for breakfast includes 87 percent o hotel guests. The clients for lunch or the company includes around 62 percent of the hotel guests and the dinner customers consists of 46 percent for the restaurant.
The main goal of the company is to provide satisfaction to the customers by providing them with better experience so that the client base of the company can be increased. The mission of the company will be to become a global leader with respect to the better standards of food quality and efficient service provided by the employees.
The employees will be provided with free meals when they are hired within the restaurant, as they would be working there. The free meals will be provided to the employees after their shift timings so that the restaurant can provide them a token of appreciation after their hard day within the company. It will also act as a learning lesson for the employees regarding the menu that is being served in the company so that they can provide recommendations on it. The employees will also be provided with a stipend amount for their transportation so that it can lessen the amount of absenteeism within the company (Nasyira, Othman and Ghazali 2014).
The employees will be awarded with cash bonuses so that these incentives can motivate them within the work place. The employees will be consistent within the work place and their level of efficiency will increase as well. They will be more punctual towards the company and will dedicate their time towards the organization in a proper manner. The restaurant also needs to reward the employees who are loyal towards the company so that it can help them in being associated with the company. The important milestones for the employees need to be celebrated so that it can enable them to feel a part of the organization as well (Dane and Brummel 2014).
Goal of the Company
According to Johnson and Connelly (2014), the employees will be engaged in team building activities so that it can help them in understanding the members of the group. It will enable the employees to work together and increase the efficiency of the company. The children of the employees will be covered by the company with respect to their education, as long as their family members are engaged within the organization. This will ensure that the employees feel a sense of belonging within the company, as their future will be covered by the organization.
The employees will be awarded on the basis of the work that they will do within the organization. The employees need to achieve more than their target where the first 10 percent of the over-achieved target will earn them 5 percent more than their salary and over that will result in 7 percent. Apart from this award, the company will also reward the employee of the month on kind by providing movie tickets and gift cards. This will allow the employees to work in a diligent manner within the organization so that it can help in increasing the productivity of the company (Hann,Bonn and Cho 2016).
The employees will be provided with growth opportunities after a span of one year based on the level of knowledge and skills that they have gained within the organization. This will allow them to increase their chances of advancing throughout their career so that the retention of the employees can be more within the company. The advancement in their careers will allow them to have a flexible hours of shift so that they can balance their work and life as well. The awards that will be provided to the employees will allow them to work in an efficient manner (Reich, Jacobs and Dietz 2014).
The employees who will be hired at a junior level will be earning a salary of AUD 6500 on a monthly basis. The salary has been kept at a competitive rate at par with the other cafes that are present in the area so that it can help in providing better remuneration to the employees. This will ensure that the employees are retained by the company, which will increase the efficiency level of the company (Chang et al. 2013).
The mid-level employees will be earning an amount of AUD 8000 where they will be in-charge of the employees who are at the junior level. This will ensure that a proper structure is being followed within the organization so that the work can be done in a better manner. These employees will look after the service that is v=being carried out so that the customers can be provided with their meals at a faster rate and the time of waiting in the restaurant can be minimized to a great extent.
Compensation and Free Meals for Employees
The upper management employees will be the managers who will earn a salary of AUD 10000 every month. They will be in-charge of the overall functioning of the company so that the company can function in a proper manner. The managers will be providing proper guidance to the employees below them so that the work can be done in a minimum amount of time. They will also provide motivation to the junior employees and look in to the matter when there is any discrepancy arising in the company.
The company will be providing pension to the employees who will retire while working within the company so that their future can be secured. The rate of pension that will be provided by the company will be 2 percent of their profits. This will ensure that the employees have an association with the company so that they can work in an efficient manner (Anderson and Hardy 2014). Apart from the pension, plans, the employees will be provided with half their salary that they will be getting during the time of their retirement. The superannuation will be provided to the employees on a quarterly basis to the employees (Campbell, Boese and Tham 2016).
The employees who will be selected for the company needs to have an experience of minimum 2 years so that they can serve in an efficient manner towards the company. It will ensure that the level of satisfaction can be increased for the customers as well. The hiring of the employees will depend on the aptitude tests that they need to give so that it can help in assessing their skills regarding the level of satisfaction that they can provide to the customers (Andersen and Hardy 2014). The employees will also have to undertake a practical test for the first week where they will be monitored on the basis of the responsibilities that they carry out towards the customers. This will be an important factor, as it will help the company in understanding the level of efficiency among the employees (Charlesworth and Macdonald 2014).
Actions Required prior to commencement
Before the commencement of the session, it is important that there should be the identification of the documents required for the training session to be held, the selection of the training leaders and the identification and hiring of the participants who will be taking participation in the training session, the evaluation of the training cost, the training equipments required, the training manuals and procedures to be given to the employees and the training leaders.
On the first day there should be the welcome note to be presented to the training leaders and the employees participated in the training. The introductions of the employees and the training leaders, the discussion on the training procedures and its effectiveness in their career path has been taken. The discussion of the orientations to be done as well and the WHS policies and procedures are evaluated and made them understand.
The TFN declaration form will be retained and the superannuation form should be completed and submitted.
References
Anderson, H. and Hardy, T., 2014. Who Should Be the Super Police; Detection and Recovery of Unremitted Superannuation. UNSWLJ, 37, p.162.
Campbell, I., Boese, M. and Tham, J.C., 2016. Inhospitable workplaces? International students and paid work in food services. Australian Journal of Social Issues, 51(3), pp.279-298.
Chang, C., Minkler, M., Salvatore, A.L., Lee, P.T., Gaydos, M. and San Liu, S., 2013. Studying and addressing urban immigrant restaurant worker health and safety in San Francisco’s Chinatown district: a CBPR case study. Journal of Urban Health, 90(6), pp.1026-1040.
Charlesworth, S. and Macdonald, F., 2014. Women, work and industrial relations in Australia in 2013. Journal of Industrial Relations, 56(3), pp.381-396.
Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job performance and turnover intention. Human Relations, 67(1), pp.105-128.
Han, S.J., Bonn, M.A. and Cho, M., 2016. The relationship between customer incivility, restaurant frontline service employee burnout and turnover intention. International Journal of Hospitality Management, 52, pp.97-106.
Johnson, G. and Connelly, S., 2014. Negative emotions in informal feedback: The benefits of disappointment and drawbacks of anger. Human Relations, 67(10), pp.1265-1290.
Nasyira, M.N., Othman, M. and Ghazali, H., 2014. Predictors of intention to stay for employees of casual dining restaurant in Klang Valley area. International Food Research Journal, 21(3).
Reich, M., Jacobs, K. and Dietz, M. eds., 2014. When mandates work: Raising labor standards at the local level. Univ of California Press.
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