Case Study and Lecture Notes for Management of Coffee Ville

Question: Scenario CoffeeVille is a small cafe in Melbourne, Victoria, run by siblings Rufus and Emma Belcastran. The business was opened in 2009 with a focus on providing high quality, socially responsible products based on fair trade and locally sourced ingredients. Thanks to their strong ethics, delicious menu and friendly atmosphere, Rufus and Emma have experienced such success that they are now opening a second cafe, with plans to expand even further in the future. As the business grows, they want to ensure that they remain true to their staff and are hoping to achieve Employer of Choice (EOC) status. With a strong focus on their staff during this expansion phase, you have been hired to help Rufus and Emma by developing a new recruitment, selection and induction program. The aim of this program is to attract and select highly qualified and enthusiastic staff, induct them into this family business in a way that helps them to settle in and feel included while also keeping in mind the goal of becoming an EOC. This needs to be done in a way that supports current and future expansion and takes full advantage of the technology options available. Your brief is to develop an appropriate recruitment, selection and induction program, including policies and procedures, forms and associated documents, and write a comprehensive business report that could be submitted to Rufus and Emma for their approval. Note: CoffeeVille currently has policy and procedures that relate to human resource management and an employee handbook; however, they have not developed specific policies and procedures for induction processes. An analysis of the current strategic and operational plans that identifies where they dont adequately support the new strategic direction of CoffeeVille? Answer: Executive Summary Coffee Ville is a small cafe the owners of which are planning to open a new branch of the cafe. For new branch they require do new recruitments and selections, induction training. The guidance for the whole process can be gathered from this document regarding policies and procedures. The recruitment and selection process is the time and money consuming process which consist of several steps, rules and regulations which has to be followed for the best candidate selection for the job. Analysis of current and new strategies and operational plans of Coffee Ville There are various strategic plans followed by CoffeVilla like the targeted marketing campaigns. It focuses on increment of the revenue and controlling the direct and indirect operational costs of the company. Now a days company is also working on building its image in relation to the ethical and environmental responsibilities of it.Companies new strategic plan is developed to work in building a vibrant business and service sector in growing and prosperous Australian market. There are five focus point of the strategic plan as New business idea development Community and people New and improved infrastructure and required investment Marketing of the product Communication with customers, stake holders and etc. The objective of the new strategic plan is to build the strengthen of the company in relation to social entrepreneurship. The current strategy of the company do not support the process of recruitment and selection of the best candidate using the tools like psychometric testing, profiling, assessment centre but the new strategic plan supports it . Assessment centre- In this centre there are multiple assessment made which increases the percentage of fair selection as the candidates get more chances of proving their strengths. In this centre multiple rater and methods are available. Psychometric testing- The test includes pre-screening test in which the candidate report is developed according to their personality and the ability test conducted in in-house interviews. The report contains the level of competencies, strength of the candidate, for the specific job and etc. Policies and Procedure of recruitment and selection To assist the companies managers that they recruit and select the right person for the right job various open and effective methods are required which are included in this portion. The initial step for the recruitment process is advertising in several recruitment sites, companies website and print media like employment related newspapers and etc. This will help in gathering the applicant who qualifies the criterion for the job. The recruitment and selection team of the company have to make sure that the people involved in the whole process are treated equally and the candidates who get appointed are chosen on merit and talent bases. The main focus should be on equal opportunity and anti-discrimination policy of the company. The whole process of recruitment and selection should be transparent, consistent, and professional and should be on time process. The employer responsible for recruitment should sure that confidentiality and integrity of the candidate should be maintained. Last decision should be made by the owner or the executive of the company. Policies and Procedure of Staff Induction Induction is the initial process after the recruitment and selection process completes. In the induction process the new employees are made aware of the company job, rules and regulations, there specific task and etc. For the completion of the induction process the HR manager of the company has to coordinates. The process follows the following steps as:- From the first day of the employment new employees orientation should be started. Make sure that all the new employees know about the rules and regulations, terms and conditions, working environment of the company, policies. From first day of the new employees the company old employees should make sure that the new ones are comfortable in the work environment it is most important and critical part for the company. To properly manage the induction process the company has to maintain some steps like- Making sure that the induction procedure is according to the policies and legal requirement of the company. Relevant document and induction kit should be properly organized. Staff induction can be provided by the training and ongoing supports. The staff under the probation period performance records should be maintained and monitored with a proper feedback till they are confirmed or terminated from work. For maintaining the effective recruitment process the company should analyze and identify the future needs of human resource for the new shop .The best option should be chosen for companies benefit and whole process of recruitment and selection should be under by considering the legal requirement of the company. References Cannon, J, The entrepreneur's strategy guide. in , Westport, Conn., Praeger, 2006. Davis, P, Staff induction. in , London, Industrial Society, 1994. Edenborough, R, Assessment methods in recruitment, selection, and performance. in , London, Kogan Page, 2005. McConnell, J, How to develop essential HR policies and procedures. in , New York, Amacom, 2005. Musso, P, Recruitment. in . Pollitt, D, Recruitment. in , Bradford, Emerald Group Press, 2007. Rostker, B, W Hix, J Wilson, Recruitment and retention. in , Santa Monica, CA, Rand Gulf States Policy Institute, 2007. Sahu, R, Psychometric testing. in , New Delhi, Excel Books, 2010. Tolley, H, R Wood, How to succeed at an assessment centre. in , London, Kogan Page, 2011.