Human Resource Development Plan for Marcopolo in the Fast Food Industry

This article discusses the human resource development plan for Marcopolo in the fast food industry, including recruitment policies, required skills, organizational structure, job description, personnel policies, and training policies.

Running head: MANAGEMENT
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Name of the student
Name of the university
Author note

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Table of contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Required skills.................................................................................................................................2
Organizational structure...................................................................................................................3
Job description.................................................................................................................................4
Personnel policies............................................................................................................................4
Recruitment policies........................................................................................................................4
Recruitment process.........................................................................................................................4
Training policies..............................................................................................................................5
Compensation policy.......................................................................................................................5
Cost of training................................................................................................................................6
Conclusion:......................................................................................................................................7
Reference list and bibliography.......................................................................................................8
Appendix 1.......................................................................................................................................9

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Introduction
Human resource management plan helps the employees to develop both the
organizational and personal skills (Campion, Campion & Campion 2019). By sharing knowledge
with the individuals, the abilities of individuals are being increased based on the effective human
resource management plan. Therefore, it cannot be denied that HRD plays a significant role for
bringing the opportunities in the organization so that the career development opportunities
among the employees can be increased. The purpose of this study is to shed light on human
resource development plan for Marcopolo, which is going to be introduced in the fast food
industry.
Discussion
Required skills
The human resource manager in Marcopolo is going to introduce a recruitment and
selection plan for different posts such as chef, servicing staff and accountant. In case of
Marcopolo, one vacancy for chef, eight vacancies for servicing staff and one vacancy for
accountant are going to be introduced through the Human resource development plan. Based on
the skills and abilities individuals, the recruitment and selection process in the organization will
be done. Skills which are required for introduced posts have been mentioned below, based on
which the HR manager select the efficient employees.
Required skills in a Chef
 Cleanliness
 Creativity
 Business sense

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 Culinary expertise
 Fast paced decision making abilities
Required skills in servicing staff
 Attentiveness
 Effective communication skills
 Time management skills
 Acting skills and ability for using the positive language
Required skills in accountant
 Self-motivation
 Interest and self-acumen
 Integrity
 Interpersonal skills and communication
 Ability for working in a team
Organizational structure
Director
Operation
manager
Staff 1 Staff 2
Human resource
manager
Finance manager
Staff 1 Staff 2

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Figure: Organizational structure of Marcopolo
Source: Created by author
Analyzing the organizational structure, of Marcopolo, it has been identified that the strong
organizational structure is being followed by the company. Based on the above organizational
structure, it can be said that it can be said that the supportive organizational structure in
Marcopolo is can be said that it has strong impact on its internal operations.
Job description
Refer to appendix 1
Personnel policies
 Based on the health and safety act 2011
 Equal pay act 2010
Recruitment policies
In order to promoting consistency in the job recruiting process, online job application
forms will be introduced (Bratton & Gold, 2017). In the official website of the company, job
vacancy regarding vacancy will be introduced, with contact details. On the other hand, offline
advertisement will also be provided by the Human resource manager in the local newspapers.
Advertisement publishing date: 25th March, 2019
Last day of submitting application: 1st April, 2019 till midnight
Introduced posts: Chef (1), Servicing staff (8) and Accountant (1).

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Recruitment process
Total numbers of three round of interviews will be conducted.
Selection process: selection process will be strictly followed based on the skills and abilities of
individuals
1st round: this round will be based on the educational skills as well as work abilities of the
candidates
2nd round: In this round problem solving abilities will be analyzed
3rd round: in this round, company policy, health benefits and wages structure will be discussed
with the candidates.
Training policies
Policy brief: Based on the learning as well as development program, the training and
development policies will be implemented. By making individuals confident, personal and
professional development plan will be introduced.
Scope: The policy will be applied ion case of part-time and fulltime employees in Marcopolo.
The short term contract based policies will be introduced by the managers.
Policy elements: By making the collaboration, continuous professional development culture will
be introduced by the company. Responsibility of the manager is to coach individuals based on
the staff development needs.

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Compensation policy
Based on the performance abilities, the compensation policies will be introduced.
Depending on individuals’ abilities, compensation policies such as employee incentives, merit
increases, pay for performance and annual review award will be introduced.
Employee incentives
Employee incentives will be based on the service standard, customer review and
contribution in achieving organizational goals.
Merit increases
Performance appraisal is being considered as the important part of compensation policy.
By conducting proper appraisal, based on the feedbacks from the supervisor and manager, the
merit will be increased.
Pay for performance:
Based on customer preferences and determination towards the work, Marcopolo will
introduce the pay for performance compensation.
Annual review:
In the annual review, based on the yearly performance and behavioral characteristics,
Human resource manager will introduce an annual review compensation.
Cost of training
Particulars Amount
Cost of instructor $5000
Cost of training materials $1200

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Facility costs (Internet, Mic, books ) $1000
Food cost $800
Total cost $8000
Loss of productivity of the trainees $2000
Loss of productivity of the administrative
staffs
$300
Loss of monthly wages of employees $3000
Total loss productivity $5300
Total training cost $13300
Total numbers of trainees 10
Training cost per employee $1330
Conclusion:
Analyzing the above human resource development plan, it can be assumed that in order
to implement the planning, budget of the company needs to be increased. By continuing this it
can also be said that if the implementation policies can be properly implemented, it will be
beneficial for Marcopolo to provide effective services.

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Reference list and bibliography
Agnese, P., & Hromcová, J. (2016). Low-skill offshoring and welfare compensation
policies. Economic Modelling, 52, 408-426.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Campion, M. C., Campion, E. D., & Campion, M. A. (2019). Using practice employment tests to
improve recruitment and personnel selection outcomes for organizations and job
seekers. The Journal of applied psychology.
Derous, E., & De Fruyt, F. (2016). Developments in recruitment and selection
research. International Journal of Selection and Assessment, 24(1), 1-3.
Kang, H., & Shen, J. (2017). International Reward and Compensation Policies and Practices.
In International Human Resource Management in South Korean Multinational
Enterprises (pp. 141-165). Springer, Singapore.
Kaplan, D. M., Palmer, J., Thompson, K., Dustin, S., Arroyo, C., Perera, S., & Marx, R. D.
(2018). Recruitment, selection and staffing. In Teaching Human Resource Management.
Edward Elgar Publishing.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.

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Appendix 1
Job role: Chef
Salary: $12000` P.A
Time: 8hours/5 days in a week
Summary: By ensuring the competence of the kitchen staffs, chef evaluates the effectiveness of
individuals. In case of improving the abilities of individuals, chef also has the ability to introduce
training program for the staffs.
Responsibilities
 The chefs are primarily take the responsibilities for overseeing the kitchen operations
 The food preparation activities are being handled by the chefs
 Food garnishing as well as presentations are the important job responsibility of a chef
 Staffs are being assists by the chef
Job role: Accountant
Salary: $9000 P.A
Time: 8hours/5 days in a week
Summary: By analyzing the account information, an account prepare the asset and maintain the
capital account entries. Financial documents are being handled by the accountant.
Responsibilities
 Analyzing the revenue and expenditure of an organization are important responsibilities
of an accountant

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 Financial investigations are being conducted by the accountant so that the
 By preparing the financial report, account manager directly report to the higher authority
Job role: Servicing staff
Salary: $9000 P.A
Time: 8hours/5 days in a week
Summary: Job role of a servicing staff depends on the type of organization he is working.
Analyzing the job role of a servicing staff in a fast food industry, it can be said that ensuring the
standard quality of services for making the effective kitchen operation.
Job responsibilities
 Attending the customers and understanding their needs so that they can be served
properly
 Servicing staffs maintains the internal situation in the restaurant
 Cleanness and providing the food within time are the responsibilities of a servicing staff