Human Resource Management Report: Super Munchies New Store

This report provides a comprehensive human resource management (HRM) plan for Super Munchies, a restaurant looking to staff a new store. The report begins with an introduction to HRM and its importance, followed by a detailed HRM plan including assessing current staff, forecasting HR requirements, and matching demand and supply. It then presents example job advertisements for roles like store manager, assistant manager, head waiter, and head chef, along with competency-based interview questions. The report also discusses various selection techniques, highlighting the advantages of preliminary screening. Part 2 delves into competency-based interviews, contrasting them with other interview types like group, panel, video, and phone interviews, and outlining their benefits as a selection tool. The conclusion summarizes the importance of planning, market analysis, and the effective use of HRM tools to achieve business objectives, emphasizing the need for proper market research and analysis.

Human Resource
Management

Table of Contents
INTRODUCTION ...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
PART 1 .................................................................................................................................................3
Draw up a HRM plan for staff of Super Munchies for new store ...................................................3
Competency identified job advertisements .....................................................................................5
Three competency based questions for each role............................................................................7
Selection techniques for recruitment ..............................................................................................7
PART 2..................................................................................................................................................8
Explain how competency-based Interviews differ from other types of interviews and discuss the
benefits of using Competency Based Interviews as a selection tool...............................................8
CONCLUSION .................................................................................................................................10
REFERENCES...................................................................................................................................11
Books & Journal: ..........................................................................................................................11

INTRODUCTION
In organisation, human resource management is to defined as process of recruitment and
selection of people that are best fit for organisational development. It is a critically procedure which
is needed to be carried out in proper manner (Alshammari, 2020). Main aim of this report is to
understand the importance of HRM within enterprise. Super Munchies, a refined restaurant that
delivers high quality of foods as well as services. This report consist of two parts in which part 1
includes HRM plan, job advertisements,interview questions and selection techniques. In part 2, it
comprises of competency based interviews.
MAIN BODY
PART 1
Draw up a HRM plan for staff of Super Munchies for new store
In business, it is important to do planning so that goals are accomplished at appropriate
level (Anderson, 2020). In context of Super Munchies, they planning for recruitment of new staff
for which they need proper planning as well as direction. The manager of restaurant has adapted
and implementing human resource planning on basis of which it is easy to recruit new staff in
appropriate manner. Without consideration of this planning, it is not easy to make decisions within
business context. So, human resource planning is further discussed as follows-
HRM planning
It is a set of procedure and actions which includes activities used to achieve business goals
and objectives. It is necessary to for general manager of restaurant to use this planing within new
store so that efficient staff is recruited. This HRM consists of several steps which are further
explained as follows-

Assess HR and current staff- It is first step in which it states that prior to the change of
market situations and hiring of new staff, general manager of Super Munchies is required to first
assess current staff so that development of skill is done in correct way.
Forecast HR requirements- It is second step in which it states that it is essential to be
active and forecast the requirements of HR so that objectives are achieved. In relevance of given
restaurant, forecasting demand of HR can assist in increasing of a productivity (Azeez, 2017).
Supply forecasting- It is a step in which it defines about the current resources which are
present to meet demands. Through forecasting, it will be easy to access the employees who are
capable of increasing the productivity. For example- the new store require A store manager, assistant
manager, head waiter, head chef, 6 kitchen staff, 10 waiting staff and 2 cleaners.
Matching demand and supply- This is also crucial step in which it depicts about skills and
knowledge which is needed for achieving of goals. In relation of chosen restaurant, it is necessary
for them to match demand as well as supply (Easa, 2020).
Action plan- It is a last aspect in which it reflects the implementation of actual course of
action and assist in carrying out of HR processes into actual procedures. With consideration of
action plan, decisions are further created in planning.
Competency identified job advertisements
Advertisement for store manager & assistant manager
JOB OPENINGS
The SuperMunchies is currently looking for talented candidates to fill position of

STORE MANAGER
Job Description:
A highly skilled employee specializes in building of team work and managing inventory in
restaurants. He or she will need to have high confident to effectively deal with clients and
customers.
Required skills
 Leadership quality
 Communication skills
 problem solving skills
Assistant Manager
Job Description
A assistant manage deliver a highly increased revenue to business and also deliver operational and
administration assistance to program leaders and coordinate with team and other employees.
Required skills
 Time management skill
 ICT knowledge
 Problem solver
APPLY NOW !
Contact us at: www.supermunchies.com
JOB OPENINGS
The SuperMunchies is currently looking for talented candidates to fill position of
Head Waiter
Job Description
A head Waiter is the main lead between waiters, customers and manager of restaurant. The
candidate will be responsible for monitoring or waiters activity, managing all activities and taking
decisions.
Required Skills
 Leadership and time management skills
 Handling presentation of food and dishes
Head Chef

Job Description
Candidate will be responsible for managing, monitoring and presenting of foods and dishes. Also,
Head chef is required to deliver a well organised and effective service to customers.
Required Skills
 Managing Presentation of foods and dished in restaurant
 Accessing to changing customer needs and preference
APPLY NOW
Contact us at: www.supermunchies.com
These advertisements are to be placed on job portal such as LinkedIn, recruitment agencies
and on restaurants official website.
Three competency based questions for each role
Assistant manager
 Do you think that you are capable of handling the work pressure?
 How will you solve the problems within team members?
 What technologies you have currently aware of or used in earlier job ?
Head chef
 What is your opinion regarding the customers changing needs due to COVID-19?
 Can you fulfil the organisation objectives at every aspect?
 Do you like to present yourself in innovative way?
Head waiter
 Can you manager the team and allot the work?
 Do you think that your previous experience is applicable to this job role?
 How you can enhance the motivation level of junior staff?
Store manager
 Are you aware about the handling of customers?
 How many of years experience do you have as a manager?
 Do you agree that customers are to be treated as first priority?
Scoring system

Selection techniques for recruitment
In recruitment, selection is essential to be analysed and there are various methods of
selecting such as preliminary screening, aptitude test, behavioural test etc. In consideration of the
roles needed in restaurant, preliminary screening is to be viewed as best fit techniques of selecting
employees within new store of restaurant.
Advantages of preliminary screening
 Main advantage of preliminary screening is that it helps in examining and analysing of
applicants who actually they are.
 Another benefit is that chances of risk of negligent hiring is less which is beneficial for
further processes and interview (Greer, 2021).
Thus, above matter states that it is necessary to be aware about the these selection
techniques so that recruitment is done in appropriate manner. Moreover, it is critically crucial to
access them in correct way.
PART 2
Explain how competency-based Interviews differ from other types of interviews and discuss the
benefits of using Competency Based Interviews as a selection tool.
In HRM, interviews are of various types which are needed to be considered in proper
manner so interviews are processed in appropriate manner (Kabalina, 2020). Also, it has been stated
that competency based interviews are defined as structured interviews which are focused and based
on skills of a individual. Under competency interviews, it is easy to access the skill of a individual
in easy way. It rely on HR manager of restaurant to select and use most appropriate type of
interview approach so that both recruitment and selection is being done in correct way. These
interviews are different from other types of interviews which are given below-
Group interviews-
These are those type of interviews in which several candidates are interview at same time it
is used by those firms when hiring of more than one candidate for same position. For example-

several questions are asked such as why do you want to work in our firm, in five minutes explain
something that is complicated but you are good to deal with situation, etc. Main benefit of group
interview is that it assist in analysing of employee confidence level and leadership skills.
Panel interviews-
Panel interviews are one in which various interviews from same enterprise take interviews
or from external organisation. Main aim of this interview is to reduce the hiring of bad candidates.
For example- different questions are asked why should we hire you, why do you want to work for
us etc. These kind of interviews are also effective and which are essential to be used properly. Main
benefit of this interview is that it helps in examining of candidates inner capabilities. Other
advantage of this interview is that it assist in saving of time and also there is no time for partiality
and it is a a very reliable approach (Moore, 2020).
Video and remote interviews-
It is also another kind of interview which is used and in this ongoing pandemic situation this
technique is being used at wider scale. Through video interviews, responses are recorded and which
helps in making decisions effectively. This is too beneficial interviews as they help in analysis of
candidates. Video and remote interviews are necessary to be focused as they help in execution of
interview in effective manner.
Phone interviews
In these type of interviews, interview is being conducted over the phone and interviewer
asked questions view telephone interview. In these kind of interviews, clarity and confidence are
two major things which are focused at priority level. Various kinds of questions are to be focused
such as tell me about yourself, share your experience, when you managed a team, etc. (Ochmann,
2021).
The above matter shows that different types of interview methods are present which are
needed to be used in most effective way. Furthermore, it is necessary to use these methods in such
a way that hiring as well as selection is done in proper manner.
Benefits of competency interview
Competency interviews are crucial to be focused as they help in accessing to individual
skills and competency level. It is duty of general manager of restaurant to make assure that correct
type of skilled employees are being hired and goals are accomplished. With exploration of skill, it is
easy to make decisions about whether the employee is capable enough to fulfil the needs of
requirements or not.
Advantages to this interview is further discussed as follows-
 Competency interview are beneficial for accessing and exploring of a transferable skill set
such s how their abilities, behaviour and mind set could affects their role.

 Another benefit is that candidates become well aware about their competency level and it is
easy to use those skills in effective manner (Tsitskari, 2017).
This approach also helps to prevent unconscious bias by taking away some of the
subjectivity of a more traditional, biographical interview. It supports interviewers to stay open-
minded, listen throughout, and not to be overly influenced by initial first impressions.
Therefore, from above paragraph it states that competency and other interviews are different
from each other. All interviews are essential to be focused but relying on different situations
interview approaches are adopted. It is necessary for general manager of restaurant to ensure that
interviews are being conducted with proper considerations. This has been too analysed that
restaurant is required to be hire candidates with application of HRM processes and tools so that
benefits are easily achieved (Pretko, 2018).

CONCLUSION
After a brief analysis of above report, it has been concluded that it is essential to focus on
the implementation of planning so that goals as well as objectives are achieved in appropriate way.
To expand business, a correct way of market analysis as well as concept is needed to be understood
in effective manner. So, discussions have been made about HRM planning, job advertisements,
selling techniques. Also, interview and competency based questions been discussed. It has been
stated that it is necessary to have appropriate knowledge and information about planning and way
business is going to be expand. Thus, proper market research analysis is required at every aspect.

REFERENCES
Books & Journal:
Alshammari, 2020. Job advertisements for English teachers in the Saudi Arabian context:
Discourses of discrimination and inequity. TESOL Journal, p.e542.
Anderson, 2020. Interview with a Large British Telecommunications Company. In Data Teams (pp.
269-275). Apress, Berkeley, CA.
Azeez, 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade, pp.1-10.
Easa, 2020. HRM practices and innovation: an empirical systematic review. International Journal
of Disruptive Innovation in Government.
Greer, 2021. Strategic human resource management. Pearson Custom Publishing.
Kabalina, 2020. Motivating employees to acquire digital skills.
Moore, 2020. Signalling organizational commitment to employability through job advertisements:
the communication of HRD practices to young inexperienced job seekers. Human Resource
Development International,m 23(1), pp.25-45.
Ochmann, 2021. The evaluation of the black box problem for AI-based recommendations: An
interview-based study.
Pretko, 2018, September. Customer service soft skills for student employees. In Proceedings of the
2018 ACM SIGUCCS Annual Conference (pp. 119-122).
Tsitskari, 2017. Employers’ expectations of the employability skills needed in the sport and
recreation environment. Journal of hospitality, leisure, sport & tourism education, 20, pp.1-
9.
Xiao, 2020. To what extent is corporate social responsibility part of human resource management
in the Chinese context? A review of literature and future research directions. Human
Resource Management Review, 30(4), p.100726.