Independent University,

Bangladesh
School of Business

HRM by

390 Team
Section 01
Exile

Faculty
MS. Bushra
Sanjana

MD. Shamim Hossain 1721753

Riasat Zaman Sakib 1822078
Shirshendu Shakher Dey 1710850
Rafid Islam 1730454
Azizur Rahman Anon 1630624
 Letter of Transmittal

29st March 2020

Ms. Bushra Sanjana

Lecturer, School of Business

Independent University, Bangladesh

Subject: Submission of the Report on HR planning of a business from USA to Bangladesh

Mam,

It is an enormous pleasure to submit the report on HR planning of a business from USA to

Bangladesh. It was a great opportunity to work on such a project, which helped us to understand
and evaluate the general trend of this project.

We tried our level best to arrange this report to the requisite standard even facing few obstacles
while collecting data information. We all thoroughly enjoyed and efficiently put all efforts to
successfully complete the report. Throughout the whole report, we gained immense knowledge
and experience which would enhance our career development.

Therefore, we request fervently to accept our report and enlighten us with your valuable
suggestions. We sincerely thank you for giving us the opportunity and support.

Sincerely yours,

On Behalf of Group

Team Exile

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 Executive
Summary

PastaWala is well positioned to capitalize on strong growth across restaurant industries in the
domestic market in USA. The organization is planning for introducing their product mainly
gourmet Pizza in the global stage. For this we chose Bangladesh as our first target. Not only in
USA, a huge population around the world consumes Pasta and our target is to be one of the
best servers of Pizza globally.

Our product is already very famous in USA. We target to fulfil the demand of our product in the
international market and promise to provide Good quality Pasta to the customer. We will
describe about all the details about the recruitment, selection, training & development and
performance appraisal system of our HR that will work in the foreign country throughout the
report.

PastaWala makes sure that the organization is ready for a career in employment relations,
human resources, workplace change and education and training. The research is solely based
on the recruitment, selection, training & development and performance appraisal system of HR.

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Contents
....................................................................................................................................................................... i

1.0 Introduction...........................................................................................................................................1

1.1 Background Information....................................................................................................................1

1.2 Aims...................................................................................................................................................2

1.3 Mission and Vision.............................................................................................................................2

1.4 About the product.............................................................................................................................2

2.0 Why PastaWala wants to open outlets in Bangladesh?.........................................................................4

3.0 Job analysis............................................................................................................................................5

3.1 There are three types of job analysis which PastaWala can use........................................................5

3.2 Job description...................................................................................................................................6

3.3 Job Specification................................................................................................................................7

3.4 Job analysis methods involve techniques used for collecting job information that PastaWala will
follow........................................................................................................................................................8

3.5 Sources PastaWala will use..............................................................................................................10

3.6 The Process of Job Analysis PastaWala will follow...........................................................................11

4.0 COMPENSATION & BENEFITS..............................................................................................................12

4.1 Some financial benefits of PastaWala are........................................................................................12

4.2 Some non-financial benefits of PastaWala are................................................................................13

4.3 The Overtime Policy PastaWala follows...........................................................................................13

4.4 The Bonus Policy PastaWala follows................................................................................................14

4.5 While paying compensation PastaWala will be following according to the local government policy
................................................................................................................................................................ 14

4.5.1 Bangladesh Labor Act 2006, as amended 2013........................................................................14

4.5.2 Fatal Accidents Act, 1855 (‘FAA’)..............................................................................................15

4.6 The Pay Model Structure.................................................................................................................15

5.0 Recruitment Process & Selection process............................................................................................17

5.1 Recruitment Model..........................................................................................................................17

5.2 Sources of Recruitment...................................................................................................................19

5.1 Internal sources...........................................................................................................................19

5.2 External sources...........................................................................................................................19

5.3 Recruitment Process........................................................................................................................19

5.4 Selection process.............................................................................................................................20

6.0 Training & Development......................................................................................................................23

6.1 Training Methods of PastaWala.......................................................................................................23

6.2 Training process...............................................................................................................................24

6.3 Development of PastaWala Restaurant...........................................................................................25

7.0 Performance Appraisal........................................................................................................................27

7.1 Organizational Strategy and Performance Appraisal.......................................................................27

7.2 Methods of Performance Appraisal.................................................................................................27

7.2.1 Traditional.................................................................................................................................28

7.2.2 Modern.....................................................................................................................................28

8.0 Conclusion...........................................................................................................................................30

Recommendation......................................................................................................................................31

References.................................................................................................................................................32
 1.0 Introduction

1.1 Background Information

The PastaWala is one of the popular kinds of pasta Chinese currently running only in the USA. It
earned a great name and fame mostly due to its quality Pasta that always served fresh to the
customers. We wanted to build a restaurant system that would be famous for providing food of
consistently high quality and uniform methods of preparation. We wanted to serve different
kinds of pasta, fries and beverages that tasted just the same in Bangladesh as they do back in
the USA. We want to extend our brand that’s why we choose Bangladesh as our next country
because now a day’s people are love to eat Pasta in this country and many brands are
introduced in this country to extend their business for an example Domino’s Pizza recently start
their business and They have got a good response from the customer.

The PastaWala passion for quality meant that every single ingredient was tested, tasted and
perfected to fit the operating system. From the start of the PastaWala been committed to
doing the right thing. Moreover, every day, they put people, processes and practices into
place to make quality food. Under our PastaWala brand name, we are here to make a difference
through:

• Low price

• Good food

• Health Concerns

• Good sourcing

• A strong team of employees

• Better ambience

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1.2 Aims

We aim to be the world's best quick-service restaurant experience. Being the best means
providing outstanding quality, service, cleanliness, and value for money so that we make every
customer happy

1.3 Mission and Vision

Mission: At PastaWala, our mission is simple: enhance and educate the palate with the
freshest ingredients and flavours, while surprising and exciting each guest with personal care
and service.

Vision: PastaWala's vision is to be the world's best quick-service restaurant experience. Being
the best means providing outstanding quality, service, cleanliness, and value so that we make
every customer in every restaurant smile.

1.4 About the product

Well, PastaWala aims to provide different types of pasta. The main big advantage is that there
is no foreign brand of pasta in Bangladesh, PastaWala will be providing only foreign brand to
provide different types of pasta, and they will be the first in Bangladesh to do that since in
Bangladesh top pasta restaurants have other items also so nobody is fully specialist in that.
Shawarma House was the first to introduce Oven Baked Pasta after that demand for this item
showed an intense growth and now there are many top local competitors like Alfresco, Cade
Darber, and Dining Lounge etc. Bangladeshi people love spicier and are sauce/mayo lovers thus
PastaWala will be providing different types of sauce and garlic mayo since it will be their main
attractions that will consist of different flavours and ingredients.
Some different kinds of pasta are -

• Chicken Mild Pasta

• Chicken Naga Pasta

• Meat Ball Pasta

• Beef Naga Pasta

• Beef Mild Pasta

 2.0 Why PastaWala wants to open outlets in
Bangladesh?

By the report, PastaWala wants to expand its business in Bangladesh. The reasons are given
below:

• The market for western food is rising and in Bangladesh, since there are mostly kebab,
Bengali and Indian food joints as well.

• The taste of people is changing in Bangladesh so we want to experience something new

to the people of Bangladesh.

• The Raw materials are less costly from the other country.

• Very easy to find employees and do not need to pay a higher salary like the USA.

• Less Competition from other competitors.

• Bangladesh has an amazing business environment nowadays and the government is

inviting international brands to invest in Bangladesh

• Can give a good impression to our business for the rising economy.

• We could follow Economic of scale (EOS) method by giving low price pizza.

• Low set up cost is a big advantage for us.

• The food industry in Bangladesh is one of the fastest-growing industry

 3.0 Job analysis

Before any job is recruited for or advertised, it is essential to identify what the need is what
kind of skills and behaviors are required for an individual to be successful in the role. Job
Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a
process where judgments are made about data collected on a job.

3.1 There are three types of job analysis which PastaWala can
use

• Job requirements - Which says collecting information on activities performed on the

job and use this information to assess needed KSAOs (Knowledge Skill Ability Other
Characteristics) for each job. Therefore, for PastaWala if they want to make a job
analysis based on job requirements then with the right KSAO of the employees they
have to provide a proper job description and the required job specifications. For
examples, waiters must have English speaking ability.

• Job Competency- Is collecting information on company strategy and use this

information to determine KASOs and capabilities needed across the organization.
Therefore if PastaWala wants to make a job analysis based on job competency then with
the right company strategy they have to provide a. For example, if they may have a pay
first system, as a result, they need extensive cash counters and for that with proper
KASOs.

• Job Rewards- Which is collecting information from employees on preferences and the
outcomes of jobs and combine with preferences identified in the labor market as a
 whole. Therefore, if PastaWala wants to make job analysis based on job rewards then
with proper compensation or rewards they have to provide the job descriptions and the
required job specifications. For example, they may provide rewards in off-peak hours for
waiters.

"Job analysis" is a blend of both a Job Description and a Person Specification or outline of the
type of person who would fit the role.

3.2 Job description

Job description includes information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipment to be used by a prospective worker and
hazards involved in it. In PastaWala, for example of the position of cook the job description will
include the following:

• Set up workstations with all needed ingredients and cooking equipment

• Prepare ingredients to use in cooking (chopping and peeling vegetables, cutting meat
etc.)
• Ensure great presentation by dressing dishes before they are served
• Keep a sanitized and orderly environment in the kitchen
• Check the quality of ingredients
• Monitor stock and place orders when there are shortages
3.3 Job Specification

Job Specification is a written statement of educational qualifications, specific qualities, level of

experience, physical, emotional, technical and communication skills required to perform a job,
responsibilities involved in a job and other unusual sensory demands. It also includes general
health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional
ability, adaptability, flexibility, values and ethics, manners and creativity, etc. In Pizza Heaven,
for example of the position of cook the job description will include the following:

• Experience in using cutting tools, cooking and baking

• Knowledge of various cooking procedures
• Ability to follow all sanitation procedures
• Ability to work in a team
• Very good communication skills
• Excellent physical condition and stamina
• Language proficiency
3.4 Job analysis methods involve techniques used for
collecting job information that PastaWala will follow

Prior information

Prior information is always available for any job and this information should be continuously
searched for. It is the starting point of the job analysis. For example current job descriptions,
job-specific policies or procedures, or job information from other employers. There are also
sample job descriptions online. The job analyst can also use the existing ratings as a benchmark
to compare with. Hence will preparing job analysis PastaWala will use the existing information
of employees to prepare a job analysis.
Observation

Observation is most appropriate for jobs with physical components and relatively short job cycles. The
method may involve a lot of time and costs. The ability of the observer to do a thorough and accurate
analysis is questionable. The method will require coordination with and approval from many people the
incumbents being observed may distort their behavior during observation in self-serving ways.
Therefore, for PastaWala, this method can be appropriate since their chef, waiters, other staffs etc.
require effort that is more physical.

Interviews

Interviewing job incumbents and others respect the interviewee’s vast source of information about the
job. The interview format allows the interviewer to explain the purpose of the job analysis and how the
results will be used. There are limitations to this method. Time-consuming and costly which can lead to
jeopardizing the reliability and validity. It may lead to suspicion and distrust when not providing
anonymity. The skill of the interviewer influences the quality of the information. The success of the
interview also depends on the skills and abilities of the interviewee like formulating skills. Since there
are both pros and cons of interviews, therefore, PastaWala while using this method must do a cost-
benefit analysis.

Task Questionnaire

This is a list of task statements that cut across many different job titles and is administered to
incumbents in these job titles. The incumbent can answer on a rating scale. PAQ is a very popular
method, which distinguishes six major divisions: information input, mental processes, work output,
interpersonal activities, work situation and job context, miscellaneous aspects. There are different
advantages:

• They are standardized in content and format

• They can obtain considerable information from many people

 • They are economical to administer and score, and the availability of scores creates the
opportunity for subsequent statistical analysis.

• The questionnaires should be completely anonymous, thus enhancing respondent participation,

honesty and acceptance.

Therefore, for this method, PastaWala can consider since most of their employees' work does not
require that much of qualifications thus this will help the employees to understand well.

3.5 Sources PastaWala will use

Organizations should decide whom they would use to get information.

1. Job analyst

This is someone available and suited to conduct a job analysis and to guide the job analysis process. The
job analyst is neither the manager nor the incumbent of the jobs analyzed. Limitations are the analyst
may be perceived as an outsider, which can result in questioning the analyst’s job knowledge and
expertise. The analyst may not have detailed knowledge of the jobs that lead to inaccurate job
stereotypes. It is expensive. Hence, this method is not appropriate for PastaWala since most they will
not be having any productive task.

2. Job incumbents

The job incumbent is very familiar with the tasks, KSAOs and job context. They may also become more
accepting of the job analysis process and its results through their participation in it. Nevertheless, there
are also limitations. Not enough knowledge of insights to give inclusive information. Difficulty in
describing and articulating the tasks and KSAOs involved. Lower response rates. Thus, this is also not
appropriate for PastaWala.

3. Supervisors
They supervise employees on their performance and play a major role in defining job tasks, adding or
deleting job tasks. They have to accept the job description as supervisors and are therefore important
sources. Hence, they all have the accurate information thus supervisors are suitable for PastaWala

3.6 The Process of Job Analysis PastaWala will follow

 4.0 COMPENSATION & BENEFITS

Employee compensation in PastaWala refers to all form of pay or rewards going to the
employee and arising from their employment and it has two main components, namely
direct financial payment and others is a non-financial payment to increments of time and
performance. Time-based payment is still more popular. Employee benefits & services were
formerly known as fringe benefits and these benefits were primarily the in-kind payments
employees receive in addition to payments in the form of money. In addition to paying
employees fairly and adequately for their contributions to the performance of their jobs.
Protection in case of health & accident Income upon retirement & terminations. These
benefits are components that contribute to the welfare of the employee by filling some
kind of demand. Incentives are very much helpful for motivating employees. Incentives add
to base pay. It controls costs because the employee is being paid for his/her extra effort
and the benefits brought to the organization.

4.1 Some financial benefits of PastaWala are

• Salary - paid to high-level employees

• Bonus - paid to both high and low-level employees

• Pensions - paid to both high and low-level employees

• Wage rate - paid to low level employees

Hence, the Bangladesh Restaurant Owner Association sets the basic wage/salary or BROA so PastaWala
compensates it according to that and hence in every 3 years the minimum wages changes according to
BRAO thus they compensate based on that. One the other hand PastaWala provides two festivals bonus
per year during both Eid’s and they provide overtime compensation based on-time rate. They also aim
to provide a 10% increment to their employees, depending on the situation. They also aim to provide
pensions to their loyal employees according to the rules and laws of the pension.

4.2 Some non-financial benefits of PastaWala are

Both for high and low-level employees

• Flexible Working hours

• Flexible Working condition

• Holidays which includes annual leave, maternity leave, festival leave

• Employee participation

• Job security

• Providing 2-time meals

• Providing Employee Restroom & Prayer room

4.3 The Overtime Policy PastaWala follows

The overtime payment of PastaWala will is consist of time rate system.

According to The time rate system is that system of wage payment in which the workers are
paid based on time spent by them in the factory. Under this system, the workers and
employees are paid wages/salary based on the time they have worked rather than the volume
of output they have produced. Hence, according to this system, wages/salary are paid on an
hourly, weekly or monthly basis. Therefore, while adapting time rate system for overtime wages
PastaWala will pay additional payment per hour.
4.4 The Bonus Policy PastaWala follows

Well, yearly ANANTA Group provides 2 festival bonus and a year-end 10% increment to their employees.
They provide a bonus according to the basic salary. For example, if the least grade employees are paid
8000 TK so they get an 8000 TK bonus 2 times a year. However, as the minimum wage/salary change
after every 3 years thus bonus also changes on the bases of that.

4.5 While paying compensation PastaWala will be following

according to the local government policy

PastaWala is compensating according to local government or BROA. Some compensation policy

that PastaWala follow are.

4.5.1 Bangladesh Labor Act 2006, as amended 2013

Under the Bangladesh Labor Act 2006, as amended 2013, (‘BLA’) the maximum amount of
compensation which may be awarded in cases of workplace deaths to the dependents of a
deceased worker is Taka 1,00,000 (one lakh). In case of death, the employer must deposit the
sum in the Labor Court. In such cases, the payouts are relatively speedy and may be realized
within a year or so by the bereaved family members of the deceased worker. In case a worker
suffers permanent disablement as a result of a workplace injury, the amount of compensation
provided will be Taka 1,25,000 (one lakh twenty-five thousand). In the case of workers who
suffer temporary disablement, compensation may be assessed for the period of their
disablement or one year whichever is less. Thus the amount of compensation payable for the
first two months will be the entire monthly wage, the amount of compensation for the next two
months will be two thirds of the monthly wages and for the remaining months, it will be half of
the monthly wages.
4.5.2 Fatal Accidents Act, 1855 (‘FAA’)
In respect of deaths or injuries occurring as a result of any wrongful act, any person directly
aggrieved (the injured person, or in cases of death, members of the bereaved family) may file a
case for causing death by wrongful act, neglect or default under S. 1 of the FAA, 1855. The Civil
Court has the discretion to award such compensation, as it deems commensurate to the loss
resulting s from such death (S. 1 of the FAA 1855) and in doing so, it may add to the damages
any pecuniary loss that was caused to the estate of the deceased after his/her death.

4.6 The Pay Model Structure

Since PastaWala is operating in the service industry while providing a different range of pasta
and their main objective is efficiency, fairness, compliance. Efficiency that can be stated in
improving performance, increasing quality, delighting customers and control labor costs.
Fairness objective calls for fair treatment for all employees by recognizing both employee
contributions and employee needs. Compliance as a pay objective means conforming to BRAO
compensating laws and regulations. Now in order to achieve these objectives PastaWala will be
using four different polices. To developed internal structure, the first policy, alignment is the
best policy since they can use techniques like work analysis, descriptions, evaluation/certificate.
Internal alignment refers to comparisons among jobs or skill level inside a single organization.
PastaWala can compare jobs and people's skill in terms of their relative contributions to the
PastaWala's business objectives. This policy is being use in order to achieve fairness, efficiency
and compliance. The second policy is competitiveness and with the objective of efficiency,
fairness and compliance, PastaWala can use market definition, surveys and policy line to
develop pay structure by following these techniques. The third policy is contribution and in
order to achieve fairness, efficiency and compliance PastaWala can use seniority based,
performance based, merit guidelines to develop incentives programs by following these
techniques. The fourth policy is management and with the objective of efficiency, fairness and
compliance PastaWala can use cost, communication and change in order to develop evaluation
by these techniques.
 5.0 Recruitment Process & Selection process

5.1 Recruitment Model

4 types of Recruitment Model can be follow

Staffing quantity: levels

Both, the PastaWala in total and the units, forecasts workforce quantity requirements (the
needed head count) and compares these with the forecasted workforce availabilities (the likely
employee head count) to determine its likely staffing level position. The organization will be
fully staffed, when the head-count requirements match availabilities. When the requirements
exceed the availabilities, the organization is understaffed, and if the availabilities exceed the
requirements, the organization is overstaffed.

Staffing quality: person/job match

The goals of the person/job match is to align characteristics of individuals and jobs in ways that
will result in desired HR outcomes. In the model, the job has some requirements and rewards
related to it. The person has some qualifications (KSAOs) and motivations. To the extent that
the person matches the job, it will likely have a positive impact on HR outcomes like attraction,
performance, retention, attendance, satisfaction and other. Job requirements should align with
the KSAOs and job rewards with the person’s motivation, this is the matching process.

Staffing quality: person/organization match

A person should not only match the job (requirements and rewards) but also the organization.
There are four other matching concerns in the staffing process next to the person/job match:
organizational values (norms and desired behaviors), new job duties, multiple jobs, and future
jobs. New job duties are tasks that will be added to the job in the future. Hires should be able to
perform those tasks in the future. Flexibility issues are also part of the staffing process, in terms
of hiring people who can provide multiple tasks. Future jobs refers to forward thinking on part
of the organization as to which job assignments the person might assume beyond the initial job.
It is about long-term matching. The staffing system should first focus on the person/job match
and after that, the person/organization match possibilities could be explored.

Staffing systems: components

There are several components that represent steps and activities in the staffing process. The
starting point of staffing is the interaction between the applicant and the organization. The
initial stage in staffing is the recruitment phase. This consist of identification and attraction
activities by both the PastaWala and the applicant like posting advertisements and reading
advertisements. The next phase is the selection stage, emphasizing assessment and evaluation
through both the PastaWala and the applicant. The information, self-assessment of KSAOs and
motivation is evaluated against the applicant’s understanding of job requirements and rewards
to determine whether a good person/job match is likely. The final core component of staffing is
employment. This component consists of decision-making and final match activities by the
PastaWala and applicant. Finally, PastaWala should decide to which applicant it will make a job
offer. When the applicant accepts the job offer the final match is complete, a formal
employment relationship has developed. On part of the applicant, the employment stage
involves self-selection, meaning that the applicant should decide whether to continue the
staffing process. This decision can occur anywhere in the selection process.

Overall, there are 4 models and all 4 models can be implement for PastaWala but the decision
will be based on top management of HR for which model to decide.
5.2 Sources of Recruitment

After that, HR Department publishes advertisement for the vacancies that are availed and there
are employment opportunities in the organization.

5.1 Internal sources:

The only internal source of the PastaWala will practice is

Personal recommendations: Our managers will meet their known people and their
relatives and acknowledge their personal recommendations of candidate that is good as the HR
will be working completely in a new environment.

5.2 External sources:

There are many sources to choose for seeking to recruit from outside the company. The
PastaWala prefers recruiting through online. HR Division collects CVs of the external candidates
from BD Jobs. It also takes part in job fairs, and uses “Word of Mouth” to attract competent
candidates. Occasionally we will take help from employment agencies. These agencies will only
provide CVs of competent candidates.

5.3 Recruitment Process

Recruitment is the process of searching for prospective employees and stimulating then
applying for the jobs in the organization. The success of an organization depends upon how
effectively the management can handle their occupation and provide quality service to their
customers. With that set-in, mind the reason why, a well-structured recruitment process is
being maintained in the organization.

Since, our organization is planning for the HR in Bangladesh, so recruitment process needs to be
more efficient and rigorous. It is easier to recruit employees from Bangladesh because there are
huge labor supply and the employees are less costly comparing to USA.
So, The PastaWala is planning to recruit people from the country in which we are expanding
business that is Bangladesh and the first target of employees will be who has good
communication skills although the people who has good English-speaking skills are also taken
for consideration of employment.

The process in which The PastaWala attempts to do recruitment is as follows:

Requisition submission: In such a company like PastaWala, the Human Resource

Department recruit employees by the following employee requisition order from a department
(ex: cooks department). Each department will file a requisition order with HR department as to
the number of vacancy and the job requirements of the vacant post. After the submission of
requisition, the responsibility of recruitment belongs to HR Department.

5.4 Selection process

The PastaWala is built on the highest standards of quality, service and cleanliness delivered to
customers in each of its restaurants. Well-trained crew and managers are the first step to
achieving these standards. It is company policy to provide career opportunities that allow
employees to develop their full potential.

The employee selection process usually entails notification or advertising, reviewing, screening,
interviewing, testing then selecting the best available candidate. We will go through the
process:

• Reviewing Applications

• Initial Screening

• In-Person Interviewing

• Final Selection

• Announcing the Job

Reviewing Applications
Review resumes and match each candidate's background to the job requirements. A number of
candidates may have an education and experience that exceed the qualifications for the job.
Contrarily, it may be tougher to find qualified candidates. Nevertheless, human resources and
the hiring manager will determine how many candidates we can realistically bring in for an
interview.

Initial Screening

To save time and money, interviewing may start with a screening interview, especially if a job
candidate lives out of town. Human resources will usually conduct the screening interview over
the telephone to help narrow the field of candidates. A telephone interview also helps our
company determine if the candidate has the necessary qualifications to warrant flying him in
for an interview.

In-Person Interviewing
Those who make the cut after the screening interview are asked to come in for face-to-face
interviews. Our Company have different procedures for personal interviews. During this time,
our companies may have the candidates meet with human resources, the hiring manager and
other employees. Another option is having candidates meet with key personnel one day, and
then inviting them back for second to meet with the owner and some executives.

Final Selection

The hiring manager will usually ask for feedback from human resources and other employees
who interviewed the job candidates. They will also review her notes and decide which
candidate would fit best in the open position. The hiring manager will usually select someone
with whom we can work, whether it is the candidate's personality or work ethic.

After being selected, then they induct all new employees into the business through a Welcome
Meeting, which they must attend. The Welcome Meeting gives an overview of the Company,
including:
 • job role

• food, hygiene and safety training

• policies and procedures

• administration

• benefits

• training and development

The selected candidates will also meet their trainer, and tour the restaurant. The company
operates a 3-week probationary period, after which employees are rated on their performance
and are retained or have their employment terminated.
 6.0 Training & Development
The training expense of newly recruits are high. For cost minimization, we can bring two
trainers to train the employee for making pasta and how to make quality pasta in less time,
instead of taking the employee and bring them back.

A well-trained work force saves our eating-house time and cash, and it additionally will increase
our profitableness. It is additionally imperative that we work with skilled and honorable trainers
for a fascinating outcome.

We have chosen “PastaWala” Restaurant as our company, to expand our business from USA to
Bangladesh. Basically, Bengali people’ are too much food lover that is why, in this situation we
follow this Training System.

6.1 Training Methods of PastaWala

Since the requirements to expand our business from USA to Bangladesh of each building and its
employee’s area unit distinctive, it's not possible to suggest a selected mixture of coaching
strategies that may work best, the foremost palm coaching programs sometimes suppose a
spread of techniques to make sure interest and retention. It is particularly helpful to repeat
identical data in an exceedingly completely different approach, for example having the worker
1st receive either verbal or written instruction, then an illustration, followed by the worker
activity the task themselves. This can be usually cited because the “Tell-Show-Do” methodology
of learning and has tested to be extremely effective in-group.

Food Serving

PastaWala Restaurant staff should recognize correct food-handling practices to make sure food
safety. For instance, a well-trained employee would skills to store bound foods at their needed
temperatures or the requirement to scrub their hands before participating within the cookery
method. Staff World Health Organization perceive food safety practices will avoid cases of
malady and forestall food spoilage or waste thanks to contamination. They conjointly can
ensure us eating place meets all food-safety codes. Therefore, we will try to satisfy our
customers by our skilled and trained staff.

Customer Service

Our PastaWala staff has to master the art of service to make sure your customers come, still as
advocate us to friends and families. Most customers visit restaurants because of they need to
get pleasure from feeding in an exceedingly pleasant Test. Correct client service, therefore,
could be a core issue of client satisfaction. A well-trained waiter can customer communication
improve the business by winning the buyer’s mind, as an example, speaks to customers politely
or goes out of his thanks to offer them with a special service. Such customers retain fond
recollections of your institution and area unit doubtless to create repeat visits.

Consistent Quality

A good educational program in a very eating-place covers quality standards among different
aspects of business. Coaching reminds staff of our PastaWala restaurants regarding principles,
procedures and policies to make sure that they systematically fulfil their duties in accordance
with these standards. For example, PastaWala employee well-trained cooks continuously
should must always be ready to handle food safely and prepare it well whereas waiters can
always serve customers politely on a standardized basis. Customers can come once they see
that our eating-place has sustained its quality standards. (Restaurant, 2013)

6.2 Training process

Training is a big responsibility for PastaWala HR department as training is costly and time
consuming as a result it is one of their biggest department challenges. Bengal meat uses two
types of training.
On the job training – Employee training at the place of work while he or she is doing the
actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the
course instructor using hands-on training often supported by formal classroom training.
PastaWala use this type of training specially for low level employees like

• Job Rotation is a management approach where employees are shifted between two or
more assignments or jobs at regular intervals of time in order to expose them to all
verticals of an organization

• Lectures where they can brief provide ideas and knowledge about their job or task.

Off the job training – occurs when employees are taken away from their place of work to
be trained. Common methods of off-the-job training include PastaWala uses this type of
training especially for higher-level employee like

• Case Study Method. The case study is a method used as a part of, off-the-job managerial
training and development. It includes a detailed written description of a stimulated or
real life decision-making scenario. Trainees are expected to solve the problems stated in
the case using their decision-making ability complemented with teamwork skills.

6.3 Development of PastaWala Restaurant

A difficult and exciting step in food service development is that the part of edifice thought
development. It is a modern method for developing and evaluating new ideas before
committing in depth resources. If you are coming up with a replacement or first edifice venture
or got to rebrand existing edifice operations, edifice thought development offers broad and
typically unclear ideas an opportunity to be examined by teams of specialists during a logical
method.

 The Company & Characterization

 Market Analysis
 Production and Operation
 Management Personnel
 Impact of Community
 Income Statements
 7.0 Performance Appraisal
Performance appraisal is the process where the manager or superior evaluates the
performance of the following employees in a firm. These are a two-way process was after the
appraisal report has returned the employee gets an opportunity to speak and give and get
response. To evaluate an employee’s current and/or past performance related to his or her
performance standards. The processes of Performance Appraisal are:

• Establish performance standards

• Set measurable goals

• Measure actual performance

• Compare actual performance

• Discuss the appraisal with the employee

• If necessary, take corrective action

7.1 Organizational Strategy and Performance Appraisal

The Performance Appraisal (PAS) makes the organizational objectives and goal evaluation
easier to measure. Beside encouraging high level of performance, the system is useful in
identifying the employees with potential, rewarding performance, determining employees need
for development and even it will help to make the decision of employee termination.

7.2 Methods of Performance Appraisal

There are many different performance appraisal methods used by the business but PastaWala
will used.
7.2.1 Traditional
Straight Ranking Method - One of the simplest performance evaluation methods. In this
method, employees are ranked from best to worst in a group.

Annual Confidential Report -Intended to be general assessment of work performed by a

Government servant subordinate to the reporting authority, that such reports are maintained
for the purpose of serving as when questions of promotion, confirmation, etc.

7.2.2 Modern
Management by Objectives - Strategic management model that aims to improve the
performance of an organization by clearly defining objectives that are agreed to by both
management and employees

360-degree Appraisal - Is a process through which feedback from an employee's subordinates,

colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is
gathered.

The method we are going to use in our company is 360-degree appraisal method. 360 Degree
Appraisal is a system or process in which employees receive confidential, anonymous feedback
from the people who work around them. Managers and leaders within organizations use 360-
degree appraisals to get a better understanding of their strengths and weaknesses. The 360-
feedback system automatically arranges the results and presents those in a format that helps
the feedback receiver create a development plan. Individual responses are always combined
with responses from other people in the same rater category in order to preserve secrecy and
to give the employee a clear picture of his/her greatest overall strengths and weaknesses.

360-degree appraisal can also be a useful development tool for people who are not in a
management role. 360 Feedback for non-managers is useful to help people be more effective in
their current roles, and to help them understand what areas they should focus on if they want
to move into a management role.
 8.0 Conclusion
PastaWala intends to set standard as leader in Bangladesh like the one it is conducting in USA.
For that, the HR of PastaWala needs to have a clear strategy in terms of Recruiting and selecting
the best candidate, provide training to employees and work for their development as well as
using performance appraisal tools to ensure quality is maintained.

Thus, we can say that the overall HR procedure that PastaWala will follow in Bangladesh will
consist of best and standard practices and with the help, these we can get clear picture about
the Strategic HR management of an organization like restaurant chain to sustain with the real
organizational environment. The subject of our study is too significant in a sense that it will give
us clear and distinct idea of Strategic Human Resource management for recruitment, selection,
training & development and performance appraisal of an organization.
 Recommendation

As PastaWala, company wants to be expand their pizza market in Bangladesh. Therefore, they
must follow some important criteria to maintain employment relations, recruitment, selection,
training or development process in Bangladesh market. Firstly, the company is new in
Bangladesh market so they should keep it in mind that refined recruitment processes are
efficient, productive & pleasant for candidates & company. The company should concentrate on
increasing its network coverage in Bangladesh in order to seize the looming opportunity in the
two emerging economics. The selection process must be exist with internal employment
selection system & “PastaWala” must follow the country law during employment. If the
company wants to be serve a good quality product, they must go for analysis internal human
resources planning such as; job analysis, training or development etc. In addition, try to
integrate HR practices with corporate social responsibilities. Another important thing to
remember for “PastaWala Company” is that they must maintain the product quality & fulfil the
customer demand. The company should focus entirely on customer loyalty through insisting on
quality & ensuring that all stores deliver the best delicacies. These guidelines on quality should
be adhered to strictly if at all any good results are to be achieved. In relation to the
recommendations above, the PastaWala, company should actually reduce it in order to remain
competitive & realize its strategies and objectives as well.
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