Ace Humprey S.A.

Gatapia 3CBE OUTPUT

August 30, 2011 MGT04

Analyzing Work and Designing Jobs
“Coffee Point”

Abstract The goal of the store is to give efficient and profitable operation of the store and give a great service to the customers. Every employees hired in this business is well studied by the owner to achieve the goals of the business. The management requires every employee to work hard and follow all the policies made. This output will shows all the employees duties and requirements needed by the employees to be able to work in the Coffee Point store.

Owner or Manager
Job description

In this entry-level position, he will work 8am till 10pm until the shop is closed, everyday, and ability to work varied hours/days, including nights, weekends, and holidays, as needed. This position is critical because the manager has the responsibility for the efficient and profitable operation of the store.

The manager is responsible for ensuring that the store is consistently provide for all the customers, ability to combine pieces of information to form general rules or conclusions, maintained great service and good quality for the customers.

He ensures all cash handling and cash register function are performed in an accurate and consistent manner, ensure that the policies are implemented and maintained in a consistent manner, he also ensures the availability of materials, supplies and goods.

responds to customer needs. and has the responsibility to in hiring. encourages full participations of employees in achieving goals and developing plans. and holidays. weekends. ability to manage one’s own time and the time of others. Must welcome and connects with every customer. scheduling and motivating employees for all work shifts.  This position gives suitable services to customers by providing customers with prompt service. have the courage and strength to solve problems. Job Specification   He or she must be at least 18 years old. already have an experience and has the ability to work for various hours. to be able to appropriately . know how to operate and handle the store. Barista Job Description  In this entry-level position. as needed. training. including nights. Also know how to speak and right English and Tagalog and has a degree related to Management. and excellent customer service skills. solve problems and finding problems to be solved. great in handling people. understand employees and customers complaints and know how to do all the job of the employees. This position requires excellent independent judgments. quality beverages and products. he will work 8am till 10pm until the shop is closed. Resolves employees and customers complaints and concerns.  Requires the ability to handle multiple priorities as well as strong leadership and motivational skills. honest. know what’s right from wrong. everyday and ability to work varied hours/days.  Give respect to employees and customers. has a good will. control over the employees and store for efficient customer service and profitable operation.

 They must follow health. have a strong vision and hearing. maintain an awareness of all promotions and advertisements. patrons. and employees to preserve order and protect property. ability to operate all equipments necessary to perform the job. have good communication skills. Have the ability to do good quality beverages.suggests other products. ability to count and write accurately. well-groomed and good looking. has the ability to work for various hours. Circulate among visitors. Also can speak and read English and Tagalog. Must be able to solve problems quickly. say thank you for every customer and responsible for self-initiated learning. and other persons to guard against theft and maintain security premises. presents oneself professionally and be able to handle cash procedures and follow cash register policies. ability to process information/merchandise through register system. responsible. follow store policy and procedures for operational flow. Investigates alarms or noises and remove . visitors. honest hardworking and respectful and know what’s right from wrong. everyday and we will provide the necessary equipments needed for security. must be physically strong.  Security Guard Job Description  In this entry-level position. he will work inside the coffee shop for 8am till 10pm until the store is closed. with experience and must submit a resume. and have a good balance. safety and sanitation guidelines for all products.  As a Security guard he is responsible for ensuring the safety of the people and property within a certain area. performs cleaning task. Job Specification   He or she must be at least 18 years old. Monitor and authorizes entrance and departure of employees.

trespassers from the property.  Serve the customers with respect Adjust controls that regulate building systems such as air conditioning and also perform cleaning task like throwing the trash can. and to be able to coordinate to other’s actions. Also have the knowledge on laws. Job Specification    He must be at least 18 years old. While in job rotation the Barista will be moved according to specific task like someone will be in cashier. the other one will make beverages and so on. using force when necessary and monitor. have the guts and strength to stop conflict in the store. policies and democratic political policies. well-groomed and speaking with respect. has the experience and has the ability to work for various hours. Warn persons of rule infractions or violations. the management will use both job extension and job rotation. Operates detecting devices to screen individuals. regulations.   Know how to use the equipments and maintain it Job Design Job enlargement As for broadening the types of tasks performed by the Barista and Security guard to make jobs less repetitive and more interesting. As for the job extension the Barista and Security guard are required to maintain the cleanliness of the store and serve the customers with respect. have a strong hearing ability to recognize when something is wrong or likely to go wrong. Job enrichment . Know how to speak and read English and Tagalog because he may be asked by the customer’s complaints and questions. and apprehend or evict violators from premises. He must have ability to see details at distance and close to.

including the authority to decide whether to issue refunds or replace merchandise.As for empowering the Barista and Security guard the management will add more decision making to their jobs like resolve customer problems. Owner/Manager Extent Used Decision Making Motivating Workers Solving problems inside the store Checking employees work Extremely extensive Extremely extensive Extremely extensive Extremely extensive Extend good & & to Used Extremely Extensive Extremely Extensive Extremely Extensive Extremely Extensive Always (14 hours/max) 1-2 hours 2-3 hours 10 10 Daily Daily High High 10 Daily High Amount of Time 3-5 hours Significance 10 Possibility of Occurrence Daily Applicabilit y High Amount of Time Always (14 hours/max) 1 hour 1-2 hours 1 hour 10 10 10 10 Significance Possibility of Occurrence Daily Every Friday Daily Daily High High High High Applicability Barista Serve beverages Pastries Welcome connects people Maintain cleanliness Cashier Security Guard Ensure Safeness Maintain cleanliness Extend Used Amount of Time Significance Possibility of Occurrence Daily Daily Applicabilit y High Medium Extremely Extensive Extremely Extensive Always (14 hours/max) If there’s free only time (1 10 10 Monitor Authorize customers & Extremely Extensive hours) Always (14 hours/max) 10 Daily High .

or transfers to reduce labor surplus. If the store encountered labor surplus the management will used the option of downsizing. of Hours 3-5 hours Always (14 hours/max) 1-2 hours 2-3 hours Frequency Daily Daily Daily Daily In the task of the Baristas the number of people required in this certain job is four persons wherein if their will be a labor shortage the management will used the option of overtime and expanded hours of employees to avoid necessary labor shortage. As for the owner/manager he is the one who will decide what to use in reducing surplus and avoiding shortage. of Hours Always (14 hours/max) 1 hour 1-2 hours 1 hour Frequency Daily Every Friday Daily Daily In the task of owner/manager the number of people required in this certain job is one.Human Resource Planning Owner or Manager Ratings Decision Making Motivating Workers Solving Problems inside the store Checking employees work No. Barista Ratings Serve good beverages & Pastries Welcome & connects to people Maintain cleanliness Cashier No. wherein there will be no labor surplus and no labor shortage because the job description can be done by only one person. pay reductions. Security Guard Ratings Ensure Safeness Maintain cleanliness No. of Hours Always (14 hours/max) If there’s free time only (1 Frequency Daily Daily .

wherein their will be no labor shortage and no labor surplus in this job because the job description can be achieved by only one person.Monitor & Authorize customers hours) Always (14 hours/max) Daily As for the task of a Security guard the number of people required in this certain job is one. direct applicants. Selection Employees and placing them in Jobs . The management in case of recruiting human resources they will use referrals. and electronic recruiting for the said source of recruitment. As for the Security guard the management gives a minor task of maintaining cleanliness if there’s a free time only to maximize the work of the security guard.

The organization can use different techniques of interviewing like:     Nondirective interview Structured Interview Situational Interview Behavior Description Interview Potential Interview Questions . The management will measure each candidate to know who the best candidate for the certain job is by using:        Aptitude Tests and Achievement Tests Physical Ability Tests Cognitive Ability Tests Job Performance Tests and Work Samples Personality Inventories Honey Tests and Drug Tests Medical Examinations The management is required for the selection process to have an employment interview. it brings together job applicants and representatives of the employer to obtain information and evaluate the applicant’s qualifications.In selection process the organization make decisions about who will or will not be allowed to join the organization by using the strategic approach to measure the effectiveness of selection tool:      Method provides reliable information Method provides valid information Information can be generalized to apply to the candidates Method offers high utility(practical value) Selection criteria are legal As for the employments tests the organization will identify candidates whose applications forms or resume indicate they meet basic requirements.

What do you like to do? 15. What is your personal mission statement? 16. Tell me about yourself. Tell me the difference between good and exceptional? 19. Do you have any questions? Application Form . Describe how you would handle a situation if you were required to finish multiple tasks by the end of the day. and there was no conceivable way that you could finish them. and how did you deal with it? 10. what would it be and why? 20. How would you go about establishing your credibility quickly with the team? 13. What salary are you seeking? 11. How would you describe your work style? 14. What attracted you to this company? 6. What was the most difficult period in your life. How do you want to improve yourself in the next year? 12. What is the most important thing you learn in school? 18. Are you willing to sacrifice things to have this job? 5. 9. IF you could choose one superhero power. Why do you want this job? 4. What do you know about our company? 7.1. What are your Strengths and Weaknesses? 3. Why should we hire you? 8. What is your vision in life? 17. 2.

State.Personal Information: First Name: _____________________________ Middle Name: ___________________________ Last Name: _____________________________ Street Address: __________________________ City. Zip Code: _____________________ Phone Number: __________________________ Are you eligible to work in our company? Yes____ No___ Position Availability: Position Applied for: _______________________ Days/ hours Available: Monday _______ Tuesday _______ Wednesday_____ Thursday _______ Friday __________ Saturday ________ Sunday _________ Hours Available: from _____ to _____ What date are you available to start work? _____________ Education Name and Address of School – Degree/Diploma –Graduation Date __________________________________________________ __________________________________________________ __________________________________________________ Skills and Qualifications: Licenses. Skills. Training. Awards __________________________________________________ __________________________________________________ __________________________________________________ Employment History .

I understand that false information may be grounds for not hiring me or for immediate termination of employment at any point in the future if I am hired.Present or Last Position: Employer: ____________________________________ Address: _____________________________________ Supervisor: ___________________________________ Phone: ______________________________________ Email: _______________________________________ Responsibilities: _______________________________ References Name/ Address/ Phone _____________________________________________ _____________________________________________ _____________________________________________ I certify that information contained in this application is true and complete. I authorize the verification of any or all information listed above. Signature______________________________ Date__________________________________ Training Employees .

Our organization plans to help employees acquire job related knowledge. In providing training for our employees we can assign experienced employees as mentors for our trainees. time constraints. We also need to look at the organization analysis in which we look at the resources available for training and if management’s can support the training activities of employees. It also involves person analysis in which we the management is determining whether employees are ready and needs training. and behaviors with the goal of applying these on their job. wherein it’s a computer application that automates the administration. what context in which training will occur is. also to identify training needs of employees. . giving them praise and expressing positive attitudes towards the organization’s training program. Before training our employees we will check first if our employees is ready for training like he/she must have the ability to learn the subject matter. and what kind of training is needed. We will provide feedback to employees to be able to encourage them. The task analysis is in the area of needs assessment wherein we will identify and analyze tasks to be trained by our employees. development. In here this involves the employees to receive training not only should require additional knowledge and skill. safety considerations and performance standards in training our employees. In our organization employees will have same training for their job like the baristas. favorable attitudes towards training and they have motivation in training. we will also establish rewards for their learning and communicate with them about organization’s career paths and future needs that may help them to be motivated. skills. abilities. but they must be willing and able to learn in training. and delivery of a company’s training programs. In order to carry out the task analysis we will look at the conditions in which tasks are performed. and provide them advice and support. it includes equipments and environment of the job. Before training employees. we will use learning management system (LMS). In work environment we will use the social support wherein we will encourage our employees in training. One way in training our employees in order to carry out this process more efficiently and effectively. we need to know who needs training.

The training method we will use in training our employees is hands-on-methods specifically on-the-job-training. To enable to see the impact of their decisions in an artificial. and the conditions under which the employees is to apply what he/she learned the performance standards that are measurable Identify the resources needed to carry out the desired performance or outcome. so trainees do not have to be afraid in making mistakes and trainees tend to be enthusiastic about this type of learning and to learn quickly. Wherein the employees with job experience and skill guides trainees in practicing job skills at the workplace. the quality or level of performance that is acceptable. evaluate employees on how they apply training to their jobs support employees’ use of training when they return to work ensure that employees have equipments and technology needed for the training discuss employees how they plan to use training recognize newly trained employees who use training content explain to employees why they have been asked to attend training give employees feedback related to their skills or behavior they are trying to develop - Our objectives of our training program for our employees are: it include a statement of what the employee is expected to do. and the lessons are generally related very closely to job - .In order to support the training of our employees our manager will: understand the content of the training know how training relates to what employees need to do in performance appraisals. This includes apprenticeship where it is a work-study training method that teaches job skills through combination of structured on-the-job training and classroom training. risk-environment. with trainees making decisions resulting in outcomes that mirror what would happen on the job. We may also use simulations training wherein it represents a real-life situation.

the management must be able to see the improvement of the trainees in the given training activities. After evaluating the employees. skills. We look for transfer of training where we will require employees to actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they have learned. the information we got can help us with our future decisions in our organizations.performance. We might also use cross training in which team members like our baristas understand and practice each other’s skills so that they are prepared to step in and take another member’s place. After training our employees we will evaluate them according to their knowledge. We can identify a need to modify the training and gain information about the kinds of changes needed for our employees. We might also consider coordination training wherein it teaches the team how to share information and make decisions to obtain the best team performance. and behaviors learned in training. As the result of the training. Managing Employees’ Performance .

The reward will be given monthly for the best employee of the month. We will give performance feedback to our employees so that they will be aware of their strengths and of the areas in which they can improve themselves. acceptability and specific feedback of employees. Employees meeting the expectations can become more valuable when they hear and discuss performance feedback. . Acceptability where if employees meet the practical standard of performance and lastly specific feedback wherein the management will specifically tell employees what is performance expected of them and how they can meet those expectations. benefits. and recognition programs. In fit with strategy this involves achieving employee’s behavior and attitudes that support the organization’s strategy. while the employees who perform badly will be motivated to work harder and aim to be the best employee. validity. The information in a performance appraisal can have a great impact on the future of our individual employees. The major downside of this is validity but employees who perform poor will be motivated because the management will give a reward to the best employee. Second purpose is administrative purpose wherein it refers to the ways in how our organization will use the system to provide information for day-to-day decisions about salary. goals and culture. Lastly is developmental purpose wherein it serves as a basis for developing our employees’ knowledge and skills. We will also measure the reliability of employees performance wherein if the employees are consistent in their performance.The purpose of managing performance of our employees is first strategic purpose wherein in has an effective performance management the helps our organizations achieve its business objectives. So the employees who perform good will maintain and try to do a better job. The management has criteria in measuring the effectiveness of performance of employees by fit with strategy. it link our employees’ behavior with the organization’s goals. The method we can use in measuring the performance of the employees is simple ranking wherein the employees will be rank in their group from the highest performer to the poorest performer. reliability. Validity measures employees performance whether all the relevant aspects of performance and if it omits irrelevant aspects of performance.

Barista Serve beverages Pastries customers Welcome connects people Maintain cleanliness around the store Perform well as a Cashier 8 10 9 6 5 good & to & to 8 8 10 7 6 9 7 5 9 10 Employee # 1 8 Employee #2 8 Employee # 3 9 Employee # 4 10 Employee # 5 7 Security Guard Ensure Safeness Maintain cleanliness Monitor Authorize customers & Employee # 1 10 7 7 Employee #2 9 8 8 These shows how effective our employees will be as the manager observe and rate employee’s performance according to their specific tasks. For example the manager will rate every employee according to their effectiveness in every specific task. The manager will rate every individual employee to be able to know whether they are effective or ineffective this method of rating individual performance is called behavioral observation scale (BOS). I will rate them according to their performance fairly and honestly. The manager will rate them from 1-10 as 10 the highest and 1 is the lowest. The manager will give employees feedback on how . and then provide them a form on which the manager can rate every employee in terms of those attributes or behaviors. As a manager of the organization I will not give biases to any employees.Our organization will rate every employee they have in order to identify the desired attributes or behaviors.

The most effective way to improve performance of employees is their ability and motivation so our organization will continue to use this system to find solution to the problems of the performance of our employees. If an employee’s of ours performance is below the required standard. also to know who the employee of the month is and to motivate employees to do a better job. This will identify the area in which the employee can improve in order to contribute more to the organization in the current in future job.well they performed in their task. the feedback process will be launch an effort to correct the problem. . and this process will be conducted every month to know who performs well and who performs bad.

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