presentation on manpower planning of a restaurant

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1. “HEALTH BHI TASTE BHI ” GROUP 2: Garima Goyal Anju Maurya Abhishek Jaiswal Jyoti raj Kunal Khatri 2. Change the perception that it is difficult to make profit out…
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  • 1. “HEALTH BHI TASTE BHI ” GROUP 2: Garima Goyal Anju Maurya Abhishek Jaiswal Jyoti raj Kunal Khatri
  • 2. Change the perception that it is difficult to make profit out of selling fruits and vegetables for the food joint. Increase awareness of nutritional and health concerns in recent years. PURPOSE
  • 3. • “Our customer’s health is our profit”VISION • “Add up Nutrition’s and fun in people’s life”MISSION
  • 4. Chicken PieceBurger Nuggests Hot wings Ice cream, deserts Soups French Fries Pizzas Drinks, Coffee & tea Salads P R 0 D U C T S
  • 5. Also instead of serving aloo Pattie in the burgers we will use mix veg. Pattie Instead of using Maida flour we are going to use gram flour Usage of fresh vegetables and dairy products More use or soya- beans More baked products rather than fried ones Usage of olive oil rather than desi- ghee PRODUCTION
  • 6. PRODUCTION RELATED ACTIVITIES POST- PRODUCTION ACTIVITIES PRE- PRODUCTION ACTIVITIES WORKFLOW
  • 7. ORGANIZATION STRUCTURE OWNER KITCHEN DEPARTMENT HEAD CHEF ASST. QUALI TY ASSU RANC E CHEF ASST . BAKI NG CHE F ASST. GENERA L CHEF PURCHASING DEPARTMENT PROCURE MENT MANAGER store manage r SALES DEPARTMENT SENIOR SALES MANAGER ASST. SALES MAN AGER ASST. MANAGER( CUSTOMER HANDLER) SELF WEFARE DEPATMENT jani stor s SE RV ER S DELI VER Y BOY S CLEA NERS STAFF HEAD
  • 8. MANPOWER PLANNING Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. STEPS IN MANPOWER PLANNING IMPORTANCE OF MANPOWER PLANNING Need of Manpower Planning Composition SALARY STRUCTURE
  • 9. Analysing the current manpower inventory • Type of organization • Number of departments • Number and quantity of such departments • Employees in these work units Making Future Manpower Forecast • Expert Forecast • Trend Analysis • Work load Analysis • Work force analysis • Other methods Developing Employment Programmes • Recruitment • Selection • Placements Design training programmes • Diversification • Expansion plan • Development programme STEPS IN MANPOWER PLANNING
  • 10. KEY TO MANAGERIAL FUNCTIONS EFFICIENT UTILISATION HIGHER PRODUCTIVITY BETTER HUMAN RELATIONS MOTIVATION IMPORTANCE OF MANPOWER PLANNING
  • 11. Shortages and surpluses can be identified so that quick action can be taken wherever required. All the recruitment and selection programmes are based on manpower planning. Helps to reduce the labour cost as excess staff can be identified and thereby overstaffing can be avoided. Helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents. It helps in growth and diversification of business. Through manpower planning, human resources can be readily available and they can be utilized in best manner. It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. NEED OF MANPOWER PLANNING
  • 12. SERVERS 5 JANITORS 1 DELIVERY BOY 2 CLEANERS 2 HEAD CHEF 1 ASSISTANT CHEFS 3 SALES MANAGER 2 ASSISTANT CUSTOMER HANDLER MANAGER 1 STAFF HEAD 1 PROCUREMENT MANAGER 1 STORE MANAGER 1
  • 13. DESIGNATION SALARY/WAGE S Per annum ALLOWANCE AMOUNT (per annum) Level- 1 (manager) Senior sales manager 120000 Travelling allowances 18000 Procurement manager 114000 Dearness allowances 18000 Head chef 150000 Specific allowance 15000 Store manager 108000 House rent allowance 15000 Staff head 120000 Level – 2 Asst. Baking chef 96000 Asst. General chef 96000 Asst. Quality assurance chef 96000 Asst. Sales manager 90000 Asst. Customer handler manager 90000 Level – 3 (ground level staff) Servers 84000 (each) Janitors 78000 (each) Delivery boys 72000 (each) SALARY STRUCTURE
  • 14.  Organizations constantly encounter forces driving them to change.  Because change means doing something new and unknown, the natural reaction is to resist it.  Extension programme managers must overcome this resistance and adopt innovative and efficient management techniques to remain high performers.  They must improve their personal, team, and cultural management skills if they hope to adapt themselves to a changing world.  Current management wisdom touts the goal of getting decisions made as low down in the organization as possible.  They are more motivated if they have some control over their work and over their own destinies.  TBHB will have some amount of delegation of authority at each level of our organistion’s hierarchy,enabling our employees to take responsibilities and fulfil them whole heartedly.  We would make our decisions based on information that is both overwhelming and incomplete. In addition, we would try our best to get cooperation from subordinates, peers, superiors, and people over whom we may have no formal authority, but who are important for the smooth functioning of our organisation. CONCLUSION
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