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Human Resource Management of Bob Evans Restaurants

Human Resource Management of Bob Evans Restaurants

Discuss Human Resource Management of Bob Evans Restaurants within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Bob Evans Farms, Inc. (NASDAQ: BOBE) is a food service, processing, and retail company based in Columbus, Ohio. The company ...



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Human Resource Management of Bob Evans Restaurants
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Netra Shetty
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Human Resource Management of Bob Evans Restaurants - January 24th, 2011

Bob Evans Farms, Inc. (NASDAQ: BOBE) is a food service, processing, and retail company based in Columbus, Ohio. The company is named after its founder, Bob Evans (1918–2007).[1] It operates two family dining restaurant chains in the United States, Bob Evans Restaurants and Mimi's Cafe. Its food processing and retail enterprise products are manufactured and sold under the Bob Evans and Owens Country Sausage brand names.

Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Extensive training and culture management programs, individualized reward management systems, as well as a range of employee involvement mechanisms, all operate towards achieving enhanced employees’ contribution. It is a whole range of notions on management theory, style and practice. Perhaps most usefully considered as a generic term that covers the entirety of work organization, working terms and conditions and representational systems, HRM can be depicted as being concerned with all those activities associated with the management of people in organizations (Boyd 2003).

Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. HRM specialists initially determine the number and type of employees that a business will need over its first few years of operation. They are then responsible for recruiting new employees to replace those who leave and for filling up the newly created positions. A business’s HRM division also trains or arranges for the training of its staff to encourage worker productivity, efficiency, and satisfaction, and to promote the overall success of the business. Finally, human resource managers create workers’ compensation plans and benefit packages for employees

Employee Performance Management
Performance management is a process used within organization to establish and evaluate an individual’s job performance to achieve goals and objectives.
Performance Management
Performance Appraisal
A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made.
Performance appraisal should be based on job analysis, job description, and job specifications.

Types of Performance Appraisal
Informal Performance Appraisal:
“The process of continually feeding back to subordinates information regarding their work performance”
Formal Performance Appraisal:
“A formalized appraisal process for rating work performance, identifying deserving raises or promotions, and identifying those in need of further training”.

Written essay
A technique in which an evaluator writes out employee strengths,weeknesses,past performance and potential.

Advantages of this is simple to use.
Disadvantages of this is more a measure of evaluators writing ability than of employee actual performance.

Graphical rating scale
A performance appraisal technique in which an employee is rated on a set of performance factors.
Advantages of this provide quantitative data , less time consuming than other methods.
Disadvantage of this do not provide depth of job behavior assessed.
Critical incidents
A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance.

Advantage rich examples behaviorally based.
Disadvantage time consuming lack of quantification.
Behaviorally anchored rating scales (BARS)
A performance appraisal technique that appraises an employee on example of actual job behavior.

Advantage focus on specific and measurable job behaviors.
Disadvantage time consuming difficult to develop.
Multiperson comparisons
Performance appraisal techniques that compare one individuals performance with that of one or more other individuals.
Group ranking
Individual ranking
Advantage compares with one another.
Disadvantage unwieldy with large no of employees.
360 degree feedback
A performance appraisal method that utilizes feedback from supervisors employees and coworkers.
Advantage of this is thorough.
Disadvantage time consuming.
Performance Management (conclusion)
To be meaningful, an appraisal system must be:
Reliable — provide consistent results across time.
Valid — actually measure people on relevant job content.
Measurement errors can threaten the reliability or validity of performance appraisals.

Last edited by netrashetty; January 24th, 2011 at 02:59 PM..
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