HRM presentation

• A presentation report on
Chief burger

Submitted to
Mr. faheemullah qureshi
Submitted by
Shabbir ahmad Roll NO 36
Nayab naveed Roll No 61
Hira & behesht Roll no
Programe
BS commerce (4 years )
Date of submission
05th of Feb. 2019
CHIEF BURGER
CHIEF GRILL
History
• chief Burger was founded by Nasir khan an
businessman who began selling from his
roadside restaurant in Peshawar
• During the great depression nasir identified
the potential of the restaurant franchising
concept, and the first “CHIEF BURGUR"
franchise opened in 1994 in Peshawar.
VISION
• To serve happiness to our customers through
delicious, quality meals and extraordinary
restaurant experience while working toward
the greater good for our employees,
community and environment.
MISSION
• To delight and nourish our customers with healthy, quality and
delicious food and excellent service at a reasonable price
• To understand our customer’s changing needs and constantly
improve our customer experience
• To generate a sustainable profit growth for our company’s
shareholders
• To create long-term relationships with our business partners
• To enhance our employee’s excellence, continuous
development and happiness
• To contribute to our society through initiatives that align with
our corporate social responsibility program
FUTURE GOALS
• This company have 4 goal to achieve with is
build an organization to excellence,
consistently deliver superior quality and value
in our products and service. Maintain a
commitment to innovation for continuous
improvement and growth, striving always to
be the leader in the market place changes.
HR Department of Chief Burger
• HR team, fully committed with CHIEF BURGER
Members, strives to foster a work environment that
attract and inspire excellence in people, so that
together we realize the plan to win.
• The cornerstone of CHIEF BURGER was considered to
lie in serving their customer to make them satisfied.
The company is aware that it is possible only when
the employees, who are the most valuable
resources, are provided on-the-job training and learn
to work hard with dedication.
HUMAN RESOURCE TEAM AT CHIEF
BURGER
 The training and Development team
 The compensation and Benefits team
 The HR operations team
 The organizational development and
communication team
 The reasons for joining CHIEF BURGER
• Flexible hours, working hard, having fun making
friends and earning money.

• Independence, confidence and learning resulting

in self-development and social skills.

• Opportunity to take on function at various

organizational level and career option to move to
the top of organizational hierarchy.
 POLICIES OF HR DEPARTMENT IN CHIEF
BURGER
• Reward system
CHIEF BURGER used Balanced scorecard as the
primary mechanism for allocation rewards and
handing out bonuses for employees.
• Its reward system attempts to get align with
‘founding truths’ and ‘how we work together
principal’ on which the coaching culture of
CHIEF BURGER is based.
POLICIES OF HR DEPARTMENT IN CHIEF
BURGER
• Performance measurement policy
• Functional strategies
• Total quality management (TQM)
• Business level strategy
• Pricing strategy
• Advertising strategy
• Promotional strategy
• Sales strategy
• Comparative strategy
 HR DEPARTMENT ACTIVITIES
• Recruitment and DE recruitment
• Training and Development
• Performance Appraisal
• Employee Benefits
• Incentives
• Medical Cover
• Welfare Amenities
• Health and Safety
Recruitment and selection
• Mission statement
Some people wait for the future. Some push it along. We
didn’t have waiters.
• Core values
It CHIEF BURGER people are the most important factor
they seek only those people who can think feel express
themselves learn teach and hence grow their growth is
company growth.
• Fresh people
• Justified selection
ROLE OF HR DEPARTMENT IN RECRUITMENT
AND SELECTION
• develop guidelines and procedures
• Provide recruiting services and staff support
• Council Restaurant managers to make final
employee decision
• Provide basic training to newly hired
employee

• CHIEF BURGER advertisement depending on the vacancies as the need arises.

Selection procedure
• Screening of applicants
After a building a pool of candidates
applications short listing of selective applicants
is done by the HR manager.
• Written test
the reasons for the written test is to asses that
whether the recruits able enough to fulfill the
general practical requirements of the job.
Reference check

• They look at the references that have been

provided by the candidates, they check the
references are valid are not.
• Final interview
Candidates who had passed their O-J-E are
called for the final interview. Interview is done
by a panel of 2 or 3 interviewers.
Orientation
• New employees get a handbook
Includes.
1. Working hours
2. Performance reviews
3. Vacations
4. employee benefits
5. Personnel policies
6. Safety measures and regulations
Training and development
• According to the training coordinator
Muhammad Arif khan
Training is an important part of our employees work experience and starts as
soon as he joins the CHIEF BURGER team crew trainers mangers and other
will work shoulder to shoulder with him training are ongoing with new things
to learn all the times.

• Types of training
1. On the job training
2. Class room training
3. Computer based training
INCENTIVES
• The best results come when we combine
profit sharing with greater worker involment
and give employees information about
company financial performance.
• types of incentives
1. Cash based
2. Non-cash based
Cash based incentives

1. Attendance allowance
2. Annual allowance
3. Medical allowance
4. Leave fair assistance

Non-cash based incentives

5. Crew of the year
6. Crew of the month
7. Branch of the year
8. employee of the month
9. Merchendise
Benefits
• Profit sharing
• Vacations
• Leaves
• Company’s car
• Educational assistance
• social activities
• Uniform
• Flexible hours
• Workplace safety
SEPARATION/FIRING
• REASONS
1. DISCLIPANIRY
 violation
 Stealing
2. Performance
 Confrontation
 Poor performance