Introduction

The Food industry is one of the biggest industries in Bangladesh. Here many kinds of food are
selling in various restaurants. The Bangladeshi people like to eat fast food more often. So,
because of this we are publishing a new bakery fast food restaurant which name is Central Perk.
The central Perk is a new restaurant in Dhaka city that is located in Mohammadpur and they
produce bakery fast foods and provide the food to the customers. The shop has seven owners.
And all the owner shares their money to make this big restaurant. This new restaurant focusses
mainly on fast food and they make food like Sandwich, Hotdog, Potato chips, Chicken fry and
many other products. In Bangladesh many people do not take fast food because of huge money
cost. But our new restaurant will not charge huge amount of money. The rate of the money will
be average so that every level customer can buy our food product. The restaurants main aim is to
give healthy food to the customers. As a result, many customers will be attracted to see our
service and will come more and more to our new Central Perk restaurant.
Mission
The mission of the central perk is to provide fresh, healthy, nutritious and great tasting food at
reasonable prices in a clean, friendly and convenient environment.

Vision
Our vision is creating best restaurant in town. We plan on branch restaurant in different town. As
we have started with medium range restaurant service and facilities, we want to ensure that
through our growth. We want to remark ourselves as one of the best restaurants by providing the
good service we promised.

Our Amenities and Services

Services:
 Fresh Food
 Fast food service
 Serve hot food
 Hygienic food
 Industry Background

Central Perk is also another bakery shop in our country that we are producing. It will produce
fast food and sell them to the customers. In the beginning part of Bangladesh, the fast food
product was not common food. After the war of 1971 the peoples of Bangladesh do not have any
fast food shops. The fast food came after 1980. But on that time fast food still was not common.
Now in our company they will have many stuffs of over 100. Each and every stuff will produce
different food products and some of the stuffs will serve the customers. Central Perk is a new
food shop in our country so we choose to make different burger, sandwich and many other foods
to brings its buyers. Central Perk has 6 branches in Dhaka. Like one in Gulshan, Bashundhara,
Gulistan, Shyamoli, Mirpur and Mohammadpur. And it plans to grow many more branch in
Dhaka and also in Bangladesh. In Bangladesh the peoples have develop their quality of Taste of
food in each time. In morning peoples eat sandwich for breakfast, in Lunch they take Fried rice,
chicken soup and many other fast foods. In evening they take chicken, French Fly ETC and in
Dinar they also take fast foods. So, our company has home delivery facilities. The person who
takes this service have our contact number and our service understand what they want for food in
each send them to the house. In this home delivery our company have many pickups cars and our
employees put all the product on the pickup car and a list of charts also given that which location
should they go and which person want which food. Central Perk is producing for the customer
service and we try to give the customers the good and healthy food. In our company we have
some executive officer who sometimes visit the kitchen and see also monitor the quality of food.
If they found any food which is not good, they take immediate actions for it. So, to increase
more and more customer service our company is making more and more developed tools and
materials. The central perk hires an employee who have good experience of cooking minimum
1.5- 2 years. By this our company is planning more about training and development process,
good Human resource process, good marketing manager ETC. Our company mission and vision
are to become a large food production market in Bangladesh and we hope it will spend more in
the foreign country also. So, if we maintain our strategy plans very effectively then one day our
company Central Perk will become one of the big food marketing shop in Bangladesh and
abroad.
 PESTEL Analysis

PESTEL analysis is a good technic which helps in learning about the external threats and
opportunity. Based on the situation on PESTEL analysis we can take decision in our business.
Basically, PESTEL analysis is the external factors that are uncontrollable for any business owner
and for us too. Those factors are

1. Political factor: politics is one of the major factors to think about in any business. For
example, based on the political situation one can think how his business are going to run.
There are some other factors in politics those are –
a. Rules and regulation: politics is one of the great factors for any restaurant business.
Like tax reforms or health safety guidelines which set by the government by the
country. So, if one wants to have a successful restaurant business, he needs to know
about the policy of that country first.
b. Location: It’s very important for any restaurant to choose a place where they will run
the business. In this sector politics have great role like we cannot establish our
restaurant where political restriction is great.
c. Government: Government will also have part in this as our business will help the
government in developing the country.

2. Economical: In economic sense people will only go to a restaurant when they have more
income than their usage. When they have more disposable money only than they will
hang out with their friends and family in our restaurant. One of the factors of this scene is
inflation. If inflation increases people will have less money to spend so they will spend
less money in outside food as because of the inflation the prices of raw materials will
increase and the menu price for food will increase too. So, people will not order food
from outside.

3. Social: Society have a great role in the success of any restaurant business. Now a day’s
people are more health conscious. They choose healthy organic food over the restaurant
junk food. So, what are in the menu will affect a lot in running the business. As we need
to carefully think about the menu as there are two types of people-

a. People who are more conscious about health than others. They usually don’t eat junk
food they went to a restaurant and look for organic food item which help them in their
daily activity. So, we will need to think about their preferences too.
b. For the second category people we have who are so busy with life that they don’t
have time for food, workout or sleep. For those people they need instant food which
will give them the required energy they need. So, these types of people usually prefer
junk food with coffee which helps them to remain energized. So, we need to think
about them too.
 Apart from them there are also many more customers that we would need to look out for.
For example – vegetarian, pet loving and especially transgender if any become our
customers. So socially it’s very important to keep all the customers happy.

4. Technological: For any restaurant business technological advancement, it can be quite

important. Now a day’s with rapid advancement of the technologies, restaurant-business
can make more profit than ever. With the help of technology, we can keep track of our
employees and their daily work routine. There are also some online logbooks which help
the owner to keep track of their employee’s attendance even when they are not around.
We can also use online-website to run our business so that we can satisfy our customer
needs. They can check our website to know more about us, like how we work and what
type of service we provide. Like using the latest technology, we will use online food
delivery service by which people can order food online from home and we can provide
service within hour. This way we can make our business more profitable.

5. Environmental: For any restaurant business both the external and internal factors are
important. Like how your restaurant environment looks like. Is it clean, are the materials
used in the production washed carefully all those factors are important in the
environmental factors of a restaurant business as people are more health conscious? They
tend to look out for this type of information as they are not going to spend their money on
something that is unhygienic. We are also going to implement a proper waste
management policy so that the external environment may remain healthy too. If we
cannot keep our own external and internal environment clean than we cannot have a
profitable restaurant business.

6. Legal: Legal factor cannot be left behind in this business. People in the legal authorities
can check our restaurant frequently to check the condition of our kitchen and food quality
like how we make them, about the expiry date of the raw materials used in the food
production. So, we are going to keep a healthy business routine so that we don’t face any
legal problems too. As by abiding laws only than we can have a successful and profitable
restaurant business.
 SWOT Analysis

Strength
 Hygiene Food (freshly cooking)
 Local Based food menu
 Transparency in food preparation (sharing ingredient, describe offer calorie)
 Modern Environment (Up-to-date interior design)

Weakness
 Not enough employee
 Not enough place for mass crowd
 Long waiting duration

Opportunities
 Potential growth via food delivery app / technology (people can order food from home
via app like pathos food, food panda)
 Seasonal menu keeps things fresh and interesting
 Loyal returning customers
 Health conscious trend
Threats
 Competitors is located nearby
 Competitors offer same food at cheap price
 Similar concept of service
 Human Resource Policies

Central Perk developed its human resource policies in recruitment, selection, training and
development, performance appraisal and compensation and benefits. These policies include
internal consistency and individual competitiveness in terms of compensation and benefits, equal
opportunities for employment in recruitment and selection procedure and absolute transparency
in the performance appraisal. Religious festivals will be given priority and the company will
lookout for any kind discrimination employees might face.
Our HR policies are described below:

Recruiting, Employment Process and Sources:

Recruitment Policy: In our recruitment process, we will accept applications from people who
are suitable to apply for the vacant position regardless of their gender, religion and race. A very
important part of the recruitment process is to make sure employees qualification matches with
the job description. As Central Perk is a new business, we don’t have the option for internal
recruitment other than the 7 partners within the organization. So, we must recruit employees
externally for other positions.

Recruitment Source: Advertisements, employee agencies, employee referrals.

Methods of recruiting-
Internal:
 Skill inventories
 Job posting and bidding systems
 Employee referral with finder’s fee.
External:
 Walk-ins
 Media advertising
 E-recruiting
 Employment agencies and executive search firms
 Special events recruiting
Selection Policy:

The selection will be completely based on merit and nothing else.

The selection process of Central Perk is-
A selection panel will short list the selected employees based on their qualification and the
selected candidates will be called in for an interview,
The interview panel will consist of all the departments head. Then a structured interview will be
conducted and the best candidate shall be chosen.
Before handing out the offer letter, background check must be done which will include
educational documents, references and their status in previous organizations (if any) to prevent
any legal problems.

Equal Employment Opportunity:

Central Perk offers equal employment opportunities to all its employees and job seekers. Nobody
will be discriminated regarding their gender, religion, age, race, social status or in any other way.
This will be maintained throughout the time an employee stays in the company. Employees will
get the utmost result of their contribution towards the company.

Orientation of new employees:

Central Perk will organize a mandatory orientation program to introduce and familiarize the new
employees with the organizations mission, vision and long-term objectives. The new employees
will be taken to their working area which will include the office and the restaurant. The
orientation program will help the employees understand the structure and culture of the
organization. This will also help them get familiar with their immediate supervisor and
subordinates. It will give them the idea of Central Perks management and who reports to whom.
Termination and Exit interview:

It is obvious that Central Perk may lose employees even after trying to maintain the best
personnel management and there will also be mistakes in employee hiring. So when an employee
will be leaving the company, he or she will have to go through an exit interview which will help
identify the reason why they are leaving and based on that Central Perk will correct the defects.
 Training and Development Policy

Employee training and development involves wide range of activities which includes learning,
training and monitoring. Training and Development program at Central Perk includes-
 Formal Training Sessions
 Training of employees under Chef’s
 Bakery Management and service training
 Mentoring and Coaching
 On the Job learning
 Collaboration with others
 Job rotation

The bakeshop is incredibly careful concerning worker coaching and development because

it understands the requirement of those things. It’s vital to conduct correct coaching and
development methods as a result of the effective and economical functioning depends on that.
Formal coaching sessions embrace company training programs, e.g. Equal
Employment chance coaching, Leadership coaching, Conflict Resolution coaching etc.
It additionally includes coachingnew staff and groups so they'll bear in mind of recent systems
and policy changes and may join forces with them. It’ll additionally facilitate to arrange the
staff for brand new responsibilities, promotions and transfers. All of those policies are going to
be followed in Central Perk.
Planning:
HR Planning and Budgeting - At the end of the year end the company has everything on the
plate, but to about future headache we gather the time to think about Human Resource Planning
and Budgeting.
First let’s Know what is Human Resource Planning (HRP). It is the continuous process of
systematic planning ahead in future to achieve the best use of a firm’s most valuable assets.
[ CITATION How19 \l 1033 ]

We consider four key steps of HRP process. They are; present labor supply, forecasting labor
demand, balancing projected labor demand with supply and supporting organizational goals.
To satisfy this objectives HR managers makes plan to do the following
 Find and attract skilled employees.
 Select, train and reward the best candidates.
 Cope with absences and deal with conflicts.
 Promote employees or let some of them go. [ CITATION How19 \l 1033 ]
The practices Central Perk follows for Human Resource Planning and Budgeting are;
 Look to the past before looking ahead: All the time spent in Q4
measuring development towards sales dreams and calculating
employees’ holiday bonuses doesn’t occur in a vacuum – the knowledge and insights
we attain from year-end duties is the instructions for the new-year. Reviewing
the past 12 months to see what worked and what didn’t. Maybe we had low engagement
with open enrollment this year, or our recruiting efforts weren’t as profitable as
we desired them to be. Central Perk uses this insight to help guide 2020 goals and price
range wishes. [ CITATION Les19 \l 1033 ]

 Identifying Opportunities for Professional development: While evaluating

our talent wishes for the New
Year, additionally take inventory of contemporary employees who are primed to
advance. Perhaps one of our megastar performers has exhibited promising management
qualities, expressed a desire to pass to a new department or wishes to
pursue additional education or expert certification. Making note of these opportunities
for career development and graph to comply with thru with them in the new year.
Proactive professional development is imperative to worker job satisfaction and
retention, and we all recognize how challenging it can be to maintain top performers.
[ CITATION Les19 \l 1033 ]

Setting Hiring Goals: Before Central Perk can establish our budget, we want to decide how many
new hires we will need – and where. Leverage the information and analytics abilities of our
HR system along with manager input to become aware of personnel
and skill gaps within the modern-day workforce. Start building a format on how to achieve our
hiring dreams and be positive to account for costs other than profits (i.e., flying in far
flung candidates for interviews).[ CITATION Les19 \l 1033 ]
 Getting Clear on our Budget: An annual price range is regularly unstructured and vague,
which makes it tougher for our enterprise to spend its resources on what things most.
It pays to flesh out the framework of your finances beforehand of time. Making positive
that all stakeholders are on the equal web page about what shape the finances will take.
The Society for Human Resource Management notes that budgets normally fall into one
of two categories: incremental or zero-based. Incremental budgets use
the current year’s price range as a template with every item adjusted based on future
estimates. Zero-based budgets, on the different hand, are built from scratch,
with every object having to earn its place. Reach a consensus on which kind of budget is
ideal, then cross forward. Cold tough information must win out in your finances over
hopeful wishes, so use HR, payroll, advantages and Genius facts gathered via our
HR solution to prioritize our spending.[ CITATION Les19 \l 1033 ]

Organization Development and Structure:

Organizational Development- HR managers contribute to an agency mostly through these
Organizational Development. The most impactful and successful businesses are deliberate
about how they are organized, how their work is carried out and how they use
and improve their talent to reap effectiveness. The most profitable HR leaders
are also deliberate about riding ahead organizational effectiveness for the advantage of the
staff, management and the community.
Talent Management: HR Functions to Enable Organizational Development

 Recruiting relatively professional resources apt for contemporary and
Future wishes with various talents.

 Develop a system or a system to analyze and improve current abilities to recognize with

their modern-day weak point and sharpen strengths.

 Educate employees about organizational dreams and drive them with passion for

aligning accordingly

 Address place of work issues and resolve them without procrastinating.[ CITATION

How191 \l 1033 ]
Performance Management: HR Functions to Enable Organizational Development
 Make sure to treat performance dreams like fundraising goals! Create an environment of
accountability where success is measured!

 Measure what matters.

 Develop and put in force a design to close overall performance gaps at the Individual,

Team, Department and Organizational levels

 STOP IGNORING LOW PERFORMERS. Demand improvement or sketch an

exit design to make way for likeminded.[ CITATION How191 \l 1033 ]

Development Management: HR Functions to Enable Organizational Development:

 Find resources for coaching and expert development.

 Focus on getting to know that is without delay linked to mission delivery.

 Train staff to be experts in their areas of focus. Leverage internal sources (i.e. other staff),

Board, neighborhood partners, business professionals to augment learning.

 Regularly educate staff on the enterprise of your enterprise which include

monetary metrics and industry tendencies and/or best practices.[ CITATION How191 \l
1033 ]

Merger and Acquisition; According to SHRM, 70 to 90 percent of all mergers and acquisitions
fail in a financial experience with most businesses missing their objectives. They say that this
is largely due to HR related activities, such as:

Incompatible Cultures
Management Styles
Poor Motivation
Loss of Key Talent
Poor Communication
Loss of Trust
Uncertainty
In different words, “people issues” are generally to blame when it comes to the failure rate of
mergers and acquisitions.

This is the place HR comes in.

While the information media usually solely covers when a merger or acquisition is happening,

we never sincerely get a hazard to see what that entails. We think of these events like a film with
high-powered executives in flashy offices signing papers and cashing checks. In reality, it’s
the human beings in the departments who work there that make the merger or acquisition work.
And the major department responsible for this is HR.
HR has a few key things to focus on in the course of a merger or acquisition, such as:

 Creation of new insurance policies to guide the new organization.

 Retention of key employees.

 Employee decision and downsizing

 Development of compensation strategies

 Creation of a comprehensive employee advantages application.[ CITATION Jos19 \l 1033 ]

References;

Bibliography
How Human Resource Planning (HRP) Works. (2019). Retrieved from Investopedia:
https://www.investopedia.com/terms/h/human-resource-planning.asp
How to fit Organizational Development in HR roles - Keka. (2019). Retrieved from Keka:
https://www.keka.com/organizational-development-hr/
Hrala, J. (2019). Mergers and Acquisitions: Everything HR Needs to Know. Retrieved from
Blog.careerminds.com: https://blog.careerminds.com/mergers-and-acquisitions
Lyons, L. (2019). Best practices for HR planning and budgeting for the new year. Retrieved
from PeopleStrategy: https://www.peoplestrategy.com/hr-planning-budgeting-best-
practices/

Works Cited
How Human Resource Planning (HRP) Works. (2019). Retrieved from Investopedia:
https://www.investopedia.com/terms/h/human-resource-planning.asp
How to fit Organizational Development in HR roles - Keka. (2019). Retrieved from Keka:
https://www.keka.com/organizational-development-hr/
Hrala, J. (2019). Mergers and Acquisitions: Everything HR Needs to Know. Retrieved from
Blog.careerminds.com: https://blog.careerminds.com/mergers-and-acquisitions
PeopleStrategy: https://www.peoplestrategy.com/hr-planning-budgeting-best-practices/
Time Off Program:

According to Bangladesh Labor Law Act 2006, an employee must be allowed to have five types
of paid leave which is listed below-
 Casual leave: Any employee who worked for the organization for at least a year must be
granted 10 days of paid leave as per the English calendar. Maximum of five days leave
are applicable at a time and un-availed leaves cannot be carried forward to the next year.
Central Perk will allow its employees to take casual leave ant time but if the availed leave
includes weekends then that will be counted as casual leave.

 Sick leave: Employees who served the organization for at least a year are allowed to take
a leave due to their sickness according to Bangladesh labor law act. Sick leave will be
granted for a maximum of 14 days. Sick leave will be approved only after valid medical
reports are provided. The immediate supervisor of the personnel should be informed
before availing sick leave.

 Annual leave: Annual leave is also applicable to those employees who worked at least
one year for the organization. A prior approval must be taken four months before the
actual leave. But in case of an emergency, 10 days earlier notice is acceptable. If
employees do not avail the annual leave, then the leave is allowed to be succeeded to the
following year.

 Parental leave: The parental leave is applicable for organizations both male and female
employees. Employees who served the organization for at least six months are only
entitled to this leave. Employees with their first two child are applicable for parental
leave with pay. But after the first two child, the leave will be available without pay
policy. Female employees will be allowed a paid parental leave for six months while
male employees will be allowed a paid parental leave for two months. The leave dates
must be confirmed four weeks earlier by the employee.

 Festive leave: Every year all the employees are allowed 11 days of paid festive leave.
The government of Bangladesh fixes these dates and days for such festive leave.

https://hr.vanderbilt.edu/policies/attendance-punctuality.php
https://secure.efficientforms.com/uploads/ehx/policies/4eb9a3b9-5282-4fbb-8b7c-
7b999e6f9f86.PDF

Works Cited
(2019). Retrieved from Workadvisor.co: https://www.workadvisor.co/uploads/docs/Employee-
Handbook-050120176.pdf
 Employee and Community Relation:

Attendance and Discipline

Timely and everyday attendance is an expectation of overall performance for all the employees.
To make certain enough staffing, effective employee morale, and to meet predicted
productiveness requirements for the duration of the organization, employees will be held
responsible for adhering to their administrative center schedule. The potential to supply accurate,
entire and well-timed economic data allows compliance with the guidelines and guidelines of
donors and different companions reporting requirements, as properly as adhering to typically
established accounting standards. This fact additionally assists administration to graph and
coordinate their programmed effectively. Prevent requires all its employees to abide with the aid
of the foregoing requirements of ethical behavior in their dealings with its suppliers, consultants,
subgrantees, subcontractors, and government. Employees of stopping now not solicit for any
funds, items or any favors from a potential vendor, subgrantee or any different enterprise partner.
These personnel are anticipated to be present for work, on time, each day. Regular attendance
and punctuality are vital to hold our crew and operating system. Arriving late, being tardy, or
absence motives disruptions due to the fact they control a very essential aspect of the company.
Our attendance is extraordinarily essential to the accomplishment of the Company. We anticipate
employees to attempt for ideal attendance and to arrive for work on time. We highly request that,
on occasion, if anyone cannot be capable to come to work or want extra time earlier than arriving
must be mentioned before. Sickness and unknown emergencies cannot constantly be expected
and can also require leaving out all or section of any workday and they must take care of those
employees who are working under them.
Leave Policy:
Punctuality and Attendance Standards; Employees are expected to document to work as
scheduled, on time and organized to begin work. Employees are expected to
remain at work for their whole work schedule, except for meal periods or when required
to leave on Company authorized
business. Late arrival, early departure or other absences from scheduled hours are disruptive
and must be avoided.
Calling later than thirty (30) minutes after the start of the shift or failing to call, may
additionally end result in an unexcused, unpaid absence
which might also result in disciplinary motion up to termination. Personal appointments need
to be scheduled for the duration of non-work
hours unless accredited in enhance by your supervisor. In all instances of absence or
tardiness, personnel need to supply their
supervisor with a truthful purpose or clarification and may additionally be required
to provide written proof of absence or tardiness.
Excessive absente[ CITATION Wor19 \l 1033 ]
Timekeeping Records:
All personnel are expected to accurately document time labored and any authorized time off with
pay. Failure to
report time accurately or alter time sheets or time documents barring authorization from the
Employee’s supervisor
is no longer allowed and can also challenge the worker to termination for cause.
“Time Worked” is described as the time clearly spent performing assigned duties.[ CITATION
Wor19 \l 1033 ]

Absences:
Prior to taking a depart of absence for functions of vacation, army leave, bereavement leave, jury
duty, personal leave,
or different deliberate absence, an Employee Leave Request should be submitted to
your instantaneous supervisor for approval
at least four weeks prior to the scheduled leave date, until the request is due to
an surprising emergency. The nature
of the emergency must then be shared with the supervisor. Supervisors should be notified at
least four (4) hours
prior to scheduled start time. Failure to give suited notification might also end result in
disciplinary motion up to termination. An
employee who does not call or document to work will be considered to have voluntarily resigned
employment with the
Company, until there are extenuating circumstances. Absences are unpaid.[ CITATION Wor19 \l
1033 ]
Overtime Policy:
Overtime pay will be paid to hourly, non-exempt personnel as
required through applicable state law or federal law. For
purposes of deciding which hours represent overtime, only actual hours labored in a given
workweek will be counted
unless in any other case required by way of law. On occasion, you may also be required to
work overtime or may additionally be requested to go away early
because of overtime. Overtime ought to be authorized by management in writing. Failure
to obtain prior approval for overtime
or refusal to work required extra time may additionally result in disciplinary action.[ CITATION
Wor19 \l 1033 ]

Flexible Work Schedules

Offering a bendy agenda is an almost assured way to hold our labour force happy. From
spending greater time on amusement and cherished ones, to reducing go back and forth instances
and finding greater time to relax, employees prefer flexible working for a host of motives and for
many it has now turn out to be a key differentiator when confronted with a preference between
comparable jobs.
Nowadays, flexible working hours are turning into vital to workplaces. A lot of groups provide
bendy working hours to employees due to the advantages that flexibility offers to each worker
and employer. Greater worker productiveness and greater employer profitability are the most
frequent benefits. Also, flexible working hours promote and facilitate work-life balance.
Reduced stress and improved worker well-being are out-coming of the work-life balance. In this
paper, the relationship between flexible working hours and work-life stability is investigated. For
our restaurant business, workplace flexibility approves employees to have an impact on when,
the place and how much they work so they can higher accomplish their expert and personal
goals. Flexible jobs supply adjustable schedules and places of work as properly as possibilities
for employees to enter, exit and renter the group of workers over the direction of their careers.
These alternatives assist employees manage their busy lives on and off the job. In addition,
flexibility helps employers manipulate work float as well as recruit, develop, interact and
maintain intelligence for their organizations to succeed. Employers fascinated in enhancing the
retention of employees will discover that providing extra flexibility will motivate their
employees to remain longer. In addition, with greater than half of the employees indicating they
would like to go to a job with extra responsibility, offering employees with the chance to
beautify their resumes with developmental coaching and experiences may additionally be
specifically attractive.
For example, we might prefer them to be inside a 12-hour period. So, every person will work
eight hours between 6 a.m. and 6 p.m. in the evening, however these hours would be up to them.
Alternately, we would possibly ask that anyone work 40 hours a week, however they can damage
it up into 10 hours a day for 4 days a week. These bendy preparations work properly for
organizations that have a set quantity of work to be accomplished per day or per week but have
some flexibility on time limits for the duration of that time.

https://www.foodnewsfeed.com/content/flexible-schedules-are-key-happy-employees
https://www.regus.com.bd/work-bangladesh/the-workplace-revolution/
https://www.researchgate.net/publication/260219489_Impact_of_Flexible_Working_Hours_on_
Work-Life_Balance
http://www.whenworkworks.org/downloads/workplace-flex-hospitality.pdf
https://www.thebalancesmb.com/managing-flexible-work-arrangements-for-small-business-
4587323
Regulatory Compliance
In order to function a commercial bakery, positive approves and licenses are required. The
bakery enterprise will require a seller's permit, which affords a tax identification number, and a
commercial enterprise license for the metropolis that the organisation operates in. Because the
enterprise includes the sale of food, it will additionally require that obtain a meal merchandising
license from the state, as well as approval from the fitness department. The commercial
enterprise additionally desires appropriate preparations to make positive that we, our employees
and our clients are protected. Our bakery must have general legal responsibility insurance plan as
well as product legal responsibility insurance, which is necessarily have to all people ever turn
out to be unwell from the food or liquids that served. Additionally, the bakery needs to have
hearth insurance due to the fact of the danger when heavy equipment is involved. Also, before
the bakery can function, it is fundamental that we accumulate and put together the proper
equipment. This includes ovens and mixers of more than a few capacities which will be capable
to deal with jobs of specific kinds and sizes. We will additionally need display instances for the
food merchandise that must sell, and fridges to keep products that are not being sold. All these
tools have to be in appropriate working order in order for the bakery to characteristic properly.
The start-up necessities are easy but imperative when it comes to running a business. We need to
have the capital to purchase or hire the constructing and the imperative equipment, as nicely as
the substances to put the stock together. To complying with food safety legal guidelines
particular to the city, we may additionally be required through the legal guidelines to gather
extraordinary approves and licenses before it can start and run a bakery. The necessity for some
unique kinds of licenses will depend upon whether the full-service bakery making our personal
baked items or whether or not the definitely resell baked goods that we buy wholesale. For
example, Oregon requires a unique license for bakeries whilst requiring another license type for
retail areas which truly promote baked items but do now not do in addition processing of these
goods. We must set up a criminal structure for our bakery and establish a tax ID for the business.
We may also select to set up a fictitious name in our county or may additionally set up a agency
and follow for an corporation identification number. Either of these two selections will permit us
to habits commercial enterprise the place we live.

https://bizfluent.com/list-6403648-bakery-business-requirements.html
https://smallbusiness.chron.com/legal-restrictions-opening-bakery-25309.html
Suggestions and Grievance Policy
The administration will be continuously organized and watchful to address each problem that
took place in the bakery shop, regardless of whether it is considerable or little. We will
dependably strive to maintain our commercial enterprise lot high-quality as we can. Less
essential troubles employees attempt to unravel informally earlier than they motel to a formal
grievance and when it is a very serious rely, they go immediately to the HR department. To file
grievance:
- Communicate informally with the direct supervisor. The supervisor will attempt to
unravel the problem. when employees choose to complain about their supervisor, they
need to first try to talk about the matter and get to the bottom of it between themselves. In
that case, they are recommended to request a casual meeting. The supervisor tries to
unravel any criticism as quickly as possible. When they are unable to restore the issue,
they must refer it to the HR department and cooperate with all the procedures.

- Listen attentively and warmheartedly. Let the grievant be specific about his emotions
about what has happened. Don’t rush the conversation. Give the individual time to say
what desires to be said. The grievant can also be upset, so experience with the storm.
Don’t get emotionally worried and let anger stop an appreciation of what is at the
coronary heart of all this. our job is to get the records of the case. Try to get the full story
through asking for details: dates, examples, witnesses. Be sure to take distinctive notes so
there is a file to check. Next, recap the story and ask the grievant to right something you
have misstated.

- Try to speak to the people who may have witnessed the incident or be able to confirm
records in the grieving’s story. Interview witnesses separately. This will convey out any
inconsistencies. Get the data without delay from the people involved, not second- or
third-hand. We have a proper to get statistics from the business enterprise to procedure a
complaint in a knowledgeable manner. For example, if a worker is disciplined for
absenteeism, we have a proper to see attendance records. Check the contract, place of
work rules, federal and nation laws, the documents from the nearby and any different
applicable documents.

- If the grievance relates to a supervisor behavior that can convey disciplinary action, the
worker needs to refer without delay to the HR department or the subsequent stage
supervisor.

- Every contract has its very own policies and time limits for submitting grievances. We
should recognize the time limits and meet them. Also, we must maintain the grievant and
the union knowledgeable of any actions we take.

- When dealing with management on place of work issues, which includes grievances, we
are the equal of administration and need to act and be dealt with that way. Establish a
cordial but businesslike relationship. We have each proper to request to meet in a
convention room or in a similar way impartial place rather than the boss’s office. When
providing the grievance, take note to win and to hold the union strong. The surest way to
win is to discover out what the supervisor truly wants, and then show, if possible, that
 each aspect most probable will get what they prefer through resolving the grievance at
this point. The greater the supervisor talks, the extra he may also disclose about factors
and needs involving the grievance. Or you might also select up data to assist trend an
answer or achieve information that will assist win the grievance now or in the future. And
to keep away from any future misunderstanding, make certain all agreements with
administration on an answer are in writing.

http://www.bctgm.org/stewardscorner/grievancehandling/step-by-step/

Employee Communication:
Communication is the superb alternate of meaning or understanding in formal
and informal communication. It applies to verbal exchange up, down and across the organization.

Everyone in the enterprise is accountable for the effectiveness of his or

her personal communication. This specially applies to those who manage others.[ CITATION
Emp19 \l 1033 ]
Open Communication:
One of our key values is open communication. We are dedicated to this goal.
Unless something is commercially confidential, it can be communicated in a complete,
unambiguous and timely manner.

Unless advised otherwise, managers are licensed to communicate.

Credibility and believe of managers will solely come with persistently sincere and open

communication.

Communication about substantial happenings wants to be totally planned. Being too busy is not a

proper excuse for insufficient or ineffective communication.

Care have to be taken to figure out what requires formal communication and with the aid
of whom, and what can be communicated informally.

Significant statistics should show who has licensed its launch and be released in all locations at

the equal time.[ CITATION Emp19 \l 1033 ]
Face to Face Communication:
There is not likely to be a high-quality trade of which means or perception except there
is discussion and the chance for questions to be asked and answers received. This
is fine conveyed in face-to-face communication.

The wishes of a range of internal audiences be taken into account when planning

communication. Some audiences will be comfortable with easy verbal shows whilst others will
require documentation of great information.

Face-to-face verbal exchange consists of group leader, supervisor, manager and time-

honored manager briefings and discussions as appropriate.[ CITATION Emp19 \l 1033 ]
We communicate both positive and negative news:
We are dedicated to speaking both top and awful news quickly, in advance if possible, even if
the full influence of the selection or message can also now not be clear. Rumors in the place of
job be addressed with tremendous conversation as soon as is practicable.

Communicating on a “need to know” basis, warding off controversial issues, or delaying verbal

exchange “until all details are clear” are opposite to this policy.[ CITATION Emp19 \l 1033 ]

Works Cited
Employee communication policy guidelines | Cutting Edge PR Insights: Boost Your Career.
(2019). Retrieved from Cutting Edge PR Insights: Boost Your Career:
https://cuttingedgepr.com/free-articles/internal-communication/employee-
communication-policy-guidelines/

Recognition and Awards:

We are proud to apprehend and reward achievements.
Awards include:
• Bonuses
• Mystery Shop Prizes
• Long Service Awards
Staff may also additionally be eligible for a referral bonus if you refer a profitable franchisee to
the Central Perk

For Long Service Awards, we are proud to apprehend your commitment to Central Perk by

awarding Long Service Awards at our semi-annual bread shows.[ CITATION Con19 \l 1033 ]
Community service and volunteer programs:

Central Perk supports a verity of health and community based totally organizations, events,

programs
and environmental primarily based initiatives.
We are proud to be the nearby baker in the neighborhood and motivate workforce to
get worried in
community occasions and activities. To examine extra about our commitment
to community partnerships [ CITATION Con19 \l 1033 ]
Works Cited
(2019). Retrieved from Connect.talemetry.com:
https://connect.talemetry.com/system/production/assets/15325/original/rewards_and_reco
gnition_FINAL.PDF
 Employee Benefit

Recognition and Awards:

We are proud to apprehend and reward achievements.
Awards include:
• Bonuses
• Mystery Shop Prizes
• Long Service Awards
Staff may also additionally be eligible for a referral bonus if you refer a profitable franchisee to
the Central Perk

For Long Service Awards, we are proud to apprehend your commitment to Central Perk by

awarding Long Service Awards at our semi-annual bread shows.[ CITATION Con19 \l 1033 ]
Community service and volunteer programs:
Central Perk supports a verity of health and community based totally organizations, events,
programs
and environmental primarily based initiatives.
We are proud to be the nearby baker in the neighborhood and motivate workforce to
get worried in
community occasions and activities. To examine extra about our commitment
to community partnerships [ CITATION Con19 \l 1033 ]

Works Cited
(2019). Retrieved from Connect.talemetry.com:
https://connect.talemetry.com/system/production/assets/15325/original/rewards_and_reco
gnition_FINAL.PDF
 Compensation Procedure
We pay our staff on the first day of the month. The earnings is deposited in their checking
account directly. For newly joined Employees it takes three months to method their payment
procedure. Until then, they will collect their check from the senior government of finance.

Base pay:
Level 1: 60,000TK
Level 2: 50,000TK
Level 3: 40,000TK
Level 4: 30,000TK
Level 5: 20,000TK
House Rent: Every employee will receive 55% of their base pay as their house rent with their
salary.
Medical Pay: 2,000TK will be added to the salary of all employees and they are suggested to
save it as their health insurance in the bank from which they will collect their salary and bonuses.
Transportation: 10% of the base pay of every employee’s salary is given as the transportation
cost.

Sample breakdown of level 4 –

Base Pay 30,000

House Rent 16,500

Medical Pay 2000

Transportation Cost 3000

Total Salary 51,500

Pay Incentives:
 Level 1: yearly 10% increase based on performance, share profit
 Level 2: yearly 10% increase based on performance, share profit
 Level 3: yearly 10% increase based on performance
 Level 4: yearly 10% increase based on performance, Award for best employee of the
month ( Senior)
 Level 5: yearly 10% increase based on performance, Award for best employee of the
month
Benefits:

 Level 1: Provident Fund, Gratuity, Festival Bonuses, Leave Fare Assistance (LFA),
Company Car, Flat
 Level 2: Provident Fund, Gratuity, Festival Bonuses, Leave Fare Assistance (LFA),
Company Car.
 Level 3: Provident Fund, Gratuity, Festival Bonuses, Leave Fare Assistance (LFA).
 Level 4: Provident Fund, Gratuity, Festival Bonuses, Leave Fare Assistance (LFA).
 Level 5: Provident Fund, Gratuity, Festival Bonuses

Provident Fund
The probationary length for an employee is 6 months. After the
probationary duration ends, employees can make contributions 5% of their base pay as a
provident fund. The saving will be matched via the organization with 60% contributions on
the 3rd year, 80% contributions on 4th yr and one hundred percent contribution from
the 5th year. Our vesting period is 2 years. An employee ought to work at least 2 years
to begin getting employer’s contribution as their retirement savings.
The share increases through 20% each and every year. Only after working for full 5 years an
employee’s contribution of provident fund will one hundred percent match with employer’s
contribution. The earnings of employee does generally have an make bigger of 10% every year.
The provident fund charge is 5%.

Vesting Schedule:
Number of years Percentage employer’s contribution
5 years and more 100% match
4 years 80% match
3 60% match
2 years and less 0% match

Sample breakdown of a level 2 employee retirement provident fund:

Year Basic Employees Yearly Employers
Salary Contribution(5 Employee’s Contributio
% of the salary) Contributio n
n
yearly
1 50,000TK 2,500TK 30,000TK 0

2(10 % 55,000TK 2,750TK 33,000TK 0

increase)
3(10 % 60,500TK 3,025TK 36,300TK 36,300*60%
increase)
=21,780TK
4(10 % 66,550TK 3,327.5TK 39,930TK 39,930*80%
increase)
=31,944TK
5(10 % 73,205TK 3,660.25TK 43,923TK 43,923(100%
increase) match)

Gratuity
policy:
An employee must have non-stop employment of 5 years to be eligible for gratuity. When
a worker retires the worker will get a bonus of the last year’s profits multiplied with the aid
of the number of years he had worked.
Example: Senior executive’s 5th year salary is 73,000 TK
So, the amount of gratuity when he retires is: 73,000Tk* = 3,65,000TK
This will be added with his retirement money and provident fund.

Festival Bonuses: Employees will get bonus many times a year.

Eid- ul- fitr bonus: 55% of base pay Example: 40000TK*55% = 22,000TK
Eid- ul-azha: 40% of base pay. Example: 40000TK*40%= 16,000TK
These two bonuses are for Muslims only. Other religion people will also get the same bonuses on
their religious occasions. Pahela Baishakh bonus and New Year bonus is for all the employees
and that is 10% of base pay.
Leave Fair Attendance (LFA): A holiday can get rid of monotony from
the personnel and amplify their productivity. This is why we give the employee’s 60% of their
base pay for 7days of holiday once 12 months on for personnel who are on and
above stage three of pay grade.
 Performance Management Program

Performance appraisal is the process of reviewing employee’s performance and contribution in

the company. This process can be helpful for both employees and supervisors. If performance
appraisal is planned and implemental properly it can provide constructive feedback to employees
which will help them with career planning. Performance appraisal also helps to increase
performance level and profitability, build two-way communication, and create job satisfaction
and motivation.
Steps in performance review:
 Clarify job responsibilities and description
 Inform employees of the appraisal process during orientation
 Plan a date and a place where the appraisal interview will be conducted
 Discuss the reasons for performance appraisal with employees
 Measure performance
 Encourage positive actions and discuss about ways to correct negative ones
 Record Keeping:

HRIS: Human Resource Information System is the worldliest method at present. It is an effective
source of organizations human resource information. In Central Perk, we will have an
information service department which will be responsible for updating and managing the HR
information. Since this is a computerized database so it will be regularly updated, and help us
determine the current skills we have and the future needs of the company. HRIS will help us
establish succession planning and as a result important managerial positions will not be kept
vacant. This will also help us determine the need for training and development.

Employee and other record keeping: In Central Perk, we will keep the record of each employee.
We will have a database which will consist of all the employees working for Central Perk. We
will keep records of their performance, outcomes, absenteeism, days on leave, turnover and other
things. This will help us identify who are doing well and who are not
 Code of Conduct

Our mission is to provide secure, clean and friendly environment. To confirm all customer, enjoy
their time at Central Perk, we have a tendency to need each customer to fits the progression rules
and policies.
Company General policy:
 A fair recruitment and selection policy nevertheless of race sex, gender, religion, color
complexion, is conducted
 Employees will be conducted after proper screening of application
 Checking employee background is necessary and strictly maintain
Smoking:
 Smoking is strictly prohibited
Payment procedure:
 Cash will be acceptable
 Visa Max and master card also
Employees Duty:
 All employees should treat the company’s property, whether material or non-material,
with respect and love.
 All employees are to follow their fixed dress code whole heartedly. The chef, servers,
kitchen staff and waiters must keep the company hat at all times along with an apron to
ensure there’s nothing on the food.
 Our Business policies, plans and operational ideas are strictly confidential. Everyone is
completely forbidden to share any of the insights with anyone outside of the company.
 Employees must be cooperative and open for communication with their peers, team
members and supervisors.
 Employees directly in contact with the customers need to be well behaved regardless of
how the customers behave.
 Employees should follow their work schedule strictly. There can be exceptions for
special occasions that prevent employees from following standard working hours and
days. But in general, employees need to be punctual when coming to and leaving from
work.
 Valid complains against employees will not taken lightly. Multiple complaints of such
manner will result in termination.
Organogram
 Job Analysis:

1. Head Chef
Reports To: Shop Manager
Employment Status: Full Time
Vacancy: 1
Job Duration: 12 PM- 8 PM
Location: Dhaka
Salary: BDT 50,000
Other Benefits: As per company HR policy

Educational Requirements:
• Culinary Management Course
• A combination of practical experience and education will be considered as an alternative.

Experience Requirements:
• Worked as head chef for at least 2 years.

Tools to be used:

 Blenders
 Cutlers
 Gas Grills
 Ovens
 Slicing Machinery

Job Description-
Tasks:

 Inspect and keep the food preparing areas clean to ensure safe and hygienic food are
made and served.
  Correctly use ovens, grills and broilers to ensure food are cooked at the right temperature.

 Use methods like tasting and smelling to test the food to determine if they have been
properly cooked.

 Keep record of old and new stocks to ensure freshness of food.

 Peel and cut vegetables for use.

 Portion and garnish food that are to be served.

Work Activities:

 Cook foods

 Check quality of food or raw materials

 Measure and mix ingredients

Work Style:

 Cooperation- this job requires a good and cooperative attitude towards others.

 Attention to detail- this job requires careful attention to every detail related to work tasks.

 Self-control and Stress tolerance- this job requires to maintain composure and control
emotions and handle criticism.

Job Specification-
Knowledge:

 English Language

 Public Safety and Security

 Customer and Personal service

 Production and Processing

Skills:

 Monitoring- monitor self-performance as well as others performance for improvements.

 Active listening- pay complete attention when other people are speaking.

 Coordination- adjust and work as a team with others.

 Social Perceptiveness- respect others view point and understand why they are reacting
that way.

 Reading comprehension- Understanding the written work-related document.

Abilities:

 Information ordering- the ability to organize things in a pattern according to a specific

rule.

 Manual dexterity- the ability to use hands in a skillful way to grasp or assemble stuff.

 Speech Recognition- the ability to understand what the other person is saying.

Job Description for

Office stuff
 Handling incoming calls and other communications.
 Managing filing system.
 Recording information as needed.
 Greeting clients and visitors as needed.
 Updating paperwork, maintaining documents and word processing.
 Helping organize and maintain office common area

Job Specification for Office stuff

Education

 Should be completed with under graduation

Skills

 Minimum of two years’ experience

 Soft spoken

Others

 Police clearance
 Clearance from the previous company

Job Description for

Junior Finance Executive
• Assist in the preparation of budgets.
• Manage records and receipts.
• Reconcile daily, monthly and yearly transactions.
• Prepare balance sheets.
• Process invoices.
• Develop an in-depth knowledge of organizational products and process.

Job specification for Junior Finance Executive

Education
• Should be completed with under graduation
• Majoring in Finance
• Priority will be given if got the CFA certificate
Skills

• Minimum of two years’ experience

• Soft spoken
• SAP
• QuickBooks
• Tableau
• Xero Accounting Software
 • HP TRIM

Others
• Police clearance
• Clearance from the previous company

Job Description for

Junior Accounting Executive
• Working with account planners
• Negotiating with clients
• Managing the account’s budget and invoicing the client
• Preparation of salary statement

Job Specification for Junior Accounting Officer

Education

• Should be completed with under graduation

• Majoring in Accounting

Skills

• Minimum of two years’ experience

• Soft spoken

Others

• Police clearance
• Clearance from the previous company
Job Description for
Junior HR Executive
• Reviewing resumes and applications
• Working with recruitment agencies
• Maintaining HR records
• Managing workplace safety issues
• Training new or existing employees
• Communicating and explaining the organization's HR policies to the employees
• Preparing and submitting all relevant HR letter
• Preparing and processing timely distribution of salary, bonus, increment salary slip,
leave encashment and full and final settlements
• Recording, maintaining and monitoring attendance to ensure employee punctuality
• Preparing letters such as offer and confirmation
• Reviewing job descriptions for all positions at regular intervals

Job Specification for Junior HR Executive

Education

• Should be completed with under graduation

• Majoring in HR
• Priority will be given if knows HRIS

Skills

• Minimum of two years’ experience

• Soft spoken

Others

• Police clearance
• Clearance from the previous company

Job Description for

Cook
• Cleans food preparation areas as determined by law and company policy
• Manages other employees in the kitchen
• Orders ingredients and spices as needed
• Operates various kitchen appliance such as a blender, oven, grill, or stand mixer
• Keeps records and accounts of food purchases
 • Stays open until the last customer leaves
• Cleans up after business hours

Job Specification for Cook

Education

• Completed with a Culinary Apprenticeship

Skills

• Minimum of two years experience under a professional chef

Others

• Police clearance
• Clearance from the previous company

Compensation

 Maternal leave for female employees

 Annual leave for 15 days
 Monetary support if the employee is admitted in hospital
 Salary of one day extra added with the regular salary if the employee is present everyday
in the month

Benefit

 Over time facility

 Improved Financial Performance.
 High Employee Morale.
 Motivated Employees.
 Great Customer Service.
 Engaged Employees.
 Strong Leadership.
  Responsiveness to Change
 Safety
 Retention

Location
Gulshan 2, Dhaka, Bangladesh.

Finance Manager
Report To – CEO
Employment Status: Full Time
Vacancy-1
Job Duration: 9:00am-7:00pm
Location: Dhaka
Salary: BDT 60000
Other Benefit as per company HR policy
Educational Requirement:

 BBA in Finance Major

Experience Requirements:
 Worked as financial manager for at least 1 or 2 years
Knowledge:
 Knowledge of theory or idea of giving customer and personal services.
 Perfect understanding of financial markets, banking policy and report of financial data
 Large-scale knowledge of financial trends both within the company and general markets
patterns
 Undertaking research into pricing, competitors and factors affecting performance
 Knowledge of laws, legal codes and court procedures
Skills and Abilities:
 Collecting, Interpreting and reviewing financial information
  Financial resource management skills to predict how money will be spent to get the work
done and accounting for these expenditures
 Intelligence and awareness decision making skill for comparing the sales cost and
benefits of potential actions to choose the most appropriate one.
 Keep under surveillance performance of other individual or restaurants to make an
improvement and to take reparative action

Technology Skills:
 Written Communication skills
 Microsoft office suite- Microsoft Excel, Microsoft Access , Microsoft power point

Job Description:
Task:
 Reviewing Everyday Financial report
 Monitoring accounts and preparing activity report
 Should investigate ways to improve profitability
 Analyze markets for business opportunities
 Recruits junior finance managers
 Coordinate with other branches staff
 Establish a good relation with customer
 Review the reports of daily sales and cost
 Analyze the market condition

Duties and Responsibilities:

 Forecast monthly and annual results
 Make a proper budget
 Conduct sales and cost
 Divide the work properly among the employee
 Calculate daily sales
 Make annual income statement and balance sheet
Job Analysis:
5. HR Manager

Reports to: CEO

Employment status: Full time
Job Duration: 8AM-4AM
Location: - Dhaka
Salaray BDT: 60,000

Education Requirement :-
. HR Management course
. Knowing of taking necessary information of the employs and education also as side
Knowledge.

Experience Requirement: -
. Worked as HR manager at least 3 years.
Job Description:
Task:
. HR Manager handles questions of the employs and interpret with the employs.
. Taking necessary information of the employs.
. HR manager handles administration disciplinary.
. Advise the owners of company about the good points of doing this job.
Work Activities:
. Communicating with supervisor, peers about what should be done to develop the organization.
. Creating a good relationship with employs and work side by side.
Work Style :-

. The HR manager creates an ACR.

. That file is sent to department head and all the department head rate the employs.
. The HR manager analyze the result.
. The person who have 50 ratings is Excellent, 40-49 good, 30-39 average, below 30 bad. This is
how HR manager gives promotion or Increment to the employees.

Job Specification:

Knowledge:

. Personal human Resource management: The HR Manager keeps the new and the
existence employs background knowledge and they also analyze the information.
. Administration and management: - The HR manager control the administration by

providing necessary information.

. English Language: The HR manager use English language as a common language to speak
with the new employs.
. Law and Government information: - Knowing what the law is and spread the law to the

employs.
Skills: -

. Active listener: The HR Manager listen all the questions and inquiries of the existing and new
employs.
. Speaking: The HR Manager answer all the questions of the employs.
. Reading Comprehension:The HR manager read the statements of the employs.
Abilities:
. Oral Comprehension: - The HR manager is good listener and listens to all the problems.

. Oral expression: The HR manager answer the problems formal way

. Speech Clarify: The HR manager gives clear speech so that other person can understand

the problem effectively and clearly.