Case Study : Castle 's Family Restaurant

Industry: Demographic factors are favorable to the restaurant industry. Approximately 52% of the 1993 population in the area was 60 years of age or over. This was considered the restaurant’s main target market. During the late 1980s and early 1990s, the number of people taking up permanent residence in the valley increased dramatically for various reasons. The climate was attractive for growing population of seniors. Land prices, housing, taxes, and utilities were affordable. With the average cost of an acre of industrial land in the Penticton area at $45000 in 1991, businesses were attracted to the area. Between 1984 and 1991, manufacturing

Senior Management of PepsiCo is evaluating the potential acquisition of two companies – Carts of Colorado and California Pizza Kitchen – in order to expand the company’s restaurant business. If indeed PepsiCo decides to pursue the acquisition of one or both, they must decide how to align each of these business units in its historically decentralized management approach and how to forge relationships between the acquired business units and existing business units. In their evaluation, Senior Management is faced with the question of whether the necessary capital investment in order to purchase one or both of the businesses can be profitable for each of the acquired business units, but must

Now that we have taken a look at the minimum required hardware and software of the ADP system, let’s examine ADP as a Human Resource Information System, or HRIS for short. A great HRIS system provides critical data about the human resource function of the business as well as helping to create a follow through on the business’s mission and goals. HRIS systems help to reduce organizational costs by contributing to the efficiency of the human resource management function. HRIS systems help to automate critical human resource management functions (Chauhan, Sharma, & Tyagi, 2011, p. 58). HRIS systems contain information on employees, job and work conditions, positions, payroll and benefits, and HR events such as recruitment, training, development, performance appraisals, and terminations (Chauhan, Sharma, & Tyagi, 2011, p. 59). Although ADP offers all of these features, Federal-Mogul utilizes ADP specifically for the payroll and benefits function.

Challenges: Although it has highly integrated payroll partnerships, it is the only vendor in this evaluation to not offer payroll administration as a native part of its application. SuccessFactors a high energy offering; though it may be intimidating to more traditional HRIS users. Corporate wide training and cultural adjustments will be required to get employees, managers, and HR professionals collaborating through the

The Castle’s Family Organization could greatly benefit from implementing a Human Resources Information System for their payroll process. This would give Morgan the capability of managing some of his HR duties from his office, which would reduce travel time and costs. This would also reduce the chance of human error when calculating employee’s work hours and distributing payroll checks.

When it comes to dining-in at a restaurant we all want the best service that we can get. When I think of “the best service” I think about the cleanliness, nice waitresses, good food, and affordable prices. There are so many different options when a family thinks about going out to eat, especially if they have small children. It’s often hard to go to a nice dine-in restaurant because sometimes it’s hard to find something on the menu for everyone in the family. I have experienced many things at two completely different restaurants. I can say Demos’ is better than Logan’s because the food and service is much better.

Giving the situation, Castle’s Family Restaurant will benefit best from a payroll HRIS. Most of the payroll HRIS software on the market organizes and simplifies some form of payroll processing. Payroll is initiated by the employee who begins to keep track of time spend on certain activities. A report is generated through some sort of software or web application that reflect these activities, although some activities are being recorded on hand written forms that then have to be transcribed into a computer. One of the benefits of a payroll system is that it will also conduct necessary accounting and may even print out checks.

The Human Resource Department of the Chocolate Confections Corporation has enlisted the services of the Forrester Consulting Group in selecting a new software package that will place them at the forefront of the human-resources/payroll computing community. With the implementation and integration of a new software system, the HR Department hopes to gain a more user-friendly system that will streamline HR and payroll business processes. The vice president of the Human Resources Department, Monica A. Bentz, appointed a “working committee” to

Approximately 52% of the 1993 population in the area was 60 years of age or over. This was considered the restaurant’s main target market. During the late 1980s and early 1990s, the number of people taking up permanent residence in the valley increased dramatically for various reasons. The climate was attractive for growing population of seniors. Land prices, housing, taxes, and utilities were affordable. With the average cost of an acre of industrial land in the Penticton area at $45000 in 1991, businesses were attracted to the area. Between 1984 and

Earls Restaurants can be found all across the United States and Canada. The restaurant group is well known in each neighborhood for being a part of the community. They have created an empire in North America and show no signs of slowing down.

The auxiliary services units on campus are: concessions & vending, dining services, Eaglecard Office, Eagle Trace Gold Course, Environmental Health & Safety, Laundry Services, University Bookstore, and University Postal Services. All of the units receive funding from the general budget; however, some of them also generate funding for the institutions. The University Bookstores actually funds other projects on the campus as well. Dining services has been outsourced to Aramark, but they also provide a revenue to the university through meal plans. We provide free laundry services to students, but this has also been outsourced.

Mr. Phimphrachanh wants to draw $100,000 from the business by the end of 2006. But based on his financial projections, the after tax net income is less than $100,000. Moreover, there are some other factors that he should consider.

1. Statement of Problem: What are the problems being faced and the most important 3-4 decisions the company needs to make regarding the situation of the company in China.

As mention before, Restaurant Brands International is a merger company that contains Burger King, a coffee shop and a restaurant called Tim Hortons. Since it was a merger that occurred in 2014, there isn’t much info for the company; however, since Burger King has been almost as old as McDonalds so much of the info will come from Burger King. Burger King is practically the same as McDonalds created in 1950s yet a few years later after its competitor was born. The main difference of how it was created was that Burger King started off like a stove and that name of the stove was named Insta-Boiler.

Answer to Question 1. MITRE is following the committed expert strategy. Its recruiting focus is targeted. MITRE does not resort to broad recruiting channels because it’s costly and doesn’t attract the right kind of candidates. MITRE mostly uses internal sources to hire new people. The company’s current employees do most of the recruitment and, in return, they get bonuses and opportunities to improve their team by suggesting candidates that they find suitable.