...Olympia Lewis 11-02-2014 Professor Kenneth Lewis HRM 530 As CEO of Donatos Pizza, I am going to compare 2 positions from Undercover- Boss season 5 episodes 3 and perform a job analysis of each position. Also, I will describe my method of collecting the information for the job analysis, create a job description from the job analysis. Lastly, I would justify my belief that the job analysis and job description are in compliance with state and federal regulations. My name is Olympia Payne Lewis, CEO of Donato Pizza, a family owned business that’s been operating for over 50 years. Donato pizzas vision is “To give a good thing”, and our Motto is to “Treat others the way you want to be treated” Our brand was so good that McDonalds bought our brand as a subsidiary. Today, I decided to link up with a reality show called Undercover Boss to see exactly how our brand is being represented by our employees. In this episode, I went undercover as a geeky like worker named Cathy. The purposes of my assignments are to see what level of customer service each employee offers to customers, to see if employees are doing their assigned job descriptions, and to find out if any employees are breaking rules or representing the brand in a inappropriate manner. I went to 4 locations to see how things were running. I am going to critique the following positions that I encountered; Delivery driver, & The Cashier. JOB POSITIONS Day 1 Delivery Driver- is responsible...
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...Sean Pack BUS 101 OCA Donatos Pizza 1. We decided to use a total of 3 employees for cooks in the kitchen at Donatos. The number of 3 would not only help us with making orders, but also with the clean duties after the rush hours. In the year or so, HR will extend our cook employees to 4 per shift for better efficiency. 2. As a Pizza/ Fast Food chain, yes we do compete for employees. We feel that the atmosphere, our salaries and benefits, interest our potential employees more than our competition. 3. After a year of being with us, we sit down with the other managers and grade an employee’s performance on a scale of 1-10. The next day we call in the employee, and let him know how he/she did last year, and how he/she can do better in the coming year. 4. First we look internally. If there isn’t an employee that fits the criteria for that particular position, we check our other stores that are close by. If all else fails, then we advertise employment. 5. Yes. Donatos wants every piece of diversity it can muster. We believe that different people bring different ideas that can help this company grow and be more successful. We do not discriminate against any race, background, or family history. Everyone has a fair chance to be a part of the Donatos family. 6. We would sit down with that employee, and try to understand his reasoning, if we can’t come to an agreement; he/she would be moved to either a different dept. of a new store entirely...
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...ÑÎÄÅÐÆÀÍÈÅ Ðóññêî-èòàëüÿíñêèå áóêâåííûå ñîîòâåòñòâèÿ . . . . . . Îñîáåííîñòè èòàëüÿíñêîãî ïðîèçíîøåíèÿ . . . . . . . ×àñòü 1. Ðå÷åâîé ýòèêåò Çíàêîìñòâî . . . . . . . . . . . . . . . . . . . . . . . . Ïðèâëå÷åíèå âíèìàíèÿ . . . . . . . . . . . . . . . . . . Îáðàùåíèå ê íåçíàêîìîìó ÷åëîâåêó . . . . . . . . . . . Îáðàùåíèå ê çíàêîìîìó ÷åëîâåêó . . . . . . . . . . . . Ïðèâåòñòâèå . . . . . . . . . . . . . . . . . . . . . . . . Ïðîùàíèå . . . . . . . . . . . . . . . . . . . . . . . . . Ðåïëèêè, ïðåäâàðÿþùèå ïðîùàíèå . . . . . . . . . Ïðîñüáà . . . . . . . . . . . . . . . . . . . . . . . . . . . Ñîãëàñèå â îòâåò íà ïðîñüáó . . . . . . . . . . . . . Îòêàç â îòâåò íà ïðîñüáó . . . . . . . . . . . . . . . Êàòåãîðè÷åñêèé îòêàç . . . . . . . . . . . . . . . . . Ïðèãëàøåíèå . . . . . . . . . . . . . . . . . . . . . . . Ñîãëàñèå â îòâåò íà ïðèãëàøåíèå . . . . . . . . . . Îòêàç â îòâåò íà ïðèãëàøåíèå . . . . . . . . . . . . Ñîâåò. Ïðåäëîæåíèå . . . . . . . . . . . . . . . . . . . Ïîçäðàâëåíèå. Ïîæåëàíèå . . . . . . . . . . . . . . . . Âðó÷åíèå ïîäàðêà . . . . . . . . . . . . . . . . . . . Òîñòû . . . . . . . . . . . . . . . . . . . . . . . . . Áëàãîäàðíîñòü . . . . . . . . . . . . . . . . . . . . . . . Îòâåò íà áëàãîäàðíîñòü . . . . . . . . . . . . . . . . Èçâèíåíèå . . . . . . . . . . . . . . . . . . . . . . . . . Îòâåò íà èçâèíåíèå . . . . . . . . . . . . . . . . . . Êîìïëèìåíò . . . . . . . . . . . . . . . . . . . . . . . . Óòåøåíèå. Ñî÷óâñòâèå . . . . . . . . . . . . . . . . . . ×àñòü...
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