# data[].attributes.body
1. Policies and Procedures

Policies are statements of how an organization intends to handle issues (Hubbartt, 1992 as cited in Schmidt & Biniecki, 2023).

Procedures are the specific methods that address policies of daily operational tasks (Business Dictionary, n.d. as cited in Schmidt & Biniecki, 2023).

2. Recruiting and Hiring

This includes an analysis of work related needs and the development of positions to meet these needs (Schmidt & Biniecki, 2023).

3. Orientation and Training

Welcome to the company

Initial Training

Continued Training

4. Records, Maintenance, and Legal Compliance

Employee records/files

Legal requirements

# data[].attributes.body
For this project, I chose to analyze the human resources operations of my own workplace. Through reading Chapter 7 (Schmidt & Biniecki, 2023), I've learned that I develop and implement many of our human resources needs. I interviewed Beau Ingledue, co-owner of Forgottonia Brewing, who handles much of the legal aspects of human resources in our company.

This project is centered around my workplace, Forgottonia Brewing, where I am the taproom manager and Beau is a co-owner. He also owns an insurance business, where he insures other breweries and ensures they follow all protocol associated with a liquor license or a business license. He handles all of the financials of the company, and our legal obligations as well.

Introduction:

For each function of HRM, I connect my experiences and Beau's experiences to information from Chapter 7 (Schmidt & Biniecki, 2023). (Click on each photo to expand). This will serve as a portion of my "implications" section.

REFERENCE:

Schmidt, S.W. & Yelich Biniecki, S.M. (2019). Organization and administration of adult education programs: A guide for practitioners (2nd ed.) (pp. 149-171). Information Age Publishing, Inc

# data[].attributes.headline
Records, Maintenance, and Legal Compliance

# data[].attributes.subject
Records, Maintenance, and Legal Compliance

# data[].attributes.body
Forgottonia Brewing does not necessarily have a HRM "department". Our HRM tasks are mainly carried out by myself and Beau. I will go into more detail of our hiring and recruitment processes, since most HRM tasks were discussed previouslt. The flowchart above describes our hiring process, as inspired by Schmidt and Biniecki (2023).

1. Beau, Sean, and I begin every hiring process by revisiting our goals, mission, and vision. We aim to create a pool of candidates that will meet the needs of these strategies and plans.

2. We discuss the current work environment, and the needs of our current employees.

3. We analyze current job descriptions and specifications and make changes where necessary.

4. Beau lists our job opening on the university's job search site, our social media, posts flyers inside the establishment, and job search websites.

5. I ask current employees for any recommendations they may have. I narrow down my application pool to 5-8 individuals I feel would meet the needs of our organization.

6. I interview this pool of applicants with the same set of questions and information.

7. After selecting my final 2, I conduct reference checks to determine their work ethic and previous work history.

8. I pick the candidate I feel best fit. But first, I go over information from their reference, application, and intervie with Beau to gain his input. We decide on our final candidate together.

9. We schedule an orientation date and training shifts!

# data[].attributes.body
How are these activities planned, organized, implemented?

I created all training plans and schedules. I created the training process through my own experience, creating activities and procedures that organize the job expectations through 4 shifts. On Day 1, our new employee attends an orientation shift. Here, they fill out all of the necessary paperwork, gain access to our scheduling system, take a tour of the facility, taste our product, and ask questions. Beau attends the first portion to ensure everything is in the employee's file. Day 2, employees focus on POS training. I created workshops to help their understanding of the tablets, system, and card readers. We role play bartender and customer in order to practice inputting orders, creating tabs, and cashing out. When there are dry spells during the day, trainees focus on leaerning the menu items and beer descriptions. Day 3, their main focus is navigating the taps and pouring beer. It can be overwhelming to learn where each tab is, and the names of the various drinks. Giving them a whole day of practice is absolutely necessary. On the last day of training, they put all the skills together to work a full shift as a bartender. They are responsible for inputting orders, pouring drinks, and describing drinks to customers. I encourage them to ask questions along the way so any misunderstandings or struggles are addressed. Each day after training, I walk through closing procedures to help them learn the step by step processes.

# data[].attributes.body
This project made me realize that I am involved in many different HRM tasks in my role. I have experience through this role that I can extend to my future career path. Beau has taught me a lot through his knowledge of the legal aspects of running a business. Running a business that involves alcohol involves jumping through many hoops other businesses do not have to deal with.

I do not have to imagine what it would be like to redo our HRM system- I have already. From the second I started as general manager, I hit the ground running. I created most HRM programs within this business, and solidified those which were not before. Learning more about these aspects of HRM from this chapter has encouraged me to take a second look at the handbooks, manuals, policies, and procedures I have created. I know there are some immediate changes I can make to these resources. It has also encouraged me to learn more about the legal aspects of running a business and hiring employees.