Overview

Angelo Camaro Profile

Passion for pizza restaurant business.
Graduated with Marketing as major.
Entrepreneurial approach towards the business.

Angelo Camaro was brought up in Bronx New York, and was always passionate about the pizza retail
business. After graduating from college as a marketing major. He worked his way through opening a
pizza store. Within 5 years of his operations he managed to expand to three outlets, which seemed quite
successful indeed. But the underlying problems that werent noticeable before, after the expansion, came
to the surface.
Quantitative & Qualitative Facts

Graduated from college as a marketing major.

Opened three stores in the locality.
Hired managers for the newly opened stores.
No proper homogeneous system in place.
Minimal training of managers, to how to run an outlet.
No training program for managers and employees.
Low resources to outsource the HR activities.
Up to 200% to 300% employee turnover.
An employee imitated hi idea.
No formal screening process.
He was finding it difficult to find the right person for the right job at the right time i.e. Person-

Job-Fit.
No proper reporting procedures.
And no proper organizational hierarchy.

Issues/Problems
There were many issues that Angelo was facing, one of the problem was he was unable to hire
competitive persons for the job. Even the managers he hired were based on past work performance and
assumptions. Also there was no HR department and no training program in place, due to which most of
his hirings proved to be wrong, and the people were not fit for the business. Which further contributed to
high employee turnover, also taking into consideration the longer work hours he also saw turnover in the
managerial positions. He was also unable to perform job analysis, which is the basis of forming a job
description and job specification. In a nutshell all the activities he was performing proved to be in
effective.
Alternative decisions:

Form an in-house HR department, with proper policies and practices defined.

Outsource the HR activities

Decision and suggestions

Outsourcing is not a feasible option for Angelo, because a company this small in size dont have the
sufficient resources for outsourcing, because it will prove to be financially expensive for the company.
While on the other hand forming a HR department and defining proper policies and practices will be more
effective for Angelo.
As there is no HR, Angelo should start with defining proper recruitment policies and advertise to the
targeted people, proper recruitment channels also needs to be focused. What Angelo can do as a whole is
to align these policies with his strategic goals of the business which will also form the basis for forming
job descriptions and specifications. Even after hiring the right person Angelo need to do background
check of these people, as he also came up with the issue of theft. And also it will come under negligent
hiring which will affect not only Angelo but also the prospective customers.
Conclusion
When looking for employees, many things need to be considered, like recruitment, screening, training.
Further hiring the right person is not the end of the job, proper compensation and benefit plans for the
employees should be introduced. Once all of it have been established you need to remain updated with the
expanding needs, and technological changes that come about and reform the policies and procedures and
the HR developmental plans. Finally the major things that Angelo need to focus on is provide a proper job
description and specification for hiring o produce a better pool of applicants.