A Case Study of Angelo's PizzaAngelo's Pizzeria was founded by Angelo Camero, who graduated in marketing. He is an ambitious person who has already opened three pizzerias in 5 years and is willing to open a franchise. However, things started to get difficult as his business grew rapidly. Several complicated problems have become the bottleneck to continuously expand its business. Therefore, I have prepared the following recommendations on how to address the issues Angelo's Pizza faces. Recommendations Franchising can be a good way to expand Angelo's business by allowing others to replicate his business for a fee, he can expand his business faster and with less investment capital than he would need. First, a good hire is one whose skills, knowledge and abilities are a good fit with the job requirements and small business culture. Human resource management can benefit a small business, like Angelo's Pizza, by developing and administering processes that can help minimize the chances of a bad hire. The department would also ensure that the workforce embraces the principle of the company philosophy. After all, employees are a critical component of all businesses; they are part of the delivery of the product and service. Their performance, commitment and loyalty to work are critical and can be increased through staff success. I suggest Angelo develop successful HR functions based on his business scale and capital. For Angelo's Pizza stores, you must hire a human resources manager to oversee department functions and manage employees. The manager will provide guidance and direction to compensation and benefits specialists, and will also be responsible for employee training and development which includes new hire orientation, leadership training, and professional development seminars and workshops. The crowd reviews employee performance records to identify whether employees could improve their job skills or qualify their positions. Additionally, Angelo needs to hire a human resources assistant to handle administrative tasks such as managing the HRIS, filing documents, posting job advertisements, and ensuring the company complies with all regulatory and workplace regulations. Work. Lately, you hire another recruiter to take care of what is often the most important function in the human resources department: staffing. Both the HR assistant and recruiter will report to the manager