Human Resource Management
Critically review the situation at RestaurantCo and provide recommendations to the board on the strengths and weaknesses of its approach to managing human resources. Your answer should include reference to at least the following issues:
A discussion of the links between corporate strategy, HR policy and management practices at the workplace level; Link btw corporate strategy, HR policy (those that support the corporate strategy. How does the branch manager implement HR policies to support the strategies?) & management practices at operational level. The underlying theories (rationale, reasons, concepts – psychological) in forming EIP (meetings, etc); Why they want to formulate EIP policies (build relationships, settle newcomers, make them less anxious)
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The return to private ownership brought about a stronger focus on strategic and improvement of human resource management, among many other new initiatives. informal EIP – preferred by branch managers as it was vital in ‘’maintaining control over employee-customer interactions.’’ Allows for more open and honest feedback from employees, resulting in better problem solving. Formal EIP – preferred by managers in larger and busier branches as there was ‘’less time to involve employees informally.’’ It ensures that all employees are covered, therefore acting as a safety net. Both used in parallel or sequence Job performance shows an improvement when employees are involved in part of the decision making process. (ob Involvement as Predictor of Employee Commitment: Evidence from Pakistan. Khan, Tariq Iqbal; Jam, Farooq Ahmed; Akbar, Aisha; Khan, Muhammad Bashir; Hijazi, Syed Tahir.International Journal of Business and Management 6. 4 (Apr 2011): 252-262.)
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It plays a significant part in an employee’s productivity and efficiency (Probst &Tahira, 2000) and their performance at work is recognized as the main feature of their self-worth (Gurin et al., 1960) The higher the job
A discussion of the links between corporate strategy, HR policy and management practices at the workplace level; Link btw corporate strategy, HR policy (those that support the corporate strategy. How does the branch manager implement HR policies to support the strategies?) & management practices at operational level. The underlying theories (rationale, reasons, concepts – psychological) in forming EIP (meetings, etc); Why they want to formulate EIP policies (build relationships, settle newcomers, make them less anxious)
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The return to private ownership brought about a stronger focus on strategic and improvement of human resource management, among many other new initiatives. informal EIP – preferred by branch managers as it was vital in ‘’maintaining control over employee-customer interactions.’’ Allows for more open and honest feedback from employees, resulting in better problem solving. Formal EIP – preferred by managers in larger and busier branches as there was ‘’less time to involve employees informally.’’ It ensures that all employees are covered, therefore acting as a safety net. Both used in parallel or sequence Job performance shows an improvement when employees are involved in part of the decision making process. (ob Involvement as Predictor of Employee Commitment: Evidence from Pakistan. Khan, Tariq Iqbal; Jam, Farooq Ahmed; Akbar, Aisha; Khan, Muhammad Bashir; Hijazi, Syed Tahir.International Journal of Business and Management 6. 4 (Apr 2011): 252-262.)
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It plays a significant part in an employee’s productivity and efficiency (Probst &Tahira, 2000) and their performance at work is recognized as the main feature of their self-worth (Gurin et al., 1960) The higher the job
References: Drucker, P. (1974), Management, Butterworth-Heinemann, Oxford. Leicester, C. (1989), "The key role of the line manager in employee development", Personnel Management, March, pp. 53-7.