The key purpose of this paper is to identify the issues faced by Barnies Burgers which includes the failure of training employees. It also show the value of Resourcing and Talent Management function. Currently, the organisation is using online advertisements to enhance fulfill of new job vacancies and also it uses the agencies’ of recruiting new employees in the organisation. The two approaches have barely succeeded.
Job descriptions have helped in solving those problem and also the HR planning activities that have enhanced to employee retention. In addition, the paper outlines and discusses the various recruitment and selection methods that will help Barnies Burgers to assess candidates effectively and efficiently thus, enhancing employee retention. Performance management is a crucial aspect that helps in employee retention thus, factors such as induction, performance appraisals, and talent management are discussed together with their influences on employee retention.
Table of Contents
Execustive Summary. 2
Introduction. 4
Background. 4
Internal labour markets 5
External labour market 7
Jon analyses. 8
Job Description. 9
Human resource planning environment 10
Employee selection. 13
Performance mnagement 14
Induction. 15
perfomance apprisal 15
Employee turnover 16
Talent Management Principles. 16
Components Essential in the Effective Talent Management Process. 16
Drivers of the Need for Talent Mangement 16
Performance Management 16
Conclusion. 17
Recommendations. 18
A Break-down of the Costs from the Recommendations. 18
References. 19
Introduction
Organisations which have invested in talent management are highly competitive in the industry and are more productive due to competent employees (Pilbeam " Corbridge, 2010). Thus, it is vital for companies to be keen when recruiting candidates, ensure growth and development of current staff through training, and enhance the flow of communication in the firm as well as communicating the organisational strategies to the employees as well as creating a platform for them to express their views in the decision-making process. Well-qualified talent in a firm is a core-competence value in determining the success of the company (CIPD, 2017).
The report elaborates entirely on the problems experienced in the department of human resource in the Barnie,s Burgers company. It also shows the recommendations that are required by new job employees and also it shows who is responsible for implementing such recommendations. My report also shows the time required for implementing new policies and necessary cost required to implement them.
It also shows the overall overview of analyses and current features of the organizations market and its impact on recruitment. The report also shows the potential restaurant and the performance management procedures that should be implemented. It also shows the turnover rate of employees in different times.
Background
Barnie's Burgers is a mid-end, high street national restaurant chain of forty units. The restaurant faces challenges of a high rate of employee turnover and therefore want to understand what the value added to the company by the resourcing and talent management. The organisation is currently using online advertisements to fill in vacancies, and the firm has used agencies to recruit its employees and have barely succeeded. The internal employees use the company intranet to secure private posts within the restaurant. However, the firm has not fully exploited talents available in the firm as well as managing them, and thus, there is a little internal succession of employees. The managers have used non-structured interviews during employee's recruitment while making references to an ad-hoc basis. Notably, recruiting of key talent has recently become crucial to organisations since there is a developing high demand for talent skills in the industry.
The internal and external labour market analysis
The internal labour markets
Internal labor markets depict the process through which an organisation investigates in their own organisation to identify an appropriate individual for a senior occupation, as an alternative of opting to hire someone from other places apart from those in the company (Fine, 2002). The internal labour market usually has a high level of trust and apparent investment by the employees and the organization. Trust is mainly high as the employee has been part of the organisation and completely understands the organization’s goals and objectives.
The internal labor market has become so much increasing in most organizations and hence the classical assumptions are that workers are free to easily change jobs. In most cases the internal labour markets are mostly considered when choosing new cooks and other staff members in the hotel. It is advisable for restaurants to practice promotions than hiring new chefs as the junior chef will have learned from the senior chef thus, continuing with the practices that the leaving chef had already established. These promotes efficiency and high quality production of goods.
It also suggests that the instance of changing jobs maximizes the chance of an individual to increase their section of specialization. This also motivates employees in various department to work harder in their section of work. In most cases the organization leaders tend to promote employs on high post and the one they trust.
The internal labour markets mostly includes the internal factors of an organization and mostly named the micro factors. In this section the employees are keenly classified together with their positions and the qualifications required.
When recruiting new employees it is so much important to consider the internal factors to enhance good decision making while recruiting the applicants. This is because new employees may influence the customer’s relation between the hotel and its customers. For example, people may be used to a certain food presentation and with a different chef, different food demonstration would be used thus, making customers dislike the new food appearance. It is therefore advisable for restaurants to choose an employ whom they all know or one who is so much qualified.
The internal labour markets shows that the change of jobs leads to maximization of salaries to specific employees after being employed at high position than the previous one. The internal labour markets also shows the qualifications of the top management, this motivates the workers to work extra hard since they believe that they are in the good hands.
It also shows the economic level of the organization and also the targets made over different financial years, this enables the organization to make good decisions which will help it to grow its profits. In conclusion we can say the internal labour markets are one of the major core factors in any organization since its determines the growth or failure of any firm.
External labour market
External labour markets are the factors that surrounds the business and also the factors that influence it externally. In this exert topic we can define it as a system through which the organization search for a suitable person to take a senior position being outside the organization.
The process of looking for employees from outside environment reduces the chances of promoting those at lower positions to the senior positions. It promotes free movement of individuals from organizations to other organizations since there is high competition for human capital between organizations in the same industry. Due to change of labour and supply the human resource planning of any organization is affected by the external labour markets. The various characteristics of the current demand for labour include skills and knowledge, level of education, experiences and training greatly affect external labour market than the internal labour market.
This type of labour market allows organizations in the hospitality industry and other industries to create job descriptions that meet their needs and may at times provide requirements that only a few people can meet thus, ensuring they acquire the best employee. Since, it allows the mobility of workers it enhances the Resourcing and Talent management which enables the organization to have a backup plan in case one senior workers leaves the organization. For example, when an assistant chef has acquired the requisite knowledge, they move to other restaurants and enter as the main chef. Therefore, human capital in the hospitality industry particularly in the mid-end restaurants in general, so movement into jobs even at high levels is considered natural. With this, it is evident that external labour markets distribute labour perfectly thus, showing there is no reason for permanent attachment to an organization.
External helps the organization to assess the best employees and the most reliable employees in the firm. It also helps in targeting the potential candidates for the firm.
External labour markets involves the following steps; advertising the positions, closing the advertisements, Analyses of the applicants and shortlisting’s, Testing the preliminary candidates, creating the a schedule for the interview, actual interview of the shortlisted employees, selecting the qualified applicant and finally employing the qualified and chosen applicants.
Pre-recruitment
Job analysis
Job analysis is the method through which the Human Resource department categorizes and outlines in detail the particular job roles and requirements (Singh, 2008). Moreover, it encompasses the relative significance of these roles for a particular job. Moreover, a job analysis means an analysis of the work itself and not the analysis of the personnel needed for the job. The main purpose of job analysis is to ensure the organization establishes and document the employment procedures that relate with the job such as selection, training and performance appraisal. Moreover, the analysis will enable the organization to assign the new and existing positions to a job family using the job analysis process (Noe, Hollenbeck, Gerhart " Wright, 2006). Therefore, in order for a job description to be written, it is recommended that organizations conduct a job analysis to ensure the job description matches the particular duties of the job. The R " TM function can add value to the organisation by ensuring an efficient and effective job analysis is conducted to enhance employee’s retention given that most of the workers at Barnies Burgers are leaving due to the allocation of a different job role from the one provided during the interview. Therefore, job analysis is important as it enhances both recruitment and retention of employees for Barnies Burgers.
Job description
The job description at Barnies Burgers is poorly crafted thus, the reason to why many employees are leaving the organisation during the first three months of employment. It is important that a job description is written in accordance with the job analysis as this will ensure the job description does not change at any given time (Snell, Morris " Bohlander, 2015). During interviews at the Barnies Burgers, the candidates are given a job description that workers say it changes immediately they are employed that is, the duties allocated to them are not the ones they wanted. Therefore, Barnies Burgers should formulate a job description for the employees since employees love to know their work expectation. The job description clearly states the necessary skills required such as training and the education level for the candidate to fill in the post. Moreover, a job description indicates the responsibilities and the tasks for a specific job. The job description also states the attributes of the job, the organisation's reporting structure, evaluation criteria for the employees, the compensation approaches to be applied (Avery " McKay, 2006) as well as the physical location of the enterprise.
The restaurant management should have a summary statement in the job description indicating whom the new employees should receive orders from to prevent authority conflict in the firm (Boella " Goss-Turner, 2013). In addition, an efficient job description will prevent conflict of roles in the organisation and avoid employee turnover (Schippmann, 2013). Therefore, well-stated job functions will prevent employers from allocating different jobs from the ones mentioned during the interview, which is the leading cause of employees leaving the firm.
Human Resource planning activities
The HR should have an effective and efficient plan for redundancy in case it is required. Barnies Burgers should formulate a policy that enhances fair retirement and redundancy plans for the restaurant (Belcourt " McBey, 2016). For example, the restaurant’s management should ensure a policy about redundancy that states employees should be notified within a given period of time is incorporated in the dismissal policies. Moreover, the organisations should ensure the organisation’s redundancy and retirement policies strictly follow the employment regulations provided by the United Kingdom government. Moreover, since redundancy is caused by the closure of an organisation, downsizing and employees services are no longer required it is important for the organisation to make an agreement with the employees on the redundancy procedures and discuss possible compensation (Baum, 2016). Moreover, it is the responsibility of the employer to show why redundancy is required by providing the employees with a valid and credible reason.
The Human Resource is also responsible for coordinating the festivals of food and entertainment during the financial year. They also assist in management of various queries and other staff members in the hotel. They are responsible for identifying specific characters that help in the growth of the hotel. In most cases they support in departmental training within the organization and ensuring confidentiality of information within the organization.
Employee Recruitment.
Barnies Burgers has a problem in recruitment since the employees are leaving the organisation due to an inefficient recruitment process (Zaharie " Osoian, 2013). However, the restaurant should consider revising their recruitment process to make it effective such that the employees do not leave the organisation. Recruitment depicts the process through which an organisation finds and hires a candidate that meets their required qualification for a work opening, in an appropriate and cost-effective manner. Moreover, the enrolment can be from within or outside an organisation (Woźniak, 2014). The recruitment process encompasses a job requirements analysis, attracting employees to that job and integrating new employees to the organisation. There are various recruitment tools which include; online advertisements, recruitment agencies and the use of intranet services.
i.) Online advertisement
To begin with, there are numerous online platforms that are used to advertise vacancies. These platforms are basically websites that act as intermediaries between organisations and potential employees (Woźniak, 2014). The website incorporates organisations from different industries thus, all types of jobs can be accessed. The websites only require an individual to register stating their preferred industry so that they can be notified whenever an advertisement matches their qualifications. However, registration is not a must since most of the websites are generally free, although some of the services such as advertisements attract payment from the organisation for an advertisement to be put up on the website. On the other hand, individuals searching for employment can log in to the website and search for the type of job they are looking for (Woźniak, 2014). These online websites include Gumtree and Indeed and provide the services for the local people and organisations. To enhance recruitment through these services the Human Resource can formulate a job description that outlines all qualification requirements. This ensures only qualified people apply for the job thus, eliminating any individuals that might not meet the required qualifications.
ii.) Recruitment
The organisation also uses recruitment agencies to find and hire potential candidates for different job roles in the restaurant. However, the organisation has been using a recruiting agency that has not been efficient and shows limited success from its history. Therefore, Barnies Burgers should consider approaching a recruiting agency that is reputable through its success in finding proficient and prominent candidates for different organisations. Moreover, it is advisable that Barnies Burgers searches for a recruiting agency that has specialized in the hospitality industry an aspect that will provide better potential employees (Zaharie " Osoian, 2013). Therefore, the R " TM function of the organisation will add value to the organisation since it will be accountable for approaching the best recruitment agency. In addition, when a recruiting agency is proficient in its work Barnies Burgers will have access to the best quality of human capital.
iii.) Intranet services.
The hotel owns an intranet where it advertises for vacancies. An intranet is a website that can only be accessed by the employees and the stakeholders of an organisation. Therefore, as the Human Resource Manager, I will encourage employees to make use of the intranet due to the little internal succession. Therefore, to boost internal succession, the employees should be encouraged to view advertisements and use their experience to compete for different posts in the organisation (Zaharie " Osoian, 2013). The management of the company ought to ensure they retain the hired employees. Employee motivation is possible through appreciating employees in writing as an assurance of their job security and to make the new staffs feel that they are important to the organisation.
Employee Selection
Selection depicts the action of carefully choosing someone as being the best or most suitable (Zaharie " Osoian, 2013). Therefore, a selection process is the process through which organisations carefully chose a suitable candidate for a particular type of job. Every organisation must decide what selection tools to use when recruiting new employees. The tools are used to analyse whether the potential candidates have the required skills and knowledge for a particular job in the organisation. Moreover, the tools examine the skills and competencies of an individual against the job descriptions. The candidate is also assessed on their abilities to take up the job since some people may have the required educational level but lacks the skills required by the job. One of the selection tools is an interview, an interview is an oral conversation between a job applicant and an employer which is undertaken to examine whether the interviewee should be hired.
An interview allows employers to assess the personality and interpersonal skills of an individual. The stress of the situation benefits the employer since it reveals how the candidate handles pressure. Secondly, interviews allow the employer to learn the characteristics of a candidate by examining other cues such as body language and facial expressions apart from the spoken words (Woźniak, 2014). Another advantage of interviews is that it allows the employer to see the real intention of the individual to eliminate candidates that are only interested in employment or money from those with other interest that add value to the organisation.
However, the disadvantages of interviews include bias where some of the people in the interviewing panel discriminate some candidates due to their age, race, and gender. Secondly, a candidate can do well in an interview due to their strong communication skills and yet be a weak fit for the organisation’s needs.
Other selection methods include application forms, online screening, psychometric testing, and personality profiling. Application forms encompass writing of an application form and submitting it to the relevant organisation. Online screening depicts the use of an Applicant Tracking System where applications are fed into databases which employers search for potential applicants. Personality profiling encompasses the evaluation of an individual’s personality. Lastly, assessment centres involve the evaluation of a group of candidates at the same time and place by an organisation. Barnies Burgers can incorporate personality profiling in their selection method as it shows an individual’s personality which at a time greatly enhances the performance of an individual. Assessment centres are also effective as they ensure an organisation gets the best from the group (Woźniak, 2014). However, assessment centres are at times expensive and given that Barnies Burgers is a mid-end restaurant it may be considered uneconomical to the organisation.
Moreover, Barnie's Burgers being a national restaurant should adopt competency-based interviews rather than unstructured interviews as they do allow efficient and effective evaluation of a candidate. Improving the selection methods of the organisation enhances retention thus, employees will not leave the organisation. Therefore, a selection method can affect the performance of an organisation due to the quality of candidates each selection method provides.
Performance management
Performance management entails the planning, monitoring, developing, rating and rewarding (Mone " London, 2018). The supervisors should create performance plans with the employees. Both the employer and the employee should set expectations and set measurable goals. The supervisor should explain the importance of the employee's efforts and contribution to achieving the set goals. Monitoring of work progress helps in identification of errors at an early stage as well as giving the employees assurance that they are making progress. Managers should also develop the employee’s capacity to perform the assigned duties (Aguinis, 2013). Development includes formal employee training, informal training based online, coaching employees and mentoring them, a variety of assignments which gives the workers exposure to new skills through the details attached to the additional tasks (Bach2013).
Induction
Induction is a general process used within an organisation to welcome new employees to the organisations and prepare them for the new role they will be playing in the organisation (Bach, 2013). Improvement of the induction process will be done by refining the induction checklist and encouraging the team to be involved with the induction process. Make new employees feel welcomed and comfortable by inviting them to social activities that involve the whole team. Therefore, Barnies Burgers management should train their employees on how to treat new employees so that they can settle quickly.
Performance appraisal
Performance appraisal is an orderly valuation of worker performance and comprehension of the abilities of an employee for supplementary progress and change (Jeston, 2014). Barnies Burgers should consider using a performance appraisal system which is conducted every six months. The appraisal will basically countercheck an individual performance against their set goals. On the other hand, the performance objective is set according to the skills and ability of an employee. In addition, after the appraisal, the employees who show great improvements and achievement should be motivated by being rewarded an aspect that motivates other employees to do theory best so that they can be rewarded as well. Barnies Burgers should consider putting in place these rewards so as to increase retention.
Talent management
Talent management can be defined as the systematized desirability, identification, expansion, retaining, and positioning of people with a lot of potential with a particular worth to a company. Moreover, it can also be defined as the method through by employers foresee and attain their necessities for human capital (Swailes, Downs " Orr, 2014). The core aim of talent managing is to guarantee organisations employ personnel that will make a significant transformation to the current and upcoming performance of a company. Moreover, an employee with talent is constantly dedicated to finishing their tasks. Additionally, the main goal of talent management is to ensure an organisation achieves its objectives (Berger " Berger, 2011). Barnies Burgers should ensure their employs are trained and their talent is managed to increase their value for the organisation. Talent management is also used for retaining employees as employees would not leave an organisation that develops their talent and skills. Therefore, Barnies Burgers should invest in talent management to improve their turnover.
Employee Turnover
Employee turnover at Barnies Burgers is extremely high (circa 80%) with many new starters leaving within the first three months of employment. The main reason is that the job they are employed for is different to how it was described in the interview. Moreover, the employees are unhappy about the long working hours they are expected to work. Therefore, the management will resolve these issues by involving employees in decision making that may affect the employees. The following recommendations if implemented will reduce employee turnover at Barnies Burgers:
Barnies Burgers can ensure they hire the right employees by ensuring they incorporate the recruitment and selection methods discussed above. Since the employees are complaining about the working hours the management can change their working schedule and make them flexible such that employees will be comfortable.
Barnies Burgers can endure they make the working environment suitable for the employees by supporting new employees during their first few months till they understand the routine operations of the organisation. Employees can be rewarded each and every month to ensure they are motivated towards achieving the restaurant’s goals. Salaries are also a factor that could affect turnover. Therefore, employees should be well paid and the management can consider adding them bonuses according to the performance of the restaurant.
Since most employees want to increase their knowledge and skills it is recommended that they are shown a career path which shows how they can develop and advance to high positions from their current ones. Employee recognition is also an important factor and the restaurant can create a policy that clearly states how employees who achieve their goals are praised and recognized by the restaurant’s management.
Conclusion
In conclusion we can conclude that for any organization to retain its resources they must retain their employees in order to avoid the use of excess resources in such of other employees. Barnies Burgers should therefore use the above recommendations discussed so that they can achieve the retention of their employees. Barnies Burgers should assess their internal and external labour markets and amend their job descriptions for easy matching of employees with the job they applied for. The recruitment and selection methods used should allow the organisation to evaluate the skills and potential of candidates whom applied for a certain position. Despite all that Barners and Burgers should invest heavily in talented management as an aspect that will increase and enhance the skills of the employees. The talented management will also be able to retain the qualified employees in the organisation.
Recommendation table summary
RECOMMENDATIONS
IMPLEMENTER
TIMESCALE
COST £
Barnies Burgers should ensure that their internal labour market is well implemented so as to increase internal successions of positions in the organisation.
Management
1-3 years
N/A
Barnies Burgers should make use of their online platforms, i.e, upgrading the website and promoting it in order to ensure that it is well recognized by advertising it in social media.
Information Technology manager
1 year
£ 500
Barnies Burgers should amend their recruitments methods of employing people by incorporating the most effective methods according to the HR.
Human Resource Manager
1 year
N/A
Increasing employees custody by enhancing introduction, performance and appraisals of talented management
Human Resource Manager
1-2 years
£3000/yr.
.
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