HR Technology Case Scenarios: Castle's Family Restaurant

Human resources management has become a critical influence factor to the development of contemporary hospitality industry. In accordance with Enz (2009), human resource management issues are the thorniest problem to hospitality managers throughout the worldwide hospitality industry. It is recorded that the turnover rate for this industry is normally from 60% to 300%,(Lee & Way, 2010).Against this background, challenges caused by the high staffing turnover rate are difficult problems in hospitality HRM. In this essay I will focus on three main challenges that are link with high turnover rate: shortage of experienced staff, low morale and productively, and high turnover cost, and then, explanation of a strategic human resource management approach which can be an effective solution to those challenges. At the last part of this essay two aspects of a human resource manager’s role would be described and explain how does the strategic human resource management approach and those human resource manager’s role relate with this three challenges.

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

However, having such a heavy focus on saving cost and time may revert some of the attention away from attracting the best possible applicants for the job. Therefore, placing the emphasis on having the right recruitment systems in place will ensure a lower turnover rate, which would save costs in the longer term, whilst still having high performing employees.

Castle’s Family Restaurant is the company that owns eight restaurants in North California. In fact of the economic recession and growing gasoline prices, the company is looking for options to save costs. The HR of Castle’s Family Restaurant, Mr. Morgan looks for options to make his performance cost-efficient through the introduction of HRIS solutions instead of regular visits of all eight restaurants. In this regard, it is possible to recommend Mr. Morgan to implement complex, many-faceted software applications developed by PDS Vista HRMS®/Payroll that can help him to perform his functions properly from his office without regular visits of

HR Recruitment system is heart of every Business. Keeping in mind the end goal to expand effectiveness in contracting and maintenance is to guarantee consistency. Point of interest for every level is based on prescribed best practices, that is to draw a skilled and assorted candidate pool.

Recruitment system is one of the major systems used among other systems in the Human Resource department. The purpose of recruitment system in Toyota is to find and attract competent applicants for employment such as accountant, engineer and IT. The recruitment process begin when there is a need for someone new in the department, either because the existing staff member has left, or because there is a need for more manpower. It uses many different ways to attract and choose the proper candidate for the specific job. It is essential for the recruitment system to provide enough information so that interested candidates can find for vacancy by themselves.

Given that the main challenge that Angelo’s Pizza is facing is that it has no strategic human resource management and that without this planning it will not be able to meet the business needs that are forthcoming, we can see how several strategies would be beneficial for its future success. For this, the Angelo should work with several HR tools including implementing a high performance work system. The implementation of high performance work system would determine what jobs the business needs, design the jobs, help identify and attract the type of employee needed to fill the job, determine appropriate pre-employment testing, and then aid in evaluating employee performance and compensating them appropriately so that they stay with the company. Therefore, the following HR tools should be addressed.

After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of

The Castle’s Family Restaurant has been a successful business, which has expanded to eight different locations with hopes of expanding more in the future. Although the company has been successful thus far, they are feeling the weight of the expansion in their Human Resources (HR) Department. Currently, the operations manager, Jay Morgan, is also acting as the sole HR manager. In order to perform his HR duties, Morgan is required to drive to each of the eight locations. With gas prices on the rise, Morgan would like to find a way to cut his travel time by working from his office.

Being the Management consultant, advices and recommendations to the HR manager about how to improve the current organisational culture, the different ways of how to improve the working environment in order to motivate the employees and finally how to maintain and strengthen the team loyalty are being provided.

As the consultant for Kudler Fine Foods, communications with individuals on various levels of the organization is inevitable. It is vital to use the appropriate influence techniques during the process of implementing a new HRIS software system. An effective transition will require the consultant to use existing power structure to obtain buy-in from the current workforce.

First, build a business-strategy-oriented HR function team and working principle. Just like Wessel, I will add a new position to the corporate HR staff, director of organizational development, and this person should thoroughly understand business. Meanwhile, I will shift the director of compensation and benefit to a new leader with the same qualification. Considering the lack of business knowledge and awareness, I will initiate a comprehensive HR leadership program. In this program, those HR employees, who have potential but without business experience, will be assigned into non-HR operating divisions to attend a job rotation. In addition, I will invite outside HR professional consultants to provide training about how to change mindset and be a successful partner with business units. On the other hand, HR people must be involved in related business planning. HR people in business unit should attend the weekly, monthly and quarterly business operation staff meeting to gain first-hand information, and co-work with line managers to solve their problems on site. HR people in headquarters should have a keen understanding of requirement from the management team, understand various needs of the diverse business units, and correct, bring in new programs and processes accordingly. A very important change is the HR performance appraisal system. HR

that industry and employee turnover. Suggest ways and methods to address the high turnover rate.

One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,