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Nov 24, 2024
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Staffing Issues at "Tara's Fine Foods": A Case Study
Name of Student
Institutional Affiliation
2
Staffing Issues at "Tara's Fine Foods": A Case Study
Introduction
"Tara's Fine Foods," a leading food services provider in the high-value hospitality market, is the
focus of this case study. The company is growing and succeeding but needs help with employee
satisfaction, safety, high absenteeism rates, and low compensation. The organization's supervisory
crew understands the need to resolve these issues and looks for the help of an HRM counseling
group to foster viable techniques and arrangements.
Organization Structure and Job Analysis
The HRM consulting team will look at how the company's current structure fits in with the culture
of Tara's Fine Foods. Proposals might incorporate a task examination or occupation update for key
situations to guarantee clear jobs and obligations (Armstrong et al., 2018). The team intends to
increase employee productivity and engagement by establishing the organizational structure.
New Positions and Job Description
Considering the expected development and retail facade extension, the counseling group will
propose new positions in light of future requirements. Furthermore, an example expected set of
responsibilities and occupation detail for the Front Work area Gathering job will be introduced. The
skills, knowledge, and abilities required for the position will be outlined in these documents to
ensure a precise fit with the company's goals and culture.
Recruitment and Retention Strategies
The counseling group will foster a complete enrollment technique to satisfy impending employment
needs. This technique will incorporate drawing in, enlisting, choosing, and holding high-performing
people, including contract staff expected during occupied periods. The group will suggest efficient
approaches to securing top talent and provide approximate employee hiring projections for the
upcoming year.
Total Rewards and Compensation
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The consulting team will review how compensation is paid now and develop a total rewards table
for each kind of employee. This table will consider serious remuneration rates, benefits, and
projected work costs, representing the lowest pay permitted by law increment successful from June
1, 2023. The team will also discuss paid time off, such as statutory holidays and sick days, and
determine whether relief workers are required when employees are absent.
Improving Employee Satisfaction and Cultural Diversity
Perceiving the low representative fulfillment levels, the counseling group will frame procedures to
improve worker resolve and commitment. To create a strategic incentive for improvement, they will
investigate the relationship between pay levels and job satisfaction. Besides, the group will give
suggestions to help Tara's Fine Food sources' social variety needs and position the organization for
future achievement.
HRM Function Responsibility
In the upcoming year, the consulting team will discuss the organization's overall HRM requirements
and propose a structure for the HR department. This incorporates figuring out who will be
answerable for directing HR exercises and guaranteeing the successful administration of HR inside
the organization.
They will address the organization's overall HRM requirements and propose a structure for the HR
department as part of the consulting team's duties in the upcoming year. This involves assigning
responsibilities to individuals or teams within the organization and determining the essential HR
functions that must be carried out. HRM is crucial in managing the company's human resources and
ensuring that HR policies and practices are effectively implemented. It encompasses numerous
responsibilities and activities, including but not limited to:
1.
Strategic HR Planning:
Creating and adjusting HR procedures to the association's general
objectives and targets. This entails planning to attract, develop, and retain talent, identifying
skill gaps, and forecasting future HR requirements.
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4
2.
Recruitment and Selection:
recruiting and selecting qualified candidates to fill company-
wide job openings. This includes creating job descriptions and requirements, advertising
open positions, reviewing applicants' resumes, conducting interviews, and selecting
potential employees.
3.
Training and Development:
designing and delivering training programs, assessing
employee training requirements, and implementing development initiatives to improve
employee performance, knowledge, and skills. Examples include mentoring, workshops, on-
the-job, and external training (Halawi & Haydar, 2018).
4.
Performance Management:
providing feedback, carrying out performance evaluations,
establishing performance standards, and facilitating plans for performance improvement.
The HRM function ensures that the processes for managing performance are fair, open, and
in line with the company's goals.
5.
Compensation and Benefits:
designing and managing the benefits and compensation
programs for the company. This includes carrying out salary surveys, creating pay
structures, managing employee benefits, and following all applicable laws and regulations
(Podsakoff & Podsakoff, 2019)
6.
Employee Relations:
addressing workplace conflicts, complaints, and disciplinary issues to
improve employee relations. The HRM capability is a middle person among representatives
and executives, endeavoring to keep an amicable workplace.
7.
HR Information Systems:
managing the implementation and upkeep of human resource
information systems, such as HR databases or software, to manage employee records
effectively, keep track of attendance, process payroll, and produce HR reports.
8.
Compliance with Employment Laws:
ensuring compliance with applicable employment
laws and regulations, including privacy, health and safety, anti-discrimination, and labor
laws. The HRM capability keeps up with the latest regulation changes and carries out
approaches and strategies to maintain legitimate consistency.
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The HRM function's specific responsibilities and departmental structure will all be influenced by
the company's size, industry, and strategic priorities. The guiding gathering will review the
affiliation's HR needs and propose a plan that preferably maintains the organization of HR practices
and the achievement of progressive objectives.
Conclusion
The HRM consulting team aims to provide realistic and competitive solutions by addressing Tara's
Fine Foods' recruitment and engagement issues. The HRM function's responsibilities, job analysis,
recruitment strategies, total rewards and compensation, employee satisfaction improvement, and
organizational structure will all be included in their recommendations. Tara's Fine Foods aims to
become a preferred employer by taking these steps, fostering a positive work environment, and
maintaining its expansion and success.
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Workload Analysis (WLC) Report
A comprehensive assessment of Tara's Fine Foods' workload distribution and resource allocation is
provided in the Workload Analysis (WLC) report. This report aims to enable the development of
efficient strategies for improvement by identifying and analyzing the organization's staffing issues
and challenges. This report provides useful insights into employee satisfaction, safety concerns,
high absenteeism rates, low compensation, and workload analysis.
Methodology
Resource allocation and workload data are gathered and analyzed methodically in the WLC report.
The following approaches were taken:
Data Collection:
Interviews, surveys, and examinations of existing organizational documents like
job descriptions, work schedules, and performance records were used to gather pertinent data. This
extensive data collection procedure achieved a complete comprehension of the current workload
situation.
Workload Assessment:
The collected data were analyzed to determine how the workload was
distributed among Tara's Fine Foods' departments and positions. The complexity of the task, the
amount of time required, and the level of skill required for each role were all evaluated as part of
this assessment.
Resource Allocation Analysis:
The allocation of resources, including human resources, technology,
and equipment, was looked at in the report to see how well they handled the workload. Any
imbalances or deficiencies in resource allocation, as well as their effect on employee performance
and contentment, were identified in this analysis.
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Stakeholder Feedback:
To learn more about how employees, managers, and supervisors perceive
workload and resource allocation, feedback was sought. This subjective criticism gave significant
viewpoints on the difficulties confronted and likely regions for development.
Findings and Recommendations
The Workload Analysis (WLC) report presents the following significant findings based on the
conducted analysis:
Workload Disparities:
When compared to other departments or positions at Tara's Fine Foods,
some have disproportionate workloads, which could result in burnout, lower productivity, and high
absenteeism rates.
Resource Allocation Gaps
: In certain areas, inadequate resource allocation, including staffing
levels, equipment, and training opportunities, hampered employee performance and satisfaction.
Compensation Discrepancies:
The analysis revealed that different roles in the company were paid
differently, contributing to low employee satisfaction and retention issues.
Safety Concerns:
Workload pressures and inadequate resource allocation impacted safety protocols
and procedures, potentially jeopardizing employee wellbeing.
The Workload Analysis (WLC) report makes the following recommendations in light of these
findings:
Workload Redistribution:
Consider factors like task complexity, time constraints, and employee
capabilities when developing strategies to ensure a more equitable workload distribution across
departments and positions.
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Resource Reallocation
: Address gaps in staffing, training opportunities, and equipment availability
to maximize resource allocation. This will support employee performance and alleviate difficulties
caused by workload.
Compensation Review:
Perform a comprehensive review of the compensation structure to
eliminate disparities and guarantee competitive pay for all positions. Employee retention and
satisfaction will rise as a result.
Safety Enhancements:
To alleviate safety concerns from workload pressures and inadequate
resource allocation, robust safety protocols, training programs, and support systems must be
developed and implemented.
9
References
Armstrong, D. J., Riemenschneider, C. K., & Giddens, L. G. (2018). The advancement and
persistence of women in the information technology profession: An extension of Ahuja's
gendered theory of IT career stages.
Information Systems Journal
,
28
(6), 1082-1124.
Halawi, A., & Haydar, N. (2018). Effects of Training on Employee Performance: A Case Study of
Bonjus and Khatib & Alami Companies.
International Humanities Studies
,
5
(2).
Podsakoff, P. M., & Podsakoff, N. P. (2019). Experimental designs in management and leadership
research: Strengths, limitations, and recommendations for improving publishability.
The
Leadership Quarterly
,
30
(1), 11-33.
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