In an organization set up, the HRM is purposed to recruit, undertake staff training through relevant training workshops, discipline and terminate employees to enable the company to achieve its potential. For sustainable and successful entrepreneurial practices, the HRM helps navigate the business and create ways to new able to exploit new opportunities. (Barrett & Mayson, 2008) The HRM provides a link between the employer and the employee offering a critical review of the selection, recruitment, performance management and developments in the business. (Miller & Gordon, 2014) Workplace conflicts are often linked to management incompetence or failure. The HRM thus is the remedy provider to work conflicts providing a pathway for assessing and laying off the conflict. (Currie, Gormley, Roche, & Teague, 2016)
The purpose of this survey is to find out the contentious issues affecting the organization pertaining The HRM and come up with appropriate recommendations on the most appropriate remedies. Below are the records on the area of research, methods of research, findings, conclusions and recommendations regarding the research.
Scope of research
The aim of the research was to analyze HRM related issues in an Australian workplace. The research was conducted in The Wales cafeteria in Sydney, Australia (A colleague's workplace). It was focused on the areas involving employee's relations with the employer, techniques used in employee hiring, employee training offered, customer relationship with the employees, gender balance as well as working conditions provided. The research also covered the physical environment of the workplace.
Data in this research was collected through a questionnaire I designed. The questionnaire was composed of ten open-ended questions relating to the nature of the business, its current performance, its owners as well as the origin, gender, and composition of its workforce. I gave this questionnaire to six random workers. I as well conducted a personal tour within the organization and observed the structures of the enterprise as well as conducting oral interviews with three more employers the business owner and three customers at the cafeteria.
The business is a sole trader with the owner running all its activities under his preferences. The mission statement for the organization is, to be the best of all in meals, with its vision being, to set a brand to emulated setting standards to enterprises globally.
The organization had fifty employees. Ten of the fifty employees were female leaving forty men. Forty-nine of the workers were natives of Australia with one employee from The United States of America. The enterprise is composed of mainly young stuff all within the age bracket of nineteen and forty. I, however, noted that most of the employees quit their job after working for a few months. The employees receive one-week training before commencing work in the cafeteria. All the employees are required to put on a set uniform that is provided by the management during the working hours.
The findings from the data analysis will be presented in small sections according to the characteristics of the analyzed data. The sections include; The demographic profile of the workplace highlighting gender mix, age, and the population of employees, Programs that employers offer to employees, workplace relations and finally the nature of the business and its current performance.
After taking all responses to consideration and going through the record of employees, a breakdown on the employee distribution was made as illustrated below.
Total employee population
Number of male workers
Number of female workers
Workers aged 19-25
Workers aged 25-35
Workers aged 35-40
Programs offered by the employer to the employees
The workers interviewed indicated that there was a set of informal training to all new recruits before commencing of work. They, however, indicated that the training as not free for they had to pay a training fee while the training days were not considered in the salary payout. The employees were as well provided with workplace insurance cover as well as seasonal breaks to ease the monotony of work. Most employees, however, seemed content with the treatment they received at the enterprise.
According to responses from customers interviewed, the respondents rated the customer service as perfect. With effective and hygienic services. However, there seemed to be a problem with the employer-employee relationship. Some employees, whose identity is withdrawn, seemed unsatisfied with their salaries labelling them as peanut salaries. You could not fail to note that most employees served in the enterprise for short periods before quitting their jobs.
Nature of the business and current performance
According to data gathered in my interviews, the business is a sole proprietorship that was started in 2006 by the owner with the name Wales Cafeteria and has been running thirteen years now. With a perfect location in Sydney Australia, the business has a wide market. The enterprise has managed to gather quite a number of customers, but I could not label its success as perfect as some of its resources and capabilities seem unexploited while the owner seems content with his current success level.
Relying on the findings, the following conclusions were made. It was noted that the HRM was generally responsible for the successes and proceedings in the business.
The gender gap, as well as the age distribution among employers, was noted as a major area for the HR to focus on. The employer is however noted to recognize the role of the worker in business and provided them with most of the basic needs required by workers in an organization.
From the study, one can see that the business is in the right part through the HR need to go an extra mile to exploit the unutilized opportunities such as conducting advertisements to promote the business.
The following recommendations were made pertaining to the findings of the research as illustrated below:
More employees need to be hired to achieve a reasonable service ratio. The organization has few employees in relation to the customers with one employee averagely serving 40 customers in an hour. This has an overall impact on the output of the business as it slows down the rate of flow of business as well as discouraging customers due to long waiting time to receive service.
More women need to be incorporated into the business. The management should seek to hire more women to achieve a gender balance. The gender issue comes up with the women comprising of only a quarter of the workforce. Building a business with a successful gender balance requires leadership with a strategic understanding of the benefits that still remain unexploited in the female gender. (Wittenberg-Cox, 2014) For businesses to be truly sustainable, gender balance is necessary by giving an opportunity to both men and women equal opportunities in leading the way. (Leach, 2015)
Older people need to be incorporated into the workforce. The population of the workforce in the enterprise comprised of mainly the youth. The youth is a quite vibrant age. With the unexploited abilities, the youth are able to do quite well in work. Youth work provides an original framework for work practice. With the young minds and brilliant brains, youth can achieve high levels in business. (Ord, 2016) However, mature persons help in maintaining the standards of order and discipline in an organization and are therefore a core part of an organization. With high levels of experience and specialization, older people can achieve great levels in business output. Peter Cappelli and Bill Novelli in their book, Managing The Older Worker. Explains that organizations need the older worker because they pass the company's core values to new employees, pass knowledge between employee generations and make perfect mentors to the new recruits. (Cappelli & Novelli, 2010)
The organization management should also take into consideration the wages they provide to their employees. Provision of a good salary will keep employees from quitting their jobs thus enhancing specialization and maximization of output. The employer as well needs to consider other factors that could lead to quitting of jobs and maintain a good employer-employee relationship to enable maintain a good flow of information in the enterprise.
The HR Department should conduct regular surveys and meetings with the employees so as to ensure they remain updated on the proceedings and well-being of the business. This will help to determine the flaws in the business and improve the relationship within the business. It is as well necessary so as to obtain valuable information on improvements necessary so as to attain a successful enterprise. This enables the flow of valuable information in the business structure within various departments. (Lewis & Jefferson, 2014)
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