Evaluate academic models in relation to human resource

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Reference no: EM133307338

Assignment: You have recently been appointed as Human Resource Managers for 'Chomp and Cheers' a chain of casual dining restaurants which operate at 15 tourist destinations around the UK coast. The company specialise in value for money traditional cuisine (such as fish and chips) and locally sourced craft beer. 'Chomp and Cheers' outlets are usually located near the seafront and offer table service for an average of 50 covers per restaurant with the addition of local delivery service (provided by Deliveroo) and take-away/off licence sales. The core company values are responsibly sourced food and drink at affordable prices, and up until 2020 the chain had been growing with an average of 2 new openings each year. Part of the company's strategic plan was to continue on this growth trajectory, with a target of 25 outlets by 2030. However, since 2020 no new outlets have opened. Each 'Chomp and Cheers' outlet is open throughout the year, but demand is highly seasonal (peak season is Easter and summer holidays).

For each 'Chomp and Cheers' outlet there is a core team of employees, including the management and supervisory team, head chef, and marketing/events team. The core team are supplemented by a more precarious workforce which cover roles in the kitchen, restaurant and bar along with a team of cleaners. Across the chain approximately 70% of staff are precarious (seasonal fixed-term, part-time, or zero hours workers), and 30% are core employees (permanent, full-time, salaried). Since the chain's outlets reopened after Covid restrictions ended, the company have faced a number of operational challenges. Demand has returned, and in peak-season, has exceeded pre-covid levels, however recruiting and retaining core and seasonal/precarious employees has been difficult. The company is proud to be recognised as an ethical employer and offer their workforce an attractive benefits package, including a competitive salary, development opportunities, private healthcare and pension for core employees, and a starting wage of £10 per hour for their precarious/peripheral workers, plus food/drink discounts and free uniform. Nevertheless, the chain's outlets have an average of 80% staffing levels, with recruitment for chef/kitchen positions especially difficult.

In 2022 the chain has faced further issues caused by increased operational costs. The wholesale price of supplies has increased by 20% to 50% (depending on the product), and energy bills have increased by 400%. 'Chomp and Cheers' executive team are determined to minimise increased prices for their customers, but this strategy has had a detrimental effect on the company's profit margins. As the new team leading HRM, the company's exec team are keen to hear your recommendations on how they can improve the following issues, without increasing HR costs:

Human resource planning/recruitment strategies
Development and upskilling of existing staff to improve retention and productivity
Improving performance, developing progression opportunities, and rewarding the best employees

Question 1: Using relevant HRM frameworks and concepts (HRP, HRD, and performance & rewards), alongside case studies of best practice from other tourism & hospitality organisations, you will need to develop innovative HR solutions for the chain's staffing crisis.

Question 2: Identify and evaluate academic models/concepts/frameworks and examples of best practice in relation to Human Resource Development and develop recommendations for HRD within the case study organisation

Reference no: EM133307338

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