The Hungry Jacks Burger Restaurant at Perth Stores in Australia - Research Paper Example

RETENTION OF CASUAL LABORERS //Name// //Affiliate School// EXECUTIVE SUMMARY The reason for the report was to investigate the issues the HRM are facing towards retaining their talented casual employees. The organization chosen for the project is the Hungry Jack’s burger restaurant at Perth Stores in Australia. Use of two survey questionnaires, interview to five people, who are one HRM, three talented casual employees at the restaurant currently and one talented casual employee who had just resigned from working for Jack's restaurant as well as information from the website helped in the data collection. The results obtained had funding being the primary cause of resigning of talented employees as lack of enough funds to the HRM make them unable to retain their talented casual employees. In conclusion, the brief of the primary points in the project has been discussed which include the problems facing the HRM in retaining the causal employees and the future remedies to be taken over the same problem. My recommendation is the HRM recognize and motivate the talented casual employees as a way of retaining them in Hungry Jack’s burger restaurant. Table of Contents RETENTION OF CASUAL LABORERS 1 EXECUTIVE SUMMARY 2 INTRODUCTION 6 Project brief 6 The organization was chosen. 6 The HRM Agenda 7 LITERATURE REVIEW 8 Wages 8 Job conditions 9 Lack of advancement opportunities 9 Nation's economic impact 9 Insecurity 10 Technological developments 10 Competition for talents 11 Background of the problem 12 Statement of the problem 12 METHODOLOGY 13 Questionnaire 13 Results from the interview. 13 Website 14 Timeline 14 Contemporary HRM Practices 14 SUGGESTIONS AND RECOMMENDATIONS 15 CONCLUSION 17 References 19 INTRODUCTION Project brief Many organizations recruiting and employ new employees as the old employees keep resigning as the management keep dismissing others from work. As a result, there has been a turnout of employees. The organizations lose the talent in their employees for other firms. Therefore, the organizations are seeking for the strategy to retain their casual employees. The field of research is the Quick Service Restaurants. These restaurants offer fast food to their customers with minimal table services. Due to the ever coming and ever going casual employees, the organizations are at a significant risk of losing most of their clients since some tend to be motivated to buy goods or by the seller. Also, different casual employees have different ways of doing thinks, thus losing a variety of service or getting a new service to the company. The organization was chosen. The group selected is the Hungry Jack's restaurant in Australia. According to my opinion, it is the best restaurant in the country whose Burgers are the best. Among its strategies is retention of its casual laborers, an aim that all the quick service restaurants are working towards achieving through the office of the HRM. Due to the ever recorded increase in the turnover of employees thus posing an impact on the customer's service as well as being costly to the restaurant. Therefore, due to a large number of staff in Hungry Jack's restaurant, which is adding up to over 1200 managers and 16000 members of the crew, the organization is put at risks of facing high turnover by the casual employees. Besides, the Hungry Jack’s restaurant that has been established in the Perth is confronted with a great problem in retaining its casual employees. Therefore, the restaurant has come up with procedures to help them retain the best talented casual employees. They include employees break periods and policies on meals, enrichment of the career paths, training programs to develop people's skills, provision of work conditions that are flexible, efficient management of employees as well as giving equal opportunities to the employees in the workplace. The HRM Agenda The main agenda of the HRM in the Hungry Jack's restaurant store located in Perth is to retain the most talented casual employees in the organization. The retention of the casual employees will help the team retain the most talented casual employees in the organization. Functions of the HRM in an organization are as important as the environment of a business is to a restaurant firm. Therefore, the HRM are currently facing various issues, in their task of retaining their casual employees, which are to be discussed in the report. The main aim of the report is analyzing the measures and ways applicable to a Quick Service Restaurant, QRS, for its retention if it is casual employees. The QRS of concern here is the Hungry Jack's restaurant in Perth in Australia which is facing staff turnover. Hungry Jack's says that the turnover is both of advantage to the firm as well as of disadvantage. The advantage of turnover among casual employees is getting new and better talents in the organization while the problems on turnover include the loss of the best skills and talents in the restaurant. As a result, there is a risk of increase or decrease in the number of customers. The literature on the research and the results recorded from the research conducted in the field as the problem facing the HR in Hungry Jack's organization in Perth on retention of casual employees are discussed. Finally, a conclusion is given at the completion of the report on the reasons behind the inability of the HR to retain casual employees as well as the strategies that can be adopted in solving the occasional employee retention problem by the HR (Terry, 2007). LITERATURE REVIEW In the attempt of the HRM at Hungry Jack’s in Perth to retain their casual workers, they faced many challenges which were obtained through the interview and questionnaire methodology that was used in the data collection. The problems included Wages The casual laborers in the Quick service restaurants are found to receive minimal wages. The problem is transformed to the casual workers at Hungry Jack's restaurant in Perth. Due to the challenge of the wages not sustaining their needs for survival, the majority end up resigning from the job and seek employment at other organizations whose pays are better. Others opt for starting their own business where they earn better in comparison to the wages they received. This problem is significantly impacting the HR in retaining these casual employees. The HR manager, who is balancing the expenditure rate, the income rate and the profitability of Jack's restaurant are finding it hard to increase the wages to the casual employees as an initiative of retaining the casual employees. Their fear is the possible result whereby Jack's restaurant may get less profit or no profit at all. Therefore the most talented casual employees resigning from the Jack’s affect the performance of the HR where the satisfaction of the customers gets poorer thus a decrease in profitability (Srivastava, 2008). Job conditions In the quick service Restaurant, "Hungry Jack's restaurant "the working conditions may be unfavorable to the casual employees where strict supervision is imposed. Due to the fear of the employees to the employer, the HR ends up not knowing the challenges the casual workers are facing in their areas of work. Therefore, the casual employees resign from working for Jack's restaurant (Srivastava, 2008). Lack of advancement opportunities Many casual employees need to be given promotion in their job positions as a way of appreciating them for putting into practice their talents as well as profiting skills in the job places. As the case in Hungry Jack’s Restaurant stores in Perth, the HR is facing a challenge in giving better posts to the casual employees whose level of talents is more than that of other casual employees. The lack of promotion of the casual employees, as one of the interviewee, said, makes the talented casual employees feel unappreciated for their efforts towards improving the burgers at Hungry Jack’s restaurant, Perth store. Nation's economic impact On economic impact, we have the Australian government having an improvement on the indication of the economy. Therefore, the Hungry Jacks feels a lot of strain from the state on their budgets as offered by the governments’ budget. This results in the HR hiring strategies and decisions from other HRM's in other organizations on the management of the economic sector of Hungry Jack’s. The decisions and strategies hired fail to fit Quick Service restaurant group thus not solving the problem of retaining the casual employees. It is due to the divergence in the issues and challenges faced by these HR departments. Besides political unrest, as well as the great increase in globalization in Australia has brought about the uncertainty in the economy of the so-called "new normal" thus the HRM department at Hungry Jack’s “Perth stores” not having enough funds to satisfy the demands of the casual employees. Therefore, they will just lose their casual employees since they cannot help further (Allan, 2002). Insecurity As far as the sense of security rising is concerned, we have new security on data collection as well as the technology of both the employee and the employer. The Hungry Jack's Human Resource Management tends to face threats to supply chains globally with the security of data being breached as the risk. Besides, some of the talented casual employees are found to be involved in the insecurity promoting activities. They end up participating in dangerous concrete situations which result to the breaching of security. As the incidents of violence increase in a workplace, the more the number of social instability as well as the federal one increase in the vicinity of the staff and the business. This is a challenge for the HRM to take control over the situation and condition. As a remedy to the violence, those involved are sucked from job despite their service in Hungry Jack’s restaurant. Therefore, since they are abiding by the laws of the company, the HRM end up losing their most talented casual employees with no other option to go by as a way of retaining the workers (Alaska, 2012). Technological developments The developments taking place in the field of technology are among the issues that are fueling the HRM department at Hungry Jacks restaurant at Perth from retaining their casual workers. Several job opportunities that require the same skills as required by the Quick Service Services Organization have been generated from the developments in technology with higher wages to their casual employees. This poses a challenge to the HRM in their performance of task thus being unable to retain their most talented casual employees, who move to the jobs focusing on the better payments (Bell, 2014). Competition for talents The competition for talent has been recorded as one of the recent challenges that have stepped-up in the market. The more the improvements in the conditions of marketing, the more the need for educated, talented and well-skilled workers in the restaurants worldwide. Therefore, there are many difficulties faced by the HRM run their mission of retaining their skilled and best employees since these best talented casual employees have resigned from working for Jack's restaurant to work at other organizations where the demand for their skills and talents is high and at a greener wage. This is as a result of competition for the skilled casual workers in the other firms. Therefore the HR are forced to go an extra mile to convince the talented casual employees of how better it is working for Hungry Jack's as they try to paint a bad picture on their opponent Burger restaurants. The bright HRM professionals are informed of the cultural practices that are known to incorporate the fundamentals of great workplaces which will favor the servicing of the casual employees who are most talented thus being retained in the Jack’s Burger Restaurant in Perth. Besides, the stiff competition for talents in the related organizations has also greatly benefited the strategies settled. It has also got to be of influence in the formulation of plans and actions to be taken for the success of the achievement of the HRM’s agenda which is “retention of casual employees in Hungry Jack’s burger restaurant” (Bjorkman, 2007). Background of the problem The maintenance of casual employees in the Quick Service Restaurants is becoming the greatest problem affecting the success of restaurants. The turnover and casual employee retention are significantly being experienced in the Hungry Jack's restaurant stores. In the process of the HR solving the issue, the results give minimal or no success in retaining their most talented casual employees. Statement of the problem The core problem faced by the Hungry Jack’s in Perth is the inability to retain their casual employees. The problem "retention of casual employees" brings a significant effect on the success of Jack's restaurant at Perth store. This issue is affecting the management which includes all the stakeholders, the customers as well as the casual laborers. In Hungry Jack's restaurant in Perth, the problems affect the Human Resource Management Department significantly since it is his core role to retain and recruit casual employees. The reason for the concern and care of people towards the company is “the Hungry Jack’s restaurant in Perth offers good burgers and better services to their customers. As stated in a documentary (Puck, 2008), “the Burgers there at Hungry Jacks are well made in comparison to any other Burger packaging company in Australia. METHODOLOGY Questionnaire The questionnaire was sent via email and through the post office to the human resource manager and others to the casual workers in Hungry Jacks. The response that was received was inadequate for the research as shown in the appendix where two people of opposite gender filled the survey questionnaire. Therefore, the team opted for interviewing different individuals in the casual employee department in the Hungry Jack’s organization in Perth whereby the research team people visited Jack’s restaurant. Their aim was to learn how the employees viewed their work, why turnovers kept occurring as well as the various talents that needed to be maintained by the Hungry Jack’s restaurant as well as what made the HR have difficulties in retaining the talented casual employees. Results from the interview. The interview which was done by three representatives of the talented casual employees chosen randomly, the most known casual employee who had just resigned from Hungry Jack’s restaurant “Perth store” and one HRM manager bore the fruits to the collection of relevant information for the project. From the former talented casual employee, we got to realize the reasons why casual employees resigned from the Hungry Jacks. He talked of small wages to sustain his daily budget and needs, high demand for employees with same skills as his' at a better pay as well as the lack of being recognized for the excellent service rendered to the restaurant. The three current talented casual employees talked about similar reasons as the former employee but added that the Jack's do not allow for promotion or advancement in position at work as a way of appreciating the efforts exerted for the betterment of the Burgers there. The HRM tried to explain why they found it a challenge to solve the problems raised by the casual employees were small funds were the primary reason behind their inability to retain their talented casual employees. Website This is another methodology that was used by the research team to get additional information and data about the firm. The pages available on the internet, in the Hungry Jack's website, helped in the collection of additional information about the restaurant. Information on the Hungry Jack’s demography, size, as well as history was found on their website. Timeline The project's topic selection and research,; Mid April 2017; presentation of the project to the Director's Board, Early May 2017; Interview processes and conduction of further research for the collection of information, finalization of the project as well as making the demonstration to the Director's Board, late May. Contemporary HRM Practices There is a broad range of the practices, preferences, and ideas that are present to the HRM professional managers. The development of planning capability of the workforce which is advanced is a significant priority in the project towards enabling the HRM at Hungry Jacks retains their casual employees. In this case, the issues affecting the HRM in the Hungry Jack’s restaurant are incorporated, as an initiative towards forecasting as well as eradicating the sophistication in the process of casual employees’ retention as well as in the performance of their workforce. As a result, there is unbalance of the management in the course of formulating wider talents among the casual employees, external workforce, as well as data on the Hungry Jack's business. These strategies are translated into insights that can be worked upon, can be used, and shared with other leaders in other business organizations to retain their most talented casual employees (Thomas, 2013). Development of business case, as well as structuring of the governance, is a priority for the HRM professionals in the business field. In the construction of the Hungry Jack's restaurant case, the HRM were expected to be informed on the kind of business it was, the talents required in the firm and their understanding of the positions they were to be placed. The HRM were able to achievement through their involvement of other business leaders in the process of planning and the governance, as an initiative that helped them to buy ideas from other Quick Service Restaurant on how they managed to retain their most talented casual employees. As a result, the handling of the casual employees (Jennings, 2008). Reduction of administrative work for the HRM trading partners is a contemporary idea of the organization's professionalism. Therefore, the roles played by the HRM manager vary from one organization to the other. Therefore, this motivates The HRM at Hungry Jack’s Restaurant at Perth to work more on the identification of the main reasons why they are unable to retain their talented casual employees as well as the initiatives and remedies to be applied in settling the problem (Cardy, 2006). SUGGESTIONS AND RECOMMENDATIONS In the coming future, the skilled casual workers are expected to have better conditions in their workplaces. The Hungry Jack's will have its' employees having upgraded skills. Therefore the HRM will find it worth to motivate the casual employees as well as increase their working conditions. Besides, for the identification of the challenges faced by the casual workers, the creation of suggestion box and proposal forms should be implemented with no inclusion of the name of the employees who makes the proposal. This will help the HRM know the strategies that can be taken to solve the suggestions made by the casual employees thus an initiative towards retention of their talented casual employees (Thomas, 2013). On technical development, the maintenance of the skilled casual employees by the HRM can best be done if these casual employees are trained on the Restaurant they are working for as well as receiving motivations from the management. This will curb the resigning of the casual employees for other companies. Besides, sensitizing of the casual employees on not to be money oriented will also be a better initiative to go by as the HR management creates several facilities to the talented casual employees, like the provision of accommodation services to them at a lower price compared to the rent at other accommodation apartments. This will make the skilled casual employees find difficulties to leave the facilities thus being retained. A collection of safe conduct papers from each employee will help eradicate the recruitment of the casual employees who can be involved in insecurity acts as those who are found quilt of insecurity practices be sucked from the Hungry Jack's restaurant. Advancement opportunities creation will significantly impact positively to the HRM's efforts in retaining the casual employees who are talented in the restaurant. It is my recommendation that the HRM management of Hungry Jack's restaurant formulate strategies that will help them retain the talented employees by giving advancement chances to the most talented casual workers will reduce the resigning of these employees thus keeping the skilled casual employees. The real interview is necessary when seeking for qualified employees for the identification of the talented and qualified occasional recruits for employment. As a way of motivating the casual employees to keep working in Jack's restaurant, I recommend that the HR provides allowances to them as well as recruiting more talented casual workers will be necessary thus a. an initiative of retaining the casual employees. As an HR in the proper understanding of the institution is an important initiative as a way of understanding how to identify the most talented casual employees from the other casual workers. Besides, knowledge of what has expected of them casual employees as well as the company regarding products and services offered is required. Therefore, for the betterment of the service provision from the casual employees, the HR must strategically identify these talented casual employees and retain them in the Hungry Jack’s restaurant in Perth. CONCLUSION To the report, many analysis has been made pertaining the Hungry Jack's Burger restaurant why the HRM are unable to retain their talented casual employees. The greatest problem of concern Lack of motivation, creating of advancement opportunities as well as appreciating the talented casual employees were recorded as the main reasons fueling the inability to retain the talented casual employees. Besides, the increase in the competition for the skilled casual employees and the development brought about by the advancement in the technology are also lagging the HRM away from retaining their experienced casual employees. In the progress of curbing the issues affecting the HRM in Hungry Jack's burger restaurant, enough funds to cater for motivation, the creation of advancement opportunities and will help retain the casual employees in the restaurant. Besides, the adjustment of the wages to the talented casual employees should be made. These initiatives will encourage the employee to stay longer in the institution. The payments should be made in consideration of the casual employees’ education level, talents, as well as skills in them. 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Terry, A., & Forrest, H. (2007). Where's the beef-Why Burger King is Hungry Jack's in Australia and other complications in building a global franchise brand. Nw. J. Int'l L. & Bus., 28, 171. Thornton, L. E., Lamb, K. E., & Ball, K. (2016). Fast food restaurant locations according to problems affecting the HR, Australia. SSM-Population Health, 2, 1-9. Thomas, Desiree, and Cindy Zhou. "What are Some Best HR Practices in Response to Natural Disasters in Terms of Training and Communication" (2013) Appendixes 1. Survey questionnaire 2. Survey questionnaire Read More