Strategic Human Resources Management of Attica Restaurant - Case Study Example

Student’s Name Instructor Course Date Introduction Attica, located in Melbourne, Australia, is a fine-dining restaurant which both operated and owned by the one Ben Shewry. This restaurant has won various awards since the year 2010. Attica holds a position among the top 50 restaurants in Australia. This restaurant has always stood out because they always strive to do their own unique things which do not copy any other restaurant. Aside from this, Attica has always taken into consideration their staff members because they are the ones who play a critical role in ensuring that the customers derive satisfaction from visiting the restaurant. The mission of this firm is to create ensures uniqueness and quality in all their services without copying whatsoever. Aim of Strategic HR Strategic Plan The primary goal of the HR strategic plan is stabilizing and modernizing the Human Resource system; which entails the organization, processes, and people (Daley, 121). This is to be done through building its infrastructure followed by revolutionizing the core areas so that there could be a proactive response to Attica’s increasing needs of its workforce that plays a central role in the success of the restaurant. Following this, there was the recognition of the necessity of an effective long-term plan was which is what led to forming this Human Resource Strategic Plan. This plan is intended to support the mission for Attica Restaurant. Additionally, this plan will reflect the Human Resource’s cornerstones which will, in turn, inform the way the workforce will operate presently as well as in the future regarding communication, collaboration, and accountability. Ultimately, this strategic plan will entail the strategies and goals which will be helpful in modernizing and stabilizing the Human Resource System in the particular areas of retention, development, as well as acquisition. Stakeholders in the Planning The stakeholders who will participate in the planning process of this Human Resource strategic plan are the Human Resource manager who will be the leader, the overall organization manager, some employees, and a representative of the shareholder’s committee. Rationale for the Plan SWOT Analysis Strengths Some of the strengths of Attica Restaurant as follows; Uniqueness Attica always strives to be unique in all of their operations starting from the kinds of food they offer, the services, and customer handling, among other areas of operations. They serve tasty food, provides décor which makes the customers have fun and create memorable experiences for them as they eat, as well as great and quality services. Pricing Structure Attica Restaurant has a competitive and fair pricing structure. Something that stands out is that it offers a menu that is lower-priced as compared to other restaurants of its caliber which has enabled them to attract a lot of clientele. Ethnic Food One of the primary strengths of Attica Restaurant is that it focuses on preparing the traditional Australian food which is not a common practice with other restaurants. They prepare quality and affordable food which has made it become widely known. Weaknesses Workforce The workforce at the Attica Restaurant is not as competitive as they should be. Their services with the customers are not up to par, and this is a very critical factor. Employee Training There is inadequate employee training at Attica Restaurant which will be beneficial in showing them how to attend tables and explaining how the clients want a particular food to be prepared as well as presented. Opportunities Enhance the competitiveness of the workforce through adequate and regular training which will play a significant role in improving customer satisfaction which is among the primary goals of Attica. Attica could also embrace the advantage of implementing some of the upcoming trends like creating healthier foods like incorporating salads and organic dishes in their menu. Threats Competition poses a lot of threat for Attica. Since it is among the big restaurants in Australia, then several other restaurants are working towards getting to where Attica is. Thus, most of these competitors try to sell similar dishes as Attica or offer almost same dining experiences. The incompetency of Attica’s staff also poses a huge threat for Attica because if these employees are not performing well especially when it comes to handling clients, then it means that there would be minimal customer satisfaction which may push them away. Human Resource Functions and Policies The guiding principles of the Human Resources at Attica are as follows; Work share ideas as well as work collaboratively so that they can offer consistent and seamless customer services. Accountable so that they can use the resources in an ethical, effective, and efficient manner Promote and embrace an environment that is inclusive where every staff and customer is treated respectfully and fairly Encourage creativity and innovation through openly exchanging responsible risk-taking, progressive thinking, as well as exchanging ideas Inefficiencies of the HR Policies Leadership Instability During the various years that Attica has been operational, there has been the regular change of leaders. With each leader comes a whole new leadership system which has resulted in various inconsistencies and underperformances of the firm. Antiquated Classification and Compensation Structure There have been some ineffective practices which have been experienced because of the absence of the compensation and classification expertise. This resulted in the limitation of competitive recruitment as well as recruitment of talent. Programs for Professional Growth There was a lack of coordination between the chosen training topics and the employees’ needs for professional growth. This then jeopardized the relevance and usefulness of these training outcomes for value creation and knowledge retention towards meeting the goals of the firm. Legal Issues The various legal issues regarding implementation of this plan will include; Statutory Agreements These are the individual product of the negotiations between the employees and the management of the Attica. This will necessitate that the plan ensures that there is the inclusion of every employee in the process and that the provisions in the plan do not disadvantage the employees in any way. Common Law This law essentially prescribes the employment relationship in detail, and therefore, all the aspects that this law entails will need to be taken into consideration in the plan. Goals and Strategies Goal One; Stabilization of the Human Resource system and creation of the Human Resource infrastructure Strategies; Enhance and standardize the personnel policies of Attica Restaurant while negotiating the changes in the personnel policies in some of the identified areas of all the employees. This will entail the simplification of the employment terms like the transfer, promotion, hiring, and demotion terms. Enhance the internal efficiencies. This is to be done through establishing the role clarity for all the HR functions. It will also be done through the planning and evaluation of the intake establishment through the implementation of the Human Resource Help Desk. Regarding the internet pages of Human Resource, there will be a regular refreshment of the structure and content which will, in turn, offer an accurate and current information to the employees which is organized in such a way that there is easy accessibility. Goal Two; Addressing the Technological Needs for Automation of Core Processes Strategies; There will be the initiation of a three-year multiple-phased Human Resource Management Systems (HRMS) modernization and stabilization project which will address the current functionality, security, and stability issues found in the system. There will also be the acquisition and development of an effective implementation strategy for the staff Learning Management Systems. Goal Three; Establishment of workforce metrics and measures which will drive the decisions of the firm towards ensuring public stewardship is responsible Strategies Regarding establishing the workforce metrics and measures; there will be the identification of the dashboard metrics, and development of a plan to obtain and report data on the underlying labor force. Goal Four; Establishment of an integrated Attica workforce strategy which will support the oneness of Attica Strategies Assessment of the employee group model and then create a plan for the same Creation of an accountability culture through the implementation of a broad and extensive system of performance management for all the employees of Attica Provision of the information access to the resources which are utilized by the department and division chairpersons at Attica Expansion of the delivery library for personal and professional development KPIs for Human Resource Employee Retention This KPI will signal job stability of the employees at Attica Restaurant. This will then enable the Human Resource to learn the mean employee retention which is also associated with other core factors like the labor climate as well as the remuneration schemes. Training and Education This KPI will enable the Human Resource to boost the levels of productivity of the employees at Attica through the creation of particular strategies which will work towards boosting satisfaction and loyalty levels which staff feels when working in Attica. Mean time for achieving goals This will be a useful KPI when it comes to measuring the workforce’s efficiency to evaluate the time it will take them to accomplish particular goals and tasks that they have been given according to the positions that they hold in Attica. For example, the time required to serve customers and how many customers an employee can handle satisfactorily in a day. Technology Requirements It is evident that technology plays a critical role in the Human resource practices. In the implementation of this plan, the technology will help in the enhancement of the efficiency in which the plan will be implemented, and connect all the employees and stakeholders in the process. It will also be a critical component for the Human Resource regarding leveraging some of the new channels of communication like social media which will be essential in engaging with the customers and employees as well. There will also be the need for setting up an adequate strategy for Human Resources where they can work together with the IT department to ensure that this strategic plan will approach the various firm’s problems with the efficient solutions. Precisely, the Human Resource may embrace the cloud-based HR which will oversee that they engage all the stakeholders, and primarily the employees to shape the future of the restaurant for the better. Financial Requirements There will be the need for the Human Resource manager of the restaurant to collaborate with the necessary finance executives of the firm to determine and evaluate the needs of the employees so that they can ensure that their needs are met adequately through proper implementation of the HR strategic plan. Additionally, the financial aspect will need to be aligned with all the goals and strategies of the plan to ensure that the plan is sustainable. Implementation Since the Human Resource strategic plan has already been developed, then it is a must for it to be implemented. This strategy is flexible which means that it can be changed regularly depending on the varying company needs. The leadership of Attica will be the one which will set the particular tone of the plan implementation as well as the ways the employees will react. Following this, the firm’s executives will be required to embrace this new plan and then demonstrate to their subordinates that they are willing to use it. Thus, there will be a gradual implementation of this strategic plan where it will focus on adding or achieving one goal at a given time. This will be helpful in enabling the employees to become accustomed to the new organizational ideas slowly. Monitoring and Evaluation Regarding the monitoring and evaluation of the plan, the KPIs which have been highlighted above, and others which may be developed as needed will be the primary aspects which will be utilized in measuring the success of this implementation. In the process of monitoring and evaluation, the need for potential change will need to be identified. There will also be the need to monitor the legal regulations and requirements which could also be helpful in necessitating changes which may impact a business in a positive way. Precisely, there will be a team of four people who will be responsible for monitoring and evaluation process with each in the team monitoring one goal. Works Cited Daley, Dennis M. Strategic human resources management. Public Personnel Management, (2012): 120-125. Read More