The task of this case study monitors staff performance by following the instructions of the scenario, whereby you are an excellent HR consultant assigned the task to execute and establish an efficiently functional rubric to accommodate the recent expansion. Five sections in the brief inform the necessary implementations, and policies for development.
Clearly stating legislation requirements to all employees on workplace premises demands imperative attention from all persons involved. Enhancing the safety and industrial legalities of a restaurant can make, or break, the business enterprise. The official collective body of Australian Workplace Relations Regulations (2008) is quite extensive. However, six areas of industrial relations law that affect restaurant operations, include the following concepts: (a) Workplace Inspectors, (b) Fair Pay and Conditions Standards, (c) Employee Bargaining Period, (d) Minimum Entitlements of Employees, (e) Rules for Management, and (f) Role of Governmental State Bodies (Sanitation Regulations). A first example of how I shall implement, and ensure strategic alignment objectives, is to have the premises thoroughly inspected and corrected. The second example of my diligent actions as HR consultant, enlists my services to compile and distribute a handbook of regulations and policy for everyone. Calling a mandatory meeting shall help to ensure compliance, and clarity of understanding.
Negligent issues of noncompliance, arising to form potential liability issues, must be avoided at all costs. As an expert guide, a main risk management focus shall give attention to EEO. I shall develop fruitful patterns of exchange, and create beneficial win/win situations from (and among) employees. Respect at every level recognizes that people need flexible hours, yet dedicated workplace relationships. I will implement a flexible schedule in which employees may trade shifts with one another, when necessary. Discrimination of any kind shall not be tolerated, and professional behavior excludes intimidation behaviors. Bi-weekly meetings and open-door policy shall persist. I shall also encourage suggestions for improving client relations and service delivery.
Recruitment adequacy and superior solutions to identify the best fit for employees, and restaurant alike, formulates an outcome for success. To become an employer of choice, the restaurant must maintain a top reputation of client service and desirability for employment opportunities. I intend to create a new company-restaurant environment designed to utilize all the best talents of employees. To facilitate this strategic goal, I will employ three steps in the HR department design. Overall objectives include the aforementioned goals of excellence, and the drive to maintain (or attain) a competitive edge in the restaurant business within proximity of my geographical area.
(a) Orientation Design: A welcome meeting of new employees, with current staff, shall outline their rights by showing a video and giving each a handout of policy. Clear communicated policy breaches will outline legal and organizational conditions of employment. I will happily hire a hostess whose physicality may embody a crippled limp, in one of her legs, as long as she has a positive attitude, clean appearance, and a winning smile. Any comments, for example, about her disability will not be tolerated.
(b) Timeline for Orientation: Month One shall re-create dishes, and familiarize new bartending staff with the core set up. Month Two shall ensue routine feedback meetings, and assuring employees of their rights. Month Three shall introduce mandatory monthly ‘Performance Race’ day, during which every employee will meet at the restaurant to briefly discuss ways to improve service procedures towards customers. I shall announce the first recipient of the Employee of the Month award, dispensing a 2-day free car rental pass.
Obviously unforeseeable situations occur. Diversity management includes the HR consultant’s ability, and duty, to plan for any kinds of risks that may ensue.
The underlying philosophy of this HR consultant influences the best workplace environment by the adoption of the ‘Servant Leadership’ philosophy and attitude. The book, the Mentor Leader, by Tony Dungy shall be mandatory reading for each staff member. A video interview of the author helps staff to understand servant leadership, the idea that we are all in this effort together. My attitude shall reflect a genuine caring for each and every person, as a fellow human being on this planet. Liden, Wayne, Chenwei, and Meuser (2014) describe the Servant Leadership theory in application to a restaurant environment. In the study, Liden et al. 2014: 1434-1452) state that the premise encompasses the motivation of employees to lead to satisfying workplace ambiance, encouragement of participation in community activities, and truly engaging to help subordinates to be successful and grow. All the policies in the world cannot teach you to be a better human being. I will stress this, and outline a reward-system strategy for performance and implement a pay-raise system for employees who receive customer compliments. This approach maintains a strategy to mitigate any panic situation that may arise, and models an open-door policy. This policy shall invite persons to an ‘emergency’ meeting place/office to address any situations demanding immediate attention.
Three Problem-Solving Processes: Meeting review of what occurred; precise description of arisen conflict; Cooling off period of 72 business days gives the HR Manager to review the situation with legal consultant to confirm restaurant and State policies had been followed. Two reasons all handling of relevant employee disputes must be handled fairly and equitably, are because the restaurant could earn a bad reputation, and the government might impose criminal penalties. If a formal hearing is required, as an expert HR consultant I shall also recommend a company attorney, who specializes in restaurant business regulations, to retain. An unfair dismissal claim can result from not establishing clear protocol in the first place.
Reference List:
Australian Industrial Relations Commission. (2008). Workplace relation regulations 2006.
Available at: http://www.airc.gov.au/legislation/wrr.htm
Liden, R, Wayne, S, Chenwei, L, & Meuser, J 2014, ‘Servant Leadership and Serving Culture:
Influence on Individual and Unit Performance’, Academy of Management Journal, 57,
5, pp. 1434-1452, Business Source Complete, EBSCOhost, viewed 13 November 2014.
Slide Share. (2011). Management of industrial relations. Available at:
http://www.slideshare.net/birubiru/management-of-industrial-relations
