Analysis of HRM Related Issues in The Wales Cafeteria

This research was conducted on a small business enterprise The Wales Cafeteria in the city of Sydney, Australia. The research focusses on matters affecting the business revolving around the HRM. It brings out findings on the pathway of success in the business, the relationship in the business among the customers, employees, and employer.

1
RESEARCH REPORT
Report on Analysis of HRM Related Issues in The Wales Cafeteria
Name
Institution

2
RESEARCH REPORT
Executive summary
Today many businesses have fallen due to an incompetent HR department. This research was
conducted on a small business enterprise The Wales Cafeteria in the city of Sydney, Australia.
The research focusses on matters affecting the business revolving around the HRM. It brings out
findings on the pathway of success in the business, the relationship in the business among the
customers, employees, and employer. The report focuses on the gender issues in the business and
tries to bring the demography aspects in the business and how they affect the business negatively
as well as positively.

3
RESEARCH REPORT
Table of Contents
Introduction.................................................................................................................................................4
Scope of research.........................................................................................................................................4
Research methods........................................................................................................................................5
Data analysis...............................................................................................................................................5
Findings.......................................................................................................................................................5
Demographic profile................................................................................................................................6
Programs offered by the employer to the employees...............................................................................6
Workplace relations.................................................................................................................................6
Nature of the business and current performance......................................................................................7
Conclusion...................................................................................................................................................7
Recommendations.......................................................................................................................................7
References.................................................................................................................................................10
Appendix...................................................................................................................................................11
Questionnaire.........................................................................................................................................11
Personal notes........................................................................................................................................12

4
RESEARCH REPORT
Introduction
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.

5
RESEARCH REPORT
Research methods
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.
Data analysis
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.
Findings
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.

6
RESEARCH REPORT
Demographic profile
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 50
Number of male workers 40
Number of female workers 10
Workers aged 19-25 27
Workers aged 25-35 15
Workers aged 35-40 8
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.
Workplace relations
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.

7
RESEARCH REPORT
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.
Conclusion
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.
Recommendations
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

8
RESEARCH REPORT
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

9
RESEARCH REPORT
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)

10
RESEARCH REPORT
References
Bach, S., Edwards, M. R. (2013). Managing Human Resources: Human Resource Management in
Transition. John Willey & Sons.
Barrett, R., & Mayson, S. (2008). International Handbook of Entrepreneurship and HRM. Edward Elgar
Publishing.
Burke, R. J., Nobelt, A., Cooper, L. C. (2013). Human Resource Management in the Public Sector. Edward
Elgar Publishing.
Carbery, R., Cross, C. (2013). Human Resource Management: A Concise Introduction. Macmillan
International Higher Education.
Cappelli, P., & Novelli, B. (2010). Managing the Older Worker. Havard Business Press.
Currie , D., Gormley, T., Roche, B., & Teague, P. (2016). The Management of Workplace Conflict:
Contrasting Pathways in the HRM Literature. Blackwell Publishers.
Cooper, L. C., Burke, R. J. (2011). Human Resource Management in Small Business: Achieving Peak
Performance. Edward Elgar Publishing.
Dr Hueman, M. (2015). Human resource management in the Project-Oriented Organization: Towards a
Valuable System for Project Personnel. Ashgate Publishing, Ltd.
Ferdman, B. M. (2013). Diversity at Work: The Practice of Inclusion. John Wiley & Sons.
Leach, M. (2015). Gender Equality and Sustainable Development. Routledge.
Maalderink, Y. (2014). Human Resource Management: Functions, Applications, Skill Development.
CreateSpace Independent Publishing Platform.
Grant T., Savage, Myron D., Khatri, N. (2010). Strategic Human Resource Management in Healthcare.
Emerald Group Publishing.
Hayre, A., (2015). Human Resource Management. Roles of Line-Managers And Stages of HR Planning.
GRIN Publishing.
Lewis, D., & Jefferson, M. (2014). Employment Law Concentrate. Oxford University Press.
Miller, V. D., & Gordon, M. E. (2014). Meeting the Challenge of Human Resource Management: A
Communication Perspective. Routledge.
Ord, J. (2016). Youth Work Process, Product and Practice:Creating an authentic curriculum in work with
young people. Routledge.
Wittenberg-Cox, A. (2014). Seven steps to Leading a Gender-Balanced Business. Havard Business Review.

11
RESEARCH REPORT
Appendix
Questionnaire
Analysis of HRM-related issues
Name……………………………………………………………….
Age…………………………………………………………………….
Gender Male……. Female……
Nationality Australian…… Other (specify)….....................................
How long have you worked in the Wales Cafeteria?........................................................................
What time does the business open and close on a typical
day?......................................................................................
How many customers do you averagely serve in an
hour?.......................................................................................
What is your take on the progress of the Wales
enterprise?..........................................................................................................................................
...................................................................................................................................
How do you relate with customers in the day to day
service?..............................................................................................................................................
....................................................................................................................................

12
RESEARCH REPORT
What are your qualifications to serve on your current position in the
organization?......................................................................................................................................
....................................................................................................................................
What is the nature of your relationship with your
employer?...........................................................................................................................................
....................................................................................................................................
Which employee programs are provided by the management and how relevant do you find them?
............................................................................................................................................................
..........................................................................................................................
What do you think needs to be implemented by the management that has not been implemented
earlier for the business to attain
success? .............................................................................................................................................
...
Where do you see Wales the wales cafeteria in the next ten
years?.....................................................................................................................................
Personal notes
 The wales Cafeteria was established in 2016.
 The management is composed of family members with the father as the general manager.
 There are 50 workers. 40 men and 10 women.
 The workers have black and white attire.
 The wales cafeteria has a maximum capacity of 400 customers at a particular time.

13
RESEARCH REPORT
 Work recruitment in Wales is based on level education, that is a degree in catering. No
practical work experience is required