Human Resource Management Assignment Nandos

Running head: HUMAN RESOURCE MANAGEMENT AT NANDOS
HUMAN RESOURCE MANAGEMENT AT NANDOS
Name of Student
Name of the University
Author Note

HUMAN RESOURCE MANAGEMENT AT NANDOS1
Abstract
Human Resource Management (HRM) is a method to determine strategies for the purpose of
employee management and for evaluating and enhancing employee performance. This paper
aims at analyzing the various aspects of an effective HRM body and offers a case study on
the various HR strategies undertaken by NANDOS, a restaurant chain of South-African
origin. The paper analyses the HR strategies of NANDOS in the light of various theories and
models on human resource management and offers recommendations to improve them as
well. To state in conclusion, the paper offers a careful study of the various models on human
resource management and examines the nature of the HRM body at NANDOS and explains
any scope of improvements within it.

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Table of Contents
Abstract......................................................................................................................................1
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
Task 1: Analysis of the Company’s Approach to its Human Resource Management...........4
Task 2: Recruitment and Selection at NANDOS...................................................................7
Recommendations for Improvements................................................................................9
Task 3: The Company’s Approach to Human Resource Development...............................10
Recommendations for Improvement................................................................................12
Task 4: Employee Motivation and its Scope at NANDOS..................................................13
Recommended Hybrid Theory.........................................................................................16
Task 5: Effective Leadership and its Characteristics...........................................................16
Recommendations for Improving the Effective Leadership of the HR Professionals.....19
Conclusion................................................................................................................................19
References................................................................................................................................21

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Introduction
Human Resource Management (HRM) is commonly known as a tool that is employed
by the Human Resource (HR) department of an enterprise to enhance and increase employee
performance under the strategic objectives of the employer. HR is generally concerned with
managing people within an organization, with the primary focus on the organization’s
systems and policies (Armstrong and Taylor 2014). The HR department looks after the
provisions such as employee-benefits, employee recruitment, performance appraisal, training
and development, and rewarding (management of payments and employee benefit systems).
A lot of factors work for the employment of the HRM activities directed at the organization’s
growth and employee satisfaction. NANDOS is a South-African organization recognized for
its Mozambican/Portuguese restaurant concatenation and gives much value to the HRM
activities. This paper offers an analysis of the various actions related to the HRM taken by
NANDOS and examines them in light of the various existing models. In the first section is
analyzed the company’s approach to its HRM. The second section of the paper provides a
discussion on the selection and recruitment strategies of the HR department while making
certain recommendations to improve the same. The third section offers a discussion on the
company’s approach to the human resource development (HRD) and makes suggestions for
further improvements. The fourth section of the paper examines and analyzes different
classical theories of employee motivation and combining these theories creates a hybrid
theory that might have a practical value for the organization. The fifth section of the paper
draws on existing relevant models to discuss the importance and features of effective
leadership with respect to the organization.

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Discussion
Task 1: Analysis of the Company’s Approach to its Human Resource Management
There are various theories and models explaining the role that the HRM of an
organization could adopt and implement. Among such models, the Nadler and Tushman
model, the Ulrich model, the Perspective model, and the Kearns model are of utmost
importance (Stredwick 2013).
The Nadler and Tushman model provides relevant diagnosis of organizational
behavior. It is stated that an organization depends on the workers either individually or
collectively in order for getting their work done. Management of organizational behavior is
therefore, crucial to management of tasks which involves an understanding of the individual,
group as well as organizational behavior patterns as a whole (Marchington et al. 2016). The
Nadler and Tushman model points out the important inputs, the crucial outputs and the
transformation process that characterize the functioning of the organization. The model is
based on how well components of an organization fit together.
Figure 1: Nadler and Tushman Model
Source: [Created by Author]

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The various inputs of the model represent various outcomes and opportunities of the
organization. Such inputs include environment that represents the external factors of the
organization, resources or the assets that the organization can access and use to its advantage,
the history of the organization that determines how it’s function is influenced by its past, and
strategy that determines the process by which the organization matches the resources to the
environment for satisfying demand. The outputs demonstrate what is produced by the
organization, how the organization performs as well as how effectively it works. This is done
by evaluation of the goal attainment of the organization and determining how well it is able to
meet its objectives, utilization of resources and its adaptability (Larsen, Manning and
Pedersen 2013). An organization is therefore the arrangement of individuals in a job structure
that is systematic and is guided by systems, procedures and policies for accomplishing some
specific purpose.
According to the Kearns model, HR strategy usually is more than just some HR
procedures and policies. It helps businesses to take into consideration the total human
implications of the business strategy and to make sure that the function of the human
resources and the strategies of the business are homologous (Aswathappa 2013).
The Ulrich model states that with the rising globalization, HR executives are
constantly discovering themselves in territories that are unfamiliar and in order to cope with
these changes they must show new competencies (Cascio 2014). According to Ulrich, there
are four competencies:
a. HR professionals should understand how their organization works especially the
business strategies and other important aspects of the organization.
b. HR professionals must work at enhancing and improving their skills continuously.