Case Study Analysis: Stamina Foods' Human Resource Management Approach

This case study examines Stamina Foods, a quick-service restaurant chain facing high employee turnover, and analyzes the effectiveness of its human resource management practices. It evaluates the company's 'day-to-day management' approach, the benefits of employing the Organizational Health Index (OHI), and Stamina Foods' strategies for reducing the turnover gap, including selection and onboarding, daily management, and behavior and interaction. The analysis identifies areas where the company has performed well, such as defining key metrics and deploying the OHI approach, as well as areas for improvement, like enhancing behavior and interaction, and refining selection and onboarding processes. Recommendations for further evaluation include applying Hertzberg's dual-factor theory and embracing workforce diversity. The study concludes that effective HRM is crucial for talent acquisition, retention, and overall business success, and highlights the importance of addressing issues like lack of employee purpose, poor compensation, and ineffective management to reduce turnover rates. Desklib provides students with access to similar case studies and solved assignments to aid in their studies.

Managing Human
Resource

Table of Content
 Introduction
 Critically analyse the effectiveness of Part B “day-to-day management” and the “How they
are managed” section in the illustration. What were the benefits of employing the OHI
approach
 Critically evaluate Stamina Foods’ approach to reducing the turnover gap. What areas do you
think they have done well? What do you think could be improved upon? What other ways
could they evaluate this initiative
 Conclusion
 References

Introduction
 Managing human resource is strategic approach to efficiently supervising people within the
organisation in the manner which assist in gaining competitive edge. Stamina Foods is fast
service restaurant chain that employs around 1000 people across 120 restaurants in United
Kingdom. It is facing issue of annual employee turnover that is above its peers.

Critically analyse the effectiveness of Part B
“day-to-day management” and the “How they
are managed” section in the illustration. What
were the benefits of employing the OHI
approach
 Day to day management and how they are managed are some approaches used for
filling data gaps in a company. Stamina Foods is an organisation which offers
quick service restaurant services in UK. The business is suffering from issue of
annual employee turnover that is significantly above that of its peers.

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 Day to day management and how they are managed
 Day to day management is said to ensuring the aspect that the work gets complete
correctly as well as in timely manner. In Stamina Foods, day to day management and
how they are managed effectively determine daily maintenance processes and manage
practices of all employees. Within Stamina Foods, event of annual employee turnover
could be filled through supervision of daily practices and managing human resources
addition to environment.

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 Benefits of applying OHI approach
 Organisational Health Index (OHI) approach is a solution that measures along with tracks
organisational dimensions which drives performance. In Stamina Foods, purpose of
deploying OHI approach is to gain insights about practices undertaken by managers for
improvising health of the company. Within Stamina Foods, some of benefits that are
experienced by managers by deploying OHI approach:
 Benchmark organisational health
 Align organisation
 Drive business performance

Critically evaluate Stamina Foods’ approach to
reducing the turnover gap. What areas do you
think they have done well? What do you think
could be improved upon? What other ways could
they evaluate this initiative
 Employee turnover is number of organisational people who leave a company in
particular period of time that is one year. In other words, it is number of people
who quit the working or are asked to leave and replaced by new personnel. In
context to Stamina Foods, the business is facing issue of annual employee gap
above of its peers.

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 Evaluation of approaches that are used by Stamina Foods to reduce turnover gaps are as
follows:
 Selection and on boarding: The approach of selection is said to picking or selecting right
candidate that is most suitable for vacant position at workplace.
 Day to day management: The approach that looks towards directing and supervising day to
day practices which are executed on daily basis for the purpose of enhancing value and
profit is termed to day to day management.
 Behaviour and interaction: It refers to the approach to analyse working of employees at
workplace.

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 Areas within which company done well
Areas in which leaders of Stamina Foods have done well are as follows:
 Defining what matters
 Deployment of OHI approach

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 Areas of company that can be improved in future:
 Areas of Stamina Foods which could be improved on in future are as mentioned:
 Behaviour and interaction
 Selection and onboarding

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 Recommendations to company
 Managing human resource and reducing turnover gap is essential for all business. Other
way for evaluation of the initiative are as recommended to Stamina Foods:
 Hertzberg Theory: It is dual factor theory that could be applied by professionals of
Stamina Foods to cause job satisfaction among employees that leads to retain them at
workplace resulting to reducing employee turnover.
 Concept of workforce diversity: In Stamina Foods, it is recommended to managers to
adopt concept of diversity for making workforce heterogeneous.

Conclusion
 From the presentation, it is concluded that managing human resource is significant for
company to secure top talents, creating stronger onboarding, improving employee
retention, access to benefits and fewer compliance issues. All companies face problem
of increasing employee turnover rate due to lack of employee purpose, poor
compensation, being overworked, ineffective management and lack of motivation.