Managing the Human Resource: Employee Engagement, AI, Flexible Working Practices, and HR Strategies

This report analyzes the effect of employee engagement strategies employed in Hungry Donkey, the relevance of artificial intelligence for current and future HR professionals, the usefulness of flexible working practices in developing employee performance, and the effectiveness of soft HR practices compared to hard HR strategies.

Managing the Human
Resource

INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Critically analyse the effect of the employee engagement strategies employed in Hungry
Donkey.........................................................................................................................................3
How has the use of metrics enabled Hungry Donkey to engage employees? What other
strategies could they have used?..................................................................................................4
With reference to published literature, critically evaluate to what extent this employee
engagement initiative could be applied to other organisations....................................................5
Critically evaluate the relevance of the components in the Hungry Donkey engagement model
discussed above...........................................................................................................................5
PART 2............................................................................................................................................7
Critically evaluate the relevance of artificial intelligence for current and future HR
professionals. What potential ethical issues may ensue?.............................................................7
Critically evaluate the usefulness of flexible working practices in developing employee
performance.................................................................................................................................8
Critically reflect on the statement “Leaders that implement Soft HR practices are more
effective than those that employ Hard HR strategies”. Justify your response by referring to
examples from real organisations................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management (HRM) is the practice of recruiting, hiring, deploying and
managing the employees of an organization. HRM is often referred to simply as Human
Resources (HR). The human resources department of a business or organization is basically
responsible for establishing, implementing and monitoring policies for workers and the
organization's relationship with its candidates (Zahar, Ismail, and Rashid, 2021). The
management consider in this report is Hungry Donkey. Hungry Donkey is a quick service
restaurant chain which employs 1,000 people across 120 restaurants in the UK. Tom Beech, the
Compensation and Benefits Manager characterises the management approach there as ‘if it
moves, we measure it’, and a variety of metrics are used to assess the reward practices he
designs. The company hired Professor Jack Smith to study the work experiences and found the
functioning of the business who had its general positive effects on the skills and employability of
young individual.
PART 1
Critically analyse the effect of the employee engagement strategies employed in Hungry Donkey
Effect of the employee engagement strategies
The term employee engagement refers to the section of obligation and assembly that an
employee has with the business of management of Hungry Donkey. Employee engagement has
become a crucial factor for company success and effectiveness in present highly competitive
field of the market. A high level of engagement promotes talent retention, promotes consumers
loyalty, and enhance the managerial performance and stakeholder values (Brenton, and
Bouckaert, 2021). As in relation to the Hungry Donkey, the management concentrates on how to
enhance employee satisfaction and the variations that will not essentially lead to enhanced the
key performance that are follows -
 Satisfied and Happy Employees - Employee engagement is termed as the manner that
involves many ways to increase employee job satisfaction. The employees who are
engaged are highly satisfied with their job role than others. As by concentrating on
employee engagement the management can develop a positive work culture that maintain
the managerial success as effectively. When employees are effectively satisfied with their

job role then they put their extra effort into their work and enhance their global field of
performance.
 Improved consumer experience - A customer centric methods always maintain the value
to the business of management in the Hungry Donkey. By concentrating on employee
engagement will help them to fill the gap among how the business to treat its employees
and how the candidates are expected to treat their consumer. By involving employees
tend to be better-off (Mubarak, Petraite, and Kebure, 2021). Hence, it will offered a
better consumer experience as effectively and efficiently. When the consumers are
satisfied with the facilities offered to them it basically leads to the success of the
management. Innovative work approach - Repetitive tasks lead to disconnection and loss of attention
in candidates. When they concentrates on employee involvement and strategy a
stimulating task balance for their candidates with the suitable manner of approaching
their workplace orientated task with variations.
How has the use of metrics enabled Hungry Donkey to engage employees? What other strategies
could they have used?
Engage employees’ strategies
Employee involvement will support to develop the suitable work situation to support the
candidates in their career growth and have open communication at their workplace. As in
relation to the Hungry Donkey they have engaged employee’s strategies that are as follows –
 Adopt a Bottom up Approach - This research present that 1 in 6 employees are not
satisfied who are looking for their new job role. The investigation that should be an
effective manner to division the employee engagement strategy. They ask for their
thoughts efficient they feel respected, allowed, respected and maintain their dealing that
will belong to the business of management of Hungry Donkey.
 Promote two way Communication - To advance the employee involvement, the first
obligation is to hold up the candidates in the business of management (Gauer, and
Germann, 2021). If management act enigmatic and only disclose source of data that will
maintain the need to know basis, it will likely maintain the lower involvement levels
among their staff faculty.

 Encourage Community Participation – As the business of management that are
fundamentally encourage community participation of every and each staff faculty fulfils a
certain task and helps the community as a global field as effectively and efficiently (Hall,
2021). To motivate this communal spirit between their candidates, any involvement
action that will support, from managing an effective yearly experience to simply taking a
staff faculty out to dine.
With reference to published literature, critically evaluate to what extent this employee
engagement initiative could be applied to other organisations.
Employee engagement initiative could be applied to other organisations
 Hold a synthesis sessions - The continuing time is dedicated to have open conversation
on many demands of candidates who have sessions about the business of the management
of the Hungry Donkey and maintain the candidates that might have blockers to their skills
as it will support the management to accomplish their orientated targets as effectively and
efficiently.
 Bring company values to life - In respect to earn the candidate mark on a course of value,
the new recruit has to ask what will be the cost earnings of the candidates. Hence, the
new entry will paraphrases the feedback to make sure and will also to know the manner
its significance and application.
 Host a customer panel - Each consumer will explains that how the use of their product or
service has had a positive impact on their business and shares that some things they
would like the product or service to be (or how the product or service failed and its
outcome). The similar term of approach might be utilised with internal consumers.
 Ask employees to write their role description - The original job description and the most
recent written job description are verified by the manager of the business of management
of the Hungry Donkey (Rehman, and et.al., 2021). If it is uneven, the manager and
workers are motivated to discuss possible arrangements. The manager will also be
motivates to share their key term of knowledge with Human Resource to develop various
necessary adjustments to the engagement procedure or job descriptions.

Critically evaluate the relevance of the components in the Hungry Donkey engagement model
discussed above.
Hungry Donkey's engagement model divides the contribution of 4,444 employees into
two components: competence and trust. The Confidence Index is a summary of the responses to
questions such as people who wait to get to work, feel motivated in their work, and are proud to
work for the company (Jeannerod-Dumouchel, 2021). The total index increased from 69 percent
in 2013 to 81 percent four years later. All its training and qualification initiatives are aimed at
developing the competence of employees who, in the survey with questions on personnel, feel
that they have received the necessary training, are capable of satisfying customers and have
effective performance evaluations.
 High Touch On boarding / High Touch Post On boarding – As it is the first hybrid
engagement model and is the high- touch on boarding approach that coordinate with the
high-touch post - on boarding methods. It is a distinctive model that are utilised for
managerial accommodation services management for those who are selling in the
creativity section as effectively and efficiently.
 High Touch On boarding / Low Touch Post On boarding - The second hybrid
engagement model is the high contact on boarding method that will coordinate with the
low contact post - on boarding method (Samara, Jamali, and Parada, 2021). Such sort of
the model is utilised by the various organisation of business that have complex goods and
facilities that requires to be deeply arranged or determined and that might have various

buyers who engaged in the procedure. Hence, after dealings are won, the consumers are
generally switch to a low contact approach or an up keeping approach where the
interpretation will maintained digitally, automation, alerts, and targeted communications.
 Low Touch On boarding / High Touch Post On boarding - The third hybrid
engagement model is the low contact on boarding method that are relates with the high
contact post on boarding method (Sullivan, and Al Ariss, 2021). Such sort of the model
is basically utilised when the business of management of the Hungry donkey can
effectively sign up for the varied term of their goods and facilities by a website, but it
require high and effective set of the training and on-going resources for longer period of
the success in the field of area.
 Low Touch On boarding / Low Touch Post On boarding - The final hybrid engagement
approach is the low contact on boarding approach that will relates with the low contact
post on boarding section and the basic set of the manner. Such sort of the model is
generally utilised by applications or very low cost facilities of the business of the
management of the Hungry donkey business in which the goods is very instinctive and is
generally billed mechanically on a monthly or yearly basis sections as effectively and
efficiently.
PART 2
Critically evaluate the relevance of artificial intelligence for current and future HR professionals.
What potential ethical issues may ensue?
As the present scenario reflect that the Artificial Intelligence is playing an effective role
in converting Human Resource and the workforce in the present term of the period. By reducing
human bias, enhancing the efficiency of individuals screening, enhancing the individual’s
dealings, improving compliance, increasing receiving of metrics, and enhancing on the job
learning that have varied sort of the advantages as in relation to the business as effectively and
efficiently (Tanjung, 2021). The survey includes views on compensation and 4,444 work
practices among hourly employees. 77 percent agreed that their salary and benefits are
competitive, 80 percent said they are respected and recognized for their work, 84 percent that
executives behave in a manner consistent with company values, and 85 percent are with their
personal development and satisfied with their growth opportunities as effectively and efficiently.

The proportion of engaged employees increased from 77 percent in 2017 to 82 percent in 2018.
The hungry donkey engagement model divides employee contribution into two components such
as competence and trust.
When it comes to Artificial Intelligence in Human Resource it will refers to the basic
section. It will refers to the most interesting division of the individual analytics and the interface
among the artificial intelligence and human capability. Investments in Artificial Intelligence are
developing exponentially (Brataas, 2021). Various researchers predicts that the Artificial
Intelligence in the field of the market will develop from $ 12.5 billion in 2017 to $ 46 billion in
2020, affecting all business exercise in almost all sectors as effectively and efficiently.
With the cognitive technologies that are presently accessible on the field of the market
that utilise Artificial Intelligence and their main effect so far that has been ready to enlarge the
present job functions and on the other side it will not remove individuals as effectively.
Machines or systems that will obviously discuss, learn, and communicate with individuals are
generally ready to continue and also to eliminate the manner of the repetitive job role of the
tasks. It will support the individuals to do their jobs better and quicker and free up time for
highly interesting responsibilities.
Cognitive technologies will basically enables the individuals to move into new and more
rewarding responsibilities. As per to its result, most of the business management and their
employees are likely to practise the positive effects from Artificial Intelligence powered
knowledge and mechanisation.
Critically evaluate the usefulness of flexible working practices in developing employee
performance.
Flexible hours is an employer tool that are utilised to decrease the employee stress and
improve 4,444 employee performance and job retention. Flexible work hours are a substitute
work schedule that are compared to regular work arrangements (Dorow, and Jean, 2021).
Flexible work hours are generally agreements between an employee and their employer in which
they agree on flexible work hours and both parties benefit. As in respect to all the measures that
are taken by the employer to improve Performance in order to increase the number of workers,
retain talented and qualified workers and reduce work stress, some employers still face these
problems for reasons that have not been investigated effectively. The purpose of this study,
therefore, is to examine the role of flexible hours in employee performance, employee retention,

and job stress. The introduction of flexible work schedule structures and guidelines in all public
and private organizations would help in determining the manner of the solutions to the varied
term of the challenges of the work and family conflicts.
Critically reflect on the statement “Leaders that implement Soft HR practices are more effective
than those that employ Hard HR strategies”. Justify your response by referring to examples
from real organisations.
They use a social media recruiting strategy to attract new employees to their brand. They
then offer compensation and benefits at the time of the pandemic so that employees are
motivated and can work more effectively in the organization (Koellen, 2021). At the time of
Covid-19, the company offers its employees various online training and development sessions
for new employees. Also in the form of e-learning and coaching, so that employees can improve
their communication and leadership skills.
HR practices will help the organization and employees to increase their productivity and
potential, and this leads to the achievement of goals and objectives. As there are varied term of
the individuals in the business of the management of the Hungry donkey who are encouraged to
use training and development methods, performance appraisal programs, and recruitment and
selection strategies to encourage their employees and work toward allocated work in an effective
and specific way. In addition to the culture of the business it will influences the behaviour and
efficiency of its employees. When a culture of the work environment is positive and healthy, it
can lead to the achievement of goals and objectives of the organization (Rogers, and et.al.,
2021). Companies that employ various hiring and firing strategies at the time of the hiring and
selection process. You should focus more on the qualities of the employees than on their
education. They offer different types of training, such as continuous training, e-learning and
coaching. The company must provide compensation and benefits to employees for their hard
work so that employees can be motivated. This can lead to employees being retained in the long
term and ultimately reduce the employee turnover rate.
CONCLUSION
From the above mentioned report it has been concluded that, the HRM model utilised in the
business is the standard casual model. The management has a strong position in the field of the

economy. As there are various human resource management strategies that the External Business
Consultant plans, that can also be helpful to employees and support the development. The
company utilise several job creation strategies that will support their employees to stay
encouraged and offers them global manner of the opportunity to satisfy the further position. The
management utilise various human resources strategy that will support them in creatings value
for their employees.

REFERENCES
Books and Journals
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Managing Virtual Teams: The Workplace of the Future. Advances in Humanities and
Contemporary Studies, 2(1), pp.8-14.
Brenton, S. and Bouckaert, G., 2021. Managing public museums appropriately and
consequentially: the distinctiveness and diversity of leading organizations. Public
Administration Review, 81(4), pp.715-727.
Mubarak, M.F., Petraite, M. and Kebure, K., 2021. Managing Intellectual Capital for Open
Innovation: Components and Processes?. The Dynamics of Intellectual Capital in
Current Era, pp.149-169.
Gauer, S. and Germann, B., 2021. Managing COVID-19 in workplaces–a theoretical framework
for integral employees’ health. Journal of Corporate Real Estate.
Hall, O.P., 2021. Managing employee turnover: machine learning to the rescue. International
Journal of Data Science, 6(1), pp.57-82.
Rehman, S., and et.al., 2021. What if it is too negative? Managing emotions in the
organization. Management Science Letters, 11(5), pp.1489-1498.
Jeannerod-Dumouchel, N., 2021. Competences and Work Contexts: Learning from the French
Ergonomic Approach. In Managing Competences (pp. 179-196). Taylor & Francis.
Samara, G., Jamali, D. and Parada, M.J., 2021. Antecedents and outcomes of bifurcated
compensation in family firms: A multilevel view. Human Resource Management
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Sullivan, S.E. and Al Ariss, A., 2021. Making sense of different perspectives on career
transitions: A review and agenda for future research. Human Resource Management
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Tanjung, B.N., 2021. The Role Of Educational Management In Managing Citizenship Learning
In Technology Based Primary Schools In The Era New Normal. EduTech: Jurnal Ilmu
Pendidikan dan Ilmu Sosial, 7(1), pp.139-144.
Brataas, K., 2021. Managing the Human Dimension of Crises: Caring for the Bereaved,
Survivors and First Responders. Routledge.
Dorow, S. and Jean, S., 2021. Managing liminal time in the fly-in fly-out work camp. Human
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Koellen, T., 2021. Diversity management: A critical review and agenda for the future. Journal of
Management Inquiry, 30(3), pp.259-272.
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