Resource Planning in Hell's Kitchen

This research study focuses on resource planning in Hell's Kitchen, a privately owned restaurant company in the UK. It discusses the principles of effective workforce planning, succession planning, managing under-performance and misconduct, and reducing labor costs. It also explores the role of government, employers, and trade unions in meeting future skills needs. The study concludes with an overview of the legal requirements in recruitment and selection.

RESOURCE PLANNING
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TABLE OF CONTENTS
Introduction......................................................................................................................................3
Assessment activities.......................................................................................................................3
2.1 Describe the principles of effective workforce planning with three examples and identify
what Hell’s Kitchen could do to identify skills demand..............................................................3
4.1 Manage practices of dismissals, retirements and redundancies that complies with current
legislation.....................................................................................................................................4
2.2 Discuss succession planning and its benefits to the organization..........................................4
1.4 Describe the role of government, employers and trade unions in ensuring future skills
needs are met...............................................................................................................................5
4.1 Explain good practice in managing serious under-performance and misconduct in Hell’s
Kitchen employees.......................................................................................................................6
2.3 Explain how labour cost and headcount can be reduced.......................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................9
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INTRODUCTION
Resource Planning is an important concept of Human Resource Management which
emphasizes on the optimum use of organizational assets so that the work aspects can be managed
in appropriate way (Gold and et.al., 2013). Proper planning is required for workforce
management and it is also useful for the reaching towards the aim and objectives of the
organization. The present research study has been made on Hell’s Kitchen which is a privately
owned company of restaurants and which operates business in UK. Currently, the restaurant
requires different staff members so as to manage the existing work procedure. Hell’s Kitchen has
also considered all types of contract flexibility including outsourcing and contracting out. Thus,
in such respect discussion has been included regarding principle of effective workforce that can
be used at the time of recruiting and selecting people in the organization. Lastly, researcher has
also mentioned need of good practice in managing under-performance and misconduct in Hell’s
Kitchen.
ASSESSMENT ACTIVITIES
2.1 Describe the principles of effective workforce planning with three examples and identify
what Hell’s Kitchen could do to identify skills demand
Currently, Hell’s Kitchen has many vacant positions; hence on that basis, it is crucial for
Hell’s Kitchen to emphasize on effective workforce planning as that will also aid in managing all
the organizational activities in the best possible manner (Pulakos, 2009). In this situation, it is
crucial for Hell’s Kitchen to ascertain the importance of employing efficient staff members so
that organizational work practices can be managed efficiently. While recruiting staff members
for the restaurant, it is essential for Hell’s Kitchen to employ the candidates on the basis of their
skills, capabilities and qualifications (Rao, 2004). This will also assist them to perform
organizational activities in effectual manner. The management should always consider
employing talented and skilled people who can meet changing needs of the clients.
Further, Hell’s Kitchen should also emphasize on analysing the needs and demands of
customers so that accordingly new services can be introduced in restaurant’s menu. This is also
crucial in terms of meeting organizational needs (Furusawa, Brewster and Takashina, 2016). For
instance- waiting staff should be recruited so that customers do not have to wait for the services
for longer time span. This is also crucial in terms of meeting the needs of customers at the time
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when it is required. Hence, while employing waiting staff member, the manager needs to ensure
that the candidate is active and hardworking. Another example can be observed in the area of
employing restaurant manager who is entitled to resolve all the doubts and queries of clients.
Such candidate needs to possess better communication skills while interacting with the clients.
4.1 Manage practices of dismissals, retirements and redundancies that complies with current
legislation
Dismissal, retirement and redundancies are some situations that are highly integrated with
legal values and prospects. This needs to be considered by Hell’s Kitchen so that legal issues can
be minimized on higher extent (Armstrong, 2012). At the time of dismissing any of the
employee, it is crucial for Hell’s Kitchen to give proper reason of termination to that employee
so that legal aspects can be met. In this respect, proper discussion session is vital to be carried
out so that specific reason can be given while dismissing any of the employee. Further, any
employee who is taking voluntarily retirement should also comply with legal procedure and
should submit notice period so that Hell’s Kitchen can make arrangement for replacement. All
such procedures are useful in terms of specifying what is required at the time of limiting the
employment aspects.
Moreover, at the time when any employee needs to take voluntary exist, then that person
needs to serve notice period (Freeman and Ceriello, 2011). The time period is essential to be
considered according to the legal notice as that ensures to meet all the mandatory requirements
stated under employment contracts of Hell’s Kitchen. In all such situation, employer of Hell’s
Kitchen should consider the value of Equality Law and on that basis, employment contract can
be managed accordingly. Further, Hell’s Kitchen should consider that specific reasons are must
to give at the time of reducing the number of employees. Henceforth, it is clear that legal
framework is essential to consider while carrying out any of the process in Hell’s Kitchen
(Ewerlin and Süß, 2016).
2.2 Discuss succession planning and its benefits to the organization
Succession planning is considered as a process that identifies and develops new leaders
who can replace old leaders at the time when they retire, leave or die. The main aim of adopting
succession planning in the organization is to focus on appropriate leadership and to prevent a
chaotic power by preventing a power vacuum (Armstrong, 2012). It is also one of the most
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important career development tools that is used by Hell’s Kitchen wherein the senior manager
determines the senior position by ascertaining and training the executives through bringing up
them on next level.
Benefits
 Formal succession planning is regarded as a systematic approach that prepares the
employees of lower level management to come up on higher levels in the coming years.
Thus, the process is essential for Hell’s Kitchen in terms of minimizing the operational
cost and also to train the middle level employees towards other organizational duties
(Beamond, Farndale and Härtel, 2016).
 It is also termed as a proactive approach which helps in filling top position at Hell’s
Kitchen. At the same time, it can assist the HR professionals to anticipate problems in the
process before they get started. This is highly crucial in terms of avoiding negative and
dysfunctional situation.
 It fosters cross-functional development and it also facilitates the integration of HR
planning at Hell’s Kitchen (Burney, 2016). Thus, it can be said that it not only supports in
connecting formats; but also it aids in managing organizational practices in effective
manner.
 At the same time, it aids HR managers in overcoming the limitations of reactive
management approaches. Further, it also fosters pro-active management approaches to
make organization a better place for work.
1.4 Describe the role of government, employers and trade unions in ensuring future skills needs
are met
On the basis of organizational requirements, it is being ascertained that Hell’s Kitchen
have been experiencing several financial issues; hence in consideration it is crucial for the
restaurant to focus on workforce planning. This is also essential in terms of managing
organizational practices in effectual manner and this can also help in meeting restaurant’s
practices. Moreover, in this context government and other private bodies can be involved so that
they can assist Hell’s Kitchen to meet all the future needs (Eisele and et.al., 2013). For instance-
government can assist Hell’s Kitchen in managing training and development aspects so that
employees can learn different aspects to manage their work dimensions in the best possible
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manner. This is also essential so that capability and skills of the employees can be enhanced.
Moreover, in this facet government can also make arrangement of funding bodies who can
contribute in managing organizational practices in appropriate way.
Thus, in this respect it can be said that assistance can also be acquired from trade unions
which is also a regulatory body and which defines the skills and needs of organization (Ewerlin
and Süß, 2016). Coming towards the role of employers, it can be said that managers of Hell’s
Kitchen should ensure that they are developing training session for the employees which aids in
maximizing organizational capabilities and performance aspects. Employers have clear idea
about the changing needs of organization; hence it is vital for them to enhance the capability
aspects through encouraging and promoting the workforce towards better productivity
(Fleetwood and Hesketh, 2010). Thus, this will also aid in meeting future requirements of Hell’s
Kitchen.
4.1 Explain good practice in managing serious under-performance and misconduct in Hell’s
Kitchen employees
If any of the employee at Hell’s Kitchen do not perform well or does misconduct; then
according to legal aspects, several actions can be taken. Thus, in such a case it is essential for
Hell’s Kitchen to give warnings in writing to the employees before ending the contract of
employment (Freeman and Ceriello, 2011). Legal aspects are required to be followed so that
employer can meet all its legal requirements; as failure of meeting such things can lead to legal
constraints. In such situation, employee can also claim under unfair dismissal and the Fair Work
Commission. For instance- after observing the under- performance of the employees, it is
essential for Hell’s Kitchen to observe and monitor the performance continuously so that areas of
improvements can be ascertained accordingly (Flouris, Yilmaz, Durak and Tanrıverdi, 2016).
Moreover, employees can give warning for the same to improve the performance aspects
and at the same time, it can also assist Hell’s Kitchen to meet all the requirements of the
restaurant. Moreover, regular meetings and follow up can be conducted so that discussion can be
made regarding improvements (Furusawa, Brewster and Takashina, 2016). However, on the
other hand in the case of misconduct from any of the employee, then manager of Hell’s Kitchen
needs to follow the Code of Good Practice and under that Schedule 8 of the Labour Relations
Act 1995 can be followed. At the same time, this also gives right to the employer to terminate the
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employee who found guilty for that misconduct. This is also essential in terms of following all
the disciplinary aspects.
2.3 Explain how labour cost and headcount can be reduced
Apparently, the needs and preferences of customers keep on changing and business
entities have to adopt the changing patterns. This is also essential in terms of retaining the
potential clients; hence this is beneficial for Hell’s Kitchen in many ways (Nakagawa, 2008).
However, when the employee fails to meet the changing needs of clients; then sometimes it leads
to downsizing which also reduces labour cost. In Hell’s Kitchen, if manager sees that employees
are not performing according to the determined standards; then they have the right to downsize
the number of employees. But, prior performing this, it is essential for the manager to specify the
reason and after that only, the number of employees can be reduced. Changing the amount of
compensation seems quite illegal especially prior giving any notice; hence such practice should
not be adopted in any sense (Gold and et.al., 2013). At the same time, Hell’s Kitchen can also
opt for cross- train employees in which specific employees are trained to handle a lot of activities
so that they can manage other activities as well.
2.5 Explain the main legal requirements in recruitment and selection
At the time of recruiting and selecting people at Hell’s Kitchen, it is essential for the
manager to consider the legal framework and the requirements are discussed as under:
 The Equality Act 2010 should be followed wherein equal opportunities and chances
should be given to all the candidates (Pulakos, 2009). This also prevents the candidates
from any sort of discrimination and exploitation.
 Further, Hell’s Kitchen should also consider qualifications and eligibility of the
candidate prior delegating any specific duty. In this manner, proper job profile can be
offered to the eligible candidate (Rao, 2004).
 Proper procedure of recruitment and selection needs to be followed so that legal issues
and challenges may not arise in any domain of the organization. Hence, it can assist the
candidates to get suitable job profile as per their skills and capabilities.
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CONCLUSION
On the basis of entire research work, it can be said that Hell’s Kitchen is required to
emphasize on resource planning so that all the organizational activities can be managed suitably.
In every context, legal aspects are required to be adhered so that Hell’s Kitchen can protect the
business functioning from all legal issues and challenges. In the study, discussion has been
included regarding needs of the employees that are essential to be considered from employee
welfare aspect.
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