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Running Head: THE FOOD INDUSTRY Benefits that should be made available to Food Industry Employees: The industry research and analysis data very evidently proves that employee turnover rates are quite high in the food industry. Therefore, the higher management needs to certain core benefits that should be extended to the employees pertaining to this sector to reduce the wastage of time and resources spent in recruiting, hiring ad retention of the employees. In the year 2017, food industry witnessed that the average tenure of maximum employees was only one month and 26 days (Jehanzeb, Hamid, & Rasheed, 2015), thus such a high employee turnover suggests necessary reforms that must be ensure to bring development in this industry. Thus this acute problem of demand and supply of labor in the food and beverage industry needs to address in the most important and strategic manner. Today retaining employees require the application of more non-traditional workplace benefit schemes than choosing the regular ones. Thus the most obvious benefits that should be made available to food industry employees are:Health Insurance benefit.This is required for the employees of every sectors present in the Food industry that is be it a chef, a dietician, or someone of managerial level (Shields,et al. 2015). Though there are no such mandate federal or state laws for the extension of health-related benefits to the employees of food industry sector but such security benefits is always beneficial in attracting and retaining employees in the longer run. Employees belonging to food industry sector are generally required to work on statutory holidays like New Year’s Day, Christmas day, Good Friday and many more. Thus the management must ensure that the employeesreceive holidayson alternate days as well as must be entitled to receivefree mealsat least on these occasions. Apart from these, dedicated employees or staffs must berewarded with an paid annual vacation, as it is believed that these help boost employee’s moral and better the productivity of the employees. These small gestures go a long way in recognizing the benefits of
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1THE FOOD INDUSTRY the employees and making them feel that their involvement with the organization is greatly valued. Moreover it has been observed that more than 85% of the unused restaurant food land up in the trash, thus feeding it instead to the employees is not only a humble gesture of the organization towards its employees but also ensure proper waste management strategy (Thi, Kumar & Lin, 2015).Rewarding the employees loyaltyis often found missing in the organizational cultural which largely impacts the employee turnover rate. For instance maintaining and remembering the birthdays of the employee’s and celebrating it in the organization. Other major and minor employee achievements must also be recognized and rewarded either through monetary or non-monetary benefits (Tessema, Ready & Embaye, 2013). It has been observed that cash bonuses have been a great motivational tool for employees to reduce employee turnover and efficiently manage employees who tend to be less punctual or pone to the habit of taking uninformed leaves and seem less interested towards maintain the required productivity. Another important consideration regarding this profession that the employers must consider isthe shift durationsand the shift timings. The employers must provide clear notices regarding the start and end time of shifts for the employees and also other specific details regarding when the meal break can be allotted to the employees (Bryant & Allen, 2013). Presence of other provisions likesplit shiftshelps in increasing the working flexibility if employees and altogether better manage the wok stress and remain productive as well. Specifically if restaurants are considered, on any occasion or certain specific days there is a lot of rush and customers, thus in this case there might be a requirement to make changes in the shift time of employees. In that case the employees must be informed beforehand, and for any overtime the employee must be paid without much delay. Even during such days, the employees areentitled to receive meal breaksfor at least half an hour after working for five hours straight.
2THE FOOD INDUSTRY The organizations present in the food industry must lend equal focus onteam building activities as it has been observed that employees spend more than 90,000 hours in the working space in their whole life time (Aga, D.Noorderhaven & Vallejo, 2016). Thus it is very important to encourage team building activities which might include a team meal for experimenting the new menu and asking suggestions from the staffs for bringing improvement in the same. Outdoor events which require team participation like rock-climbing or bowling are great ways of building up the team spirit and help employees coordinate and communicate with each other more openly. Another critically significant factor which must be emphasized by the employees of the food industry isassuring professional development of the staffsto ensure that the skills and expertise of the employees’ are nurtured and developed with the best possible training heads and receive proper guidance under the industry experts. Maximum employee turnover has been associated with the extreme lack of professional growth opportunity within this sector. Smart learning techniques must be observed by the firms to help the employees build their professional profile. Therefore online learning platforms like Skillshare or Lynda can be chosen as appropriate platforms for sharpening the creative and business skills of employees. Skill shortage has been a significant challenge in the food industry, which in turn is directly affecting the employment rate in this industry sector. Thus the employees must enjoy the benefit of being exposed to industry specific learning to help expertise on their available skills and talents. Apart from work place training benefits and facilities the employers are required torecognize and grant leaves to employeeson event of special requirements to ensue flexibility of work place operations. These leaves includepregnancy leaves, parental leaves, family responsibility leave and bereavement leave(Dobre, 2013). Though theses leaves are unpaid but are very necessary for the welfare concerns of individual employees of the organization.
3THE FOOD INDUSTRY These benefits needs to be ensured to the employees of the food industry not just to help the companies reduce their employee turnover raters but overall create a team of satisfied and happy staffs,, who would definitely ensure better productivity for the firm. Designing and managing employee benefit schemes is undoubtedly a costly endeavor for any employee. Thus it requires proper analysis and planning which in turn includes few steps like: Identifying the organization’s benefit objective and total budget availableto finance these initiatives. The benefits objectives must completely align with the overall mission and vision of the company and equally determine how much budget has been allocated for the same. The second step is toconduct a need assessment surveyamong the existing employees regarding their expectations from the organization which would be beneficial for the firm to prepare its policies. This in turn increases the level of employee participation as well as maximizes satisfaction of the employees towards the organization. Based on the finding from the analysis and survey abenefits plan program is designed.The next step in the process is to communicate these benefit plans to the employeefor harnessing their level of acceptance towards the policies and the final step toensure the success of the process isevaluating these policies in specific intervals(Jehanzeb & Bashir, 2013)to see how effective it stands in the changing market scenario along with the changing demands and expectation of the employees. There has been several argument and counter arguments regarding why employers should extend benefits to their employees particularly if the concentration is laid of the food industry. It is one of the primary way of ensuring personal and professional success of the employees and create a more productive more environment as a whole.
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4THE FOOD INDUSTRY References: Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project success:Themediatingroleofteam-building.InternationalJournalofProject Management, 34(5), 806-818. Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175. Dobre, O. I. (2013). Employee motivation and organizational performance. Review of applied socio-economic research, 5(1). Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2). Jehanzeb, K., Hamid, A. B. A., & Rasheed, A. (2015). What is the role of training and job satisfaction on turnover intentions?. International Business Research, 8(3), 208. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
5THE FOOD INDUSTRY Tessema, M. T., Ready, K. J., & Embaye, A. B. (2013). The effects of employee recognition, pay, and benefits on job satisfaction: cross country evidence. Journal of Business and Economics, 4(1), 1-12. Thi, N. B. D., Kumar, G., & Lin, C. Y. (2015). An overview of food waste management in developing countries: Current status and future perspective. Journal of environmental management, 157, 220-229.