Evaluating HR Practices for Employee Commitment: Afrein Indian Cuisine

This report evaluates the best HR practices for gaining employee commitment, focusing on Afrein Indian Cuisine in Gold Coast, Queensland. It discusses the significant impact of HR practices on organizational performance and identifies factors affecting employee commitment, such as reward structures and work environments. The report explores methods for improving HR practices, including communication, motivation, training, and recognition. It employs interpretivism research philosophy and deductive approaches, utilizing a mixed research design and both primary and secondary data collection. Frequency distribution tables and charts analyze the data, revealing a significant relationship between HR practices and employee commitment. The report suggests future research could benefit from larger sample sizes for a deeper understanding of the issues.

Running Head: MANAGEMENT
Best practices of HR to gain employee commitment a case study of Afrein indian cuisine Goldcoast,
Queensland.

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Executive Summary
The main aim of this report is to evaluate the best practices of HR to gain employee
commitment a case study of Afrein indian cuisine Goldcoast, Queensland. This report
discussed that HR practices are highly used by management because it directly impact on the
organizational performance. This report also illustrated that there are different factors that
affects employee commitment such as Effective reward structure, and Effective atmosphere.
There are different ways of improving HR practices to gain employee commitment. These are
best human practices of HRM, effective communication, effective implementation of
motivational tool, increase employee commitment, reward and recognition development, and
execution of training and development. It is found that interpretivism research philosophy,
and deductive approaches are used to develop the theoretical perspective regarding research
concern. Furthermore, it is evaluated that mixed research design, and both primary and
secondary data collection method are used to collect the information regarding research
issues. It would aid to capture the reliable and valid outcome. Moreover, this report discussed
that frequency distribution table and different charts such as pie charts, bar charts and column
charts are used to analyze the pool information regarding research concern. Along with this, it
is found that there is significant relationship between best HR practices and employee
commitment. This report discussed that in further research, researcher can use more sample
size for gaining the depth understanding regarding research issues.

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Table of Contents
Executive Summary...................................................................................................................2
Chapter 1: Introduction & Research problem............................................................................4
Research title..........................................................................................................................4
Evaluate the best practices of HR to Gain Employee Commitment, A case study of Afrein
Indian Cusine, Goldcoast, Queensland Australia...................................................................4
Introduction to topic...............................................................................................................4
Overview of the industry partner............................................................................................4
The research seeks to resolve.................................................................................................4
Significance of research.........................................................................................................5
Research aim and objectives..................................................................................................5
Research questions.................................................................................................................5
Report structure......................................................................................................................6
Introduction.........................................................................................................................6
Literature review.................................................................................................................6
Research methodology........................................................................................................6
Data analysis and findings..................................................................................................7
Conclusion and recommendation........................................................................................7
2. Theoretical background – Literature review..........................................................................8
Introduction............................................................................................................................8
Overview of the employee commitment and their importance in the working place............8
Factors of human resource practices to gain employee commitment.....................................9
4.1 Job satisfaction..............................................................................................................9
4.2: Work Environment....................................................................................................10
4.3 Effective communication............................................................................................11
4.4: Training and development.........................................................................................12
Summary...........................................................................................................................13
References................................................................................................................................15

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Chapter 1: Introduction & Research problem
Research title
Evaluate the best practices of HR to Gain Employee Commitment, A case study of Afrein
Indian Cusine, Goldcoast, Queensland Australia.
Introduction to topic
Afrein Indian Cusine has face problem related to the employee commitment that affects their
overall performance. From the deep evaluation of the organization, it is found that employee
commitment is being a major concern for the growth of the firm. For increasing the
competitiveness in the marketplace, Afrein Indian Cusine has decided to use the best
practices of human resources as it could be the best method to increase employee
commitment and get a reliable outcome. There are certain issues that are faced by Afrein
Indian Cusine due to the lack of employee commitment like job security, social interaction,
and time pressure (Woodrow, & Guest, 2014). This research is effective for increasing the
understanding of the role of human resources practices in employee commitment. It will also
facilitate to comprehend different methods, strategies as it could be related to the problem of
the research as it could be effective to improve my research skills (Yücel, 2012).
Overview of the industry partner
Afrein Indian Cusine has delivered many desserts to higher class family and make their best
experience as compared to the past. In the recent period, it is typical for the organization to
comprehend the employee commitment and HR practices. Hence, Afrein Indian Cusine has
deeply evaluated the best human practices in their working place as it could lead to an
increase the employee commitment (Swart, et. al., 2014).
The research seeks to resolve
This study was effective for gaining the understanding of the employee commitment level as
well as human resources practices. It could also be effective for collecting the reliable

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information with respect to improving human resources practices in the organization and gain
the employee commitment level. It could also be effective in gaining knowledge about the
different factors that might affect employee commitment. It will support to the firm the
accomplishment of the organizational task (Terera, & Ngirande, 2014).
Significance of research
This research could offer an opportunity to the investigator in evaluating the best practices of
HR to Gain Employee Commitment, A case study of Afrein Indian Cusine, Goldcoast,
Queensland Australia. Moreover, this study could also be effective in making the career of a
researcher in the restaurant and supports to being a successful manager in the upcoming
period.
Research aim and objectives
The main aim of this study is to evaluate the best practices of HR to Gain Employee
Commitment, A case study of Afrein Indian Cusine, Goldcoast, Queensland Australia. There
are certain objectives that might be considered by the researcher to meet the aim of the study:
 Critically evaluates the factors affecting the employee’s commitment to Afrein Indian
Cusine, Australia
 Evaluates the best HR practices with respect to improving the workforce commitment
in Afrein Indian Cusine, Australia
 Suggested methods to simply use of bests human resource practices and increase
employee commitment.
Research questions
To meeting study of research objectives, the researcher will use the following researcher
questions:
 What are the factors affecting the employee’s commitment to Afrein Indian Cusine,
Australia?

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 What are the best HR practices with respect to improving the workforce commitment
in Afrein Indian Cusine, Australia?
 What are strategies to simply imply the best human resource practices and increase
employee commitment
Report structure
The investigator will consider the following chapters at the time of conducting the study
(Sikora, & Ferris, 2014).
Introduction
The introduction part is essential for the investigator because it could be efficient for gaining
the knowledge with respect to various components such as research problem, an overview of
the industry and research background. These elements could be prominent for achieving the
goals and objectives of the research study (Sung, & Choi, 2014).
Literature review
This chapter of the dissertation assists the investigator to effectively analyze the non-
numerical information and aids to obtain a feasible research outcome. This chapter
effectively analyzes the models, theory, and concepts for getting the relevant data (Mowday,
Porter, & Steers, 2013).
Research methodology
Research methodology section could be crucial for choosing the specified technique to obtain
a feasible research result towards the research matter. It is analyzed that this section could
entail various tools and techniques such as research approach, research strategy, research
types, and research philosophy. Other parts are sampling, data analysis method, research
design, data gathering tool, research limitation, and ethical consideration (Hong, et. al.,
2012).

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Data analysis and findings
Data analysis and finding a section of the dissertation support the investigator to evaluate the
gathered information by practicing various tools and techniques of data analysis that are
quantitative data analysis and qualitative data analysis (Jamali, et. al., 2015).
Conclusion and recommendation
In the research study, conclusion and recommendation could be imperative as it summarizes
the entire investigation into short form. Further, it could suggest various strategies to gain the
employee commitment by evaluating the best practices of HR in Afrein Indian Cuisine,
Goldcoast, Queensland restaurant of Australia.

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2. Theoretical background – Literature review
Introduction
This chapter of the dissertation assists the investigator to effectively analyze the non-
numerical information and also aids to obtain a feasible research outcome. Literature review
section could help the research scholar to examine the research dilemma and get trustworthy
information related to the research matter. This chapter effectively analyzes the models,
theory, and concepts for getting the relevant data. Various tools and techniques such as
books, journals, articles, academic publication, online and offline resources have consisted in
this section, which is used for gathering the non-numerical information with respect to
research concern (Mowday, Porter, & Steers, 2013). This chapter of research study could be
essential for understanding the investigation and meet feasible data. The literature review also
plays an important role in the research as it supports to determine the gaps and loopholes of
research and develop an appropriate solution in the context of primary data gathering method
(Phillips, & Phillips, 2016). This section could lead to comprehending employee commitment
and its importance in the organization. It could also support to comprehend certain factors
named effective reward structure, effective atmosphere, and execution of training and
development. It could also be effective to improve practices of human resources named
higher commitment management model, best practices of human resources management, and
effective communication. Other methods are effectively implication of the motivational tool,
enhance the employee commitment, and reward and recognition development.
Overview of the employee commitment and their importance in the working place
Jehanzeb et al. (2013) stated that there are different variables that influence representatives'
responsibility level so as to contribute to the authoritative achievement. It is also stated that
empowerment is one of the viable components that impact the representatives' dedication in
the association. It is discovered that empowerment practices could be effective to build up

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their position, abilities, and information, which will lead to getting higher competitive
benefits
In support of this, Kehoe & Wright (2013) examined that empowerment acts support the
workforces to make their skills and knowledge, which effectively improve its commitment in
the organization that significantly, support to make and reliable contribution in the success of
an organization. It is examined that compensation is effective for operating business act and
commitment level of employees.
On the other side, Phillips & Phillips (2016) evaluated that workforces could be an
imperative part of the firm hence organization make an effective policy for them to increase
their contribution level at the working place as it could directly impact on the success of an
organization. It is stated that workforces could consider the compensation and promotional
tool for increasing the interest of workforces to increase the commitment level of employees.
Apart from this, it could be effective in collecting reliable information about the research
matter. In addition, it is examined that workforces could accomplish set the contribution to
organizational success.
Factors of human resource practices to gain employee commitment
4.1 Job satisfaction
According to Wang et al. (2014), a firm could imply certain leadership and management tools
to enhance the level of employee commitment of their workforces. If the employee of the
firm is committed to its employer, they could provide a higher level of performance. It is
stated that the highly committed workforces could support the firm to accomplish more than
their expectation. It is an effective method that selects the suitable approach to increase the
organizational commitment, as it is related to workplace culture as well as recent objectives.
On the other side, Ravitch and Carl, (2015) stated that the company could retain its
employees and increase the commitment level of employees by considering the job

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satisfaction level. The organization could use certain tools and techniques for enhancing the
job satisfaction level of workforces such as reward and recognition and employee motivation.
It could lead to getting a reliable outcome. It is stated that organization could imply the
reward and recognition technique acts as it is a motivational technique for the employees and
it encourages the workforce to make the long-term connection with the company.
Ravitch and Carl (2015) examined that job satisfaction acts as a crucial way to retain
employees and gain employees commitment. A higher job satisfaction demonstrates that the
employees are more capable to fulfill their professional and professional requirements of
them. This approach also encourages the workforce to retain in the organization for the long
term and give their extra efforts in the success of the organization. Along with this, it also
contributes to the success and growth of the organization. Consequently, it could be effective
for increasing the satisfaction level of job that would be imperative to get higher competitive
befits.
In support of this, McNabb (2015), stated that motivation is another part of the job
satisfaction as it could be used by the company to execute the best human resource practices
for gaining the commitment of employees. Along with this, an organization could utilize
motivation factor for encouraging their workers and other managerial staff to give their
efforts in the context of a particular organizational goal. It could positively enhance the
efficacy of HR practices and supports to gain employee commitment (Ravitch and Carl,
2015). A company could critically execute the best human resource practices in the working
place as it supports to make the transparent relationship between employee and employers,
which will affect the job satisfaction level of employees.
4.2: Work Environment
Flick (2013) stated that the effective atmosphere could support to directly impact on certain
factors as it could be associated with the job rotation, quality circles, TQM, and team of the

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organization. It is founded that the rewards are an effective tool for sharing the profit sharing
as well as skills pay that supports to the organization for retaining and encouraging the
workforces within the organizational work. It could also be effective for increasing the
commitment level of the employee in the working place.
Nestor and Schutt (2014), examined that organization could increase the level of motivation
for enhancing employees contribution in the favor of accomplishing the aims and objectives
of the organization. It could effectively assist the employees as well as organization to
perform positively that would support the growth and success of the organization. It is stated
that there are many factors that might affect the firm to make an effective atmosphere as it
could directly affect the employee's commitment.
On the other side, Hong et. al. (2012) examined that human resources practices are one of the
imperative components that might affect the overall business of the firm. The organization
could use the higher commitment management model with respect to increasing workforce
commitment. It is also stated that a flexible atmosphere could also directly affect the overall
performance of the firm. It is stated that the team leader of the firm could work in the team
and comprehend the opinion and needs of the employees and work accordingly. It could be
effective for operating the business activity in the working place and sustain the business in
the marketplace. This method could also facilitate to the firm for developing a higher level of
trust among the employees of the organization. From the application of this, workforces
could facilitate to increase its commitment level to offer benefits to the organization in the
industry.
In contrast to this, Gray (2013) stated that effective atmosphere structure is a tool that
facilitates to the employee to make a friendly culture with each other and work without stress.
Mowday, Porter, & Steers, (2013) stated that the organization to directly affect the behavior
of employees with respect to the organizational task (Phillips, & Phillips, 2016). It could

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favorably impact on the performance of the workforce. It could inspire the workforces
meeting the aim and objectives in an effective manner (Hong, et. al., 2012).
4.3 Effective communication
Klenke (2015) stated that this is the main responsibility of the human resource manager to
execute effective HR practices in an appropriate way. In order to this, the HR manager could
use an effective communication system in the organization that makes the manager more
capable to inform the roles and liability of employees. On the basis of an effective
communication system, HR manager could critically improve the knowledge of every worker
towards the various HR practices and their advantage in day to day working routine.
In contrast to this, Marshall and Rossman (2014), illustrated that a human resource manager
could provide detailed information about the effective HR practices within the employees of
the organization by developing the effective communication channels. In case, when
objective strategy adopted by the management then HR manager could assure the mutual
understanding of management and workforce in the execution of best human resource
practices in the organization.
Schwartz-Shea and Yanow (2013) stated that effective communication could lead to an
increase in the commitment level of employee. The company should need to gain their
understanding of certain tools about certain communication methods for effectively conduct
the communication between employees and employers as well as accomplishing the goal and
make an effective decision. The organization should use the training cultures that could be
imperative in accomplishing the business goal. It could be effective in receiving its
commitment to the works as well as jobs (Phillips, & Phillips, 2016).
Vandello et al. (2013) suggested that the organization could also develop the effective
programs as it could be associated with the communication that could be imperative for
increasing the commitment level of employees in the organization. For this, the organization