Pane Rustico: HRM Practices and Employee Satisfaction Report

This research project examines the impact of human resource management (HRM) practices on employee satisfaction at Pane Rustico Eatery, Trattoria & Bar. The study, based on qualitative research including interviews with employees and management, identifies deficiencies in current HRM practices, particularly in training, development, and employee recognition. The findings reveal that the lack of employee involvement, inadequate training, and absence of rewards contribute to low job satisfaction. The report recommends implementing employee-of-the-month programs, departmental or team-based rewards, employee appreciation initiatives, and a focus on professional development to improve the situation. The study emphasizes the importance of managerial oversight of employee performance and progress, along with tangible rewards to enhance employee satisfaction, productivity, and retention. The research underscores the link between effective HRM practices and organizational success in the restaurant industry.

Running Head: RESEARCH PROJECT
RESEARCH PROJECT:
THE IMPACT OF HUMAN RESOURCE MANAGEMENT CURRENT
PRACTICES ON EMPLOYEE’S SATISFACTION AT PANE RUSTICO
EATERY, TRATTORIA & BAR.

2RESEARCH PROJECT
EXECUTIVE SUMMARY
The main aim of this research project is to explore the current human resource
management practices at Pane Rustico eatery, trattoria & bar, identify what is affecting the
job satisfaction and recommend strategies to improve the situation. Employee job satisfaction
and performance efficiency or productivity level of an organisation are directly associated.
The literature of the research study considered employee satisfaction as the dependent
variable and the training and development, rewards and recognition were considered to be an
independent variable. The literature thoroughly discussed each variable in details which
further helped in producing an effective analysis of findings and recommending strategies for
increasing job satisfaction among the employees of Pane Rustico, trattoria and amp bar.
The present research is based on qualitative research approach where primary data is
collected in the form of the interview process. This research has considered 3 full-time
employees, 1 manager, 4 casual employees of eatery Pane Rustico, trattoria and amp bar.
From the findings, it was revealed that Pane Rustico Eatery has really not taken their
development and training practices seriously. Firstly, the human resources department is not
very interactive, almost distant towards the employees and so is the management. As a result,
the employees feel isolated and hardly have any place to share their problems. Further, due to
the lack of involvement of the employees in most of the meetings and information
circulation, they hardly feel united or recognise themselves with the organisation. As job
satisfaction is low in this restaurant it can be inferred from the literature to be a significant
reason behind the lack of development in the Pane Rustico Eatery.
The major recommendation for improving the situation are also established within
this study. First, asking management and employees for nominating the employee of the
month, incorporating rewards for the department or the team that will be showing greater
achievements, starting or beginning a program for an appreciation of employees, expressing
interest for the professional development of the employees. Further, the research study
concluded that the manager should take responsibility to monitor each of the employee
performance and track their training and development progress. It will help in avoiding
problems when a particular employee is continuously lagging behind and not meeting the
general standards of the café. Also by acknowledging the employee attainments and
providing tangible things as rewards to the employees will create a sense of satisfaction

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among employees which in turn would influence productivity and improve employee
retention.

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TABLE OF CONTENTS
INTRODUCTION AND RESEARCH PROBLEM..................................................................5
Research Background.............................................................................................................5
Overview of the industry partner............................................................................................6
Research aim..........................................................................................................................6
Research rationale..................................................................................................................6
Research objectives................................................................................................................7
Research questions.................................................................................................................7
Structure of the research.........................................................................................................7
LITERATURE REVIEW...........................................................................................................8
Theoretical framework of the study.......................................................................................8
Employee satisfaction.............................................................................................................8
Training and Development.....................................................................................................9
Development and training and satisfaction of employees....................................................10
Variable of development and training promoting employee satisfaction.............................11
Reward and recognition program.........................................................................................12
Impact of rewards and recognition on the motivation of the employees.............................13
METHODOLOGY...................................................................................................................15
Research Design...................................................................................................................15
Justification of the chosen design.........................................................................................15
Research Approach...............................................................................................................15
Justification of the chosen approach.....................................................................................16
Sample and Population.........................................................................................................16
Sampling technique..............................................................................................................16
Sample Size..........................................................................................................................16
Data collection procedure.....................................................................................................17

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Data sources: Primary and Secondary..................................................................................17
Data analysis technique........................................................................................................17
Ethical consideration............................................................................................................18
FINDINGS...............................................................................................................................19
Introduction..........................................................................................................................19
Interview response................................................................................................................20
Summary...............................................................................................................................26
DISCUSSION..........................................................................................................................27
Comparing findings with the literature review.....................................................................27
Linking research question 1:................................................................................................28
Linking research question 2:................................................................................................28
RECOMMENDATIONS.........................................................................................................29
LIMITATIONS AND CONCLUSION....................................................................................32
REFERENCES.........................................................................................................................34
APPENDIX..............................................................................................................................37

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INTRODUCTION AND RESEARCH PROBLEM
Research Background
In the recent few years, the organizations are giving more importance to the balance
between the commitment of the employees and the performance of the organization.
Although there are various strategies to attract the employees the reward and recognition
policy seem to be the most effective factor in keeping the self-esteem of the employees high
and keep them passionate in their work. Cohen (2017) suggested that it is the duty of the
managers to motivate their employees and drive them to achieve a greater organizational
goal. The performance of the organization is the result of ability and motivation. Ability can
be acquired through education, training, equipment, experience and two types of capacities
that are physical and mental. There have been investigations to understand the relationship
between compensation and individuals were mainly focused on increasing the productivity of
the employees. The best performing employees are the asset of the organization and work as
a competitive advantage because they are the ones who help the organization to achieve its
goals within the target period (Larsen, 2017). Now a day’s human resource in given more
advantage over economic or financial resources as it gives them the competitive edge over
their competitors.
Frost (2016) opined that some of the characteristics of the restaurant industry
differentiate it from any other industry with respect to the production, delivery as well as the
consumption of the products. The restaurant industry also depends on the number of
individuals who make direct contact with the guests. In order to provide remarkable service
to the guests’, employee satisfaction is very important. Job satisfaction brings out a positive
and pleasurable state of mind among the employees and helps in the success of the
establishment (Clarke and Higgs, 2016). Job satisfaction also shows a significant connection
between the commitment of the organization and employee turnover. It has been also noticed
that the number of satisfied employees that less chance that they will leave the organization.
Along with the increased interest in the quality of work, researchers have started to
investigate various aspects of the job and how it can affect the productivity over a certain
period of time (Hanaysha and Tahir, 2016). However, job satisfaction is the most researched
variable in the history of organizational behaviour literature. There are more than 3300
articles that have been written on job satisfaction. By the time 2001, there were more than

7RESEARCH PROJECT
4000 citations for this topic and it is believed that all the topics have been covered in the
management literature.
Overview of the industry partner
The restaurant industry has been seen as one of the most profitable industries in the
last few years. The rate of turnover is increasing at a very rapid pace each year. So in the case
of Pane Rustico eatery, it is very important for them to hire and retain skilled employees who
are the backbone of this service providing industry. So before hiring any employee, it is very
much important to see if the candidates can take the pressure of the service industry and
continuously meet the needs and demands of the customers.
Research aim
The main aim of this research project is to explore the current human resource
management practices at Pane Rustico eatery, trattoria & bar and identify what is affecting
the job satisfaction. Further, the study will recommend strategies to improve job satisfaction
through HRM practices.
Research rationale
The research is mainly done to understand what the basic problems that Pane Rustico
eatery, trattoria and bar are facing are and what can be done in order to change the scenario
and help them in getting back to their business. The root of all the problem is the onboarding
process where the right candidates are needed to be selected. The onboarding process helps to
create the foundation of a closely knit team and it also helps to develop a liaison between the
management and the employees (Memon et al. 2016). Thus effective onboarding of the
employees is the perfect way of increasing retention. Constantly firing employees and hiring
new employees actually leads in the drainage of the economy of the organization.
The very next important that this café is lacking is the proper training of the staffs.
Hiring the best candidates is of no use if the employees are not trained to work in the new
environment. It is very important to teach the employees what their job role is and exactly
what they are expected to do. This clear information helps to remove any kind of confusion

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among the employees and directs them to their assigned tasks. This also helps the employer
to know the best performing employees of each department and train them who are lagging
behind. The investment done in order to train the employees will be returned in many folds
when the employees become fluent in their job and help in better productivity as well as
services that will help in bringing more number of customers (Zeb et al. 2015). Similarly, it is
the duty of the HRM to notice the performance of the employees and provide feedback to
them.
Another problem that the restaurant is facing in offering benefits to the employees.
Providing little incentives to the best performers can actually help in boosting up the
confidence of the employees. In these competitive market, the restaurant is failing to provide
adequate benefits which in return would help the management to retain their best managers,
staffs and the chefs. Therefore this research would help in understanding the main reasons of
why Pane Rustico eatery, trattoria and bar is actually failing in business and produce effective
recommendations which can actually help them to implement some of the positive changes in
the organization and bounce back in the business.
Research objectives
 To explore the current human resource management practices in Pane Rustico eatery,
trattoria & bar
 To explore human resource management practices are affecting the job satisfaction at
Pane Rustico eatery, trattoria & bar
 To determine the ways to improve job satisfaction through HRM practices
Research questions
 What is the impact of human resource management on current practices of
employee’s satisfaction in Pane Rustico eatery, trattoria & bar?
 How Pane Rustico eatery, trattoria & bar can improve job satisfaction through HRM
practices?
Structure of the research

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The research study is going to be structured as follows
 Introduction and research problem
 Literature review
 Methodology
 Findings
 Discussion
 Recommendations
 Limitations and Conclusion
LITERATURE REVIEW
Theoretical framework of the study
Employee satisfaction
According to Alegre et al. (2016), it is widely accepted that the growth and prosperity
of the organization totally depend upon the human resource and how employees are treated.
In order to keep the employees motivated and loyal to the organization majority of the
companies have followed the strategy of providing rewards to the best performers. Leder et
al. (2016) added that employees give their best effort and bring more profit for the
organization when their hard work is recognized by the seniors and appreciated by them. The
whole scenario of success for an organization depends upon how much satisfied are their
employees, their working environment and the amount of compensation for their hard work.

10RESEARCH PROJECT
In order to properly evaluate the performance of the employees managing the performance
becomes a very integral part of the strategy of the organization. In today’s competitive
market every organization has to follow certain obligations so the performance of the
employees hugely affect the profitability of the organization (Bin, 2015). So if an
organization is run by bored, uninterested employees then they will never have the courage to
innovate new things and help in the prosperity of their organization.
Saari and Judge (2004) further argued that employees have to be dedicated enough
and understand the needs of the organization in order to perform. When the policy of rewards
and recognition is introduced in an organization it automatically creates a favourable working
environment for the employees and encourages friendly competition. It helps to boost up the
morale of the employees and it ultimately leads to the better performance of the organization.
When the hard work of the employees are appreciated than the employees also feel self-
satisfied and important for the organization. This basically keeps the employee satisfied and
the underperformers also try to give their best for the success of the organization as a whole.
De Gieter and Hofmans (2015) opined the level of satisfaction of the employees with
the organisation and their work can be expected when their needs are addressed in the
development and training programs. As a result, while assessing the effectiveness of the
already existing practices, it is necessary to explore its capability to provide employee
satisfaction. For example, BCPL, a company in the public sector, contains a properly defined
and established department of HR and is searching for training and development
responsibility. Many industry studies were helpful in defining development and training
variables along with measuring the role it plays in employee satisfaction (Kosfeld et al.
2017). Additionally, it helped in identifying employee needs and improve the pre-existing
methods of training so that the trainees are able to give their best performance which in turn
will benefit the entire organization.
Training and Development
Larsen (2017) have defined development and training in their studies as a procedure
that focuses on skill enhancement, attitude change and knowledge development. In the study
of Cohen (2017), it was shown training to be a practical education that developed skills and
knowledge, overcome inefficiency and achieved the closest approximation. Training has been
described to be synthetic development of skills, attitude and knowledge. According to Clarke

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and Higgs (2016), training is the instruction in mechanical and technical operations while
development is associated with theoretical and philosophical concepts of education.
Programs of development and training are organised in such ways into the organisation so
that the organisation is able to fulfil the needs for the development of employees and along
with its success considering all organisations benefit from the development of their
employees. The program of development and program have many advantages including
individual outcomes that are positive, along with positive outcomes for the entire
organization (Frost, 2016). Higher performance, higher commitment towards organisation,
competitive advantage and enhancement of organisational retention can be regarded as some
of the benefits brought about by development and training programs. Frost (2016) stated
effectively planned programs of development and training are bound to give outcomes that
are positive. On the other hand, when the training is ineffective, it just ends up being a waste
of resources and time for both the individual employees and the organisation. While assessing
the effectiveness of such programs of development and training, one of the most significant
criteria remains employee satisfaction.
Development and training and satisfaction of employees
In the contemporary world of competition, it is important that organisations keep their
employees satisfied for them to survive and work smoothly because having satisfied
employees is equivalent to having productive employees. Cohen (2017) has referred to
satisfaction as the level to which one's needs, desires and wants are fulfilled. Hafeez and
Akbar (2015) have found that employee satisfaction is a measurement of the level of
happiness of satisfaction that the employees have regarding their jobs as well as the work
environment. As stated by Hanaysha and Tahir (2016), training improves employee
satisfaction, increases the sense of oneness and belonging, facilitates skill updating and it also
increases the commitment of the employees towards the organisation. It has been mentioned
by Jehanzeb and Mohanty (2018) that training that is job-related have the capacity to increase
the ability of an employee to perform the tasks that are job-related. Employee satisfaction
acts as an important motivator for an employee's performance. Memon et al. (2016) have also
reported that programs of development and training enhance job satisfaction. Muhammad SK
found, training enhances employee performance as well as motivate them and developed
better relations with the organisation.

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Variable of development and training promoting employee satisfaction
For a development and training program to be effective and promote employee
satisfaction, it is important that the training is not organized haphazardly and is organised
properly. Every employee should be made aware of the program’s goals before the beginning
of the program. Importance of this step has been called the 'pillar of programs of training by
Frenkel and Bednall (2016) as an effort to highlight it. The main responsibility of
successfully carrying out the program is that of the trainer. Training preparations mean or
change nothing if the trainer is not capable enough. According to Zeb et al. (2015), trainers
must understand and be aware of the employees’ individual styles to successfully bring out
desired outcomes. This study explores the role of the awareness of the trainers in flourishing
training programs. Transferring the things learnt in the training is a very significant part of
development and training programs. It is often seen that such programs are not taken very
seriously and more often, the things learnt by the employees during the program are not
transferred to their job. Hafeez and Akbar (2015) said that, if knowledge acquired from the
training programs are accurate, the performance of the organisation will not be better if the
implementation of that knowledge is not properly done. Prottas (2008) stated, environmental
variables like supervisor sanctions and support, peer support and others, have exerted a wider
influence on the behaviour of the employees after training as well the transfer of knowledge.
Facilities of training also have a crucial role to play in regard to practices in development and
training as well as employee satisfaction.
Organisations are now spending a considerable amount of money to ensure employee
satisfaction. The organisations generally use two different types of methods for training
which included off the job and on the job training. As found by Frenkel and Bednall (2016),
practices of on the job training have positive relations with employee motivation and job
rotation. According to him job rotation can eliminate boredom and motivate the employees
through diverse tasks. Frenkel and Bednall (2016) found a positive connect among training
programs like self-determined motivation and coaching. Lecture methods generally constitute
methods of training that are off the job. According to Larsen (2017), such methods inquisitive
learners, guide them in the method of learning and application of written or oral

13RESEARCH PROJECT
communication skills that are effective along with encouraging to get the skills needed for
proper functioning in the job environment. Manufacturing units usually go through
managerial development, human factor, technical training and programs for safety.
Nwachukwu et al. (2018) analysed the benefits derived from programs of managerial
development and was able to find a discrepancy between the employees who went through a
managerial development and the ones who didn't.
This holds much significance considering that plane crashes since the 1970s have
mainly been a result of errors made by humans. Tanford and Malek (2015) noted changes in
the competencies of employees throughout such programs. Along with improving the entire
performance of the employees and effective performance in their present jobs, effective
programs of development and training can also improve the knowledge, attitudes and skills of
the employees that would be needed for their jobs in the future. As a result, it contributes to
the superior level of the performance of the organization.
Reward and recognition program
According to Bradler et al. (2016), recognition and reward programs aim to keep the
spirits of the employees high, help their morale to be up and make a bridge between
motivation and performance of employees. Primarily the reward and recognition program
ascertains a particular system to pay, which shall be communicated to its employees. For that,
they can relate the rewards with their performances which finally leads to the job satisfaction
of the employees. Job satisfaction is an emotional state with positive vibes that exhale
pleasures, derived from earlier work appraisals (Wikhamn, 2019). The rewards embody
financial rewards, benefits and pay, incentives and promotions that content employees to
some amount. In order to keep the committed employees appreciated and motivated,
recognition is a must to give. It is stated that when we acknowledge and recognize the
employees with their mere identification, their performance and working capacity starts to
increase. In current times, Hassan (2016) mentioned that recognition as the extreme need,
because the reward method that embodies compensative and monetary benefits failed to be
the leading motivator for the employees. In order to motivate the employees to their fullest,
their needs must be fulfilled. An unexpected enhancement of praise, pay and recognition
make the level of motivation high of the employees. In today's progressive environment,
employees who are highly motivated serves as a catalyst for the attainment of company's

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business plans, goals, high efficiency, performance and growth (Ramdhani et al. 2017).
When the employees barely share a healthy relationship between them, motivation is much
needed there. The internal strength of the organization depends on the relationship between
the employees and the supervisors.
The job satisfaction of an employee also affected by the supervisor's ability in
providing strong leadership (Kosfeld et al. 2017). Rewards in a way determine the
performance of the employees. There are clearly two factors that ascertain the limit of an
attractive reward, firstly the amount of the given reward, secondly the importance that a
person gives particularly to a reward. Recognition is the central point that leads to employee
motivation adores all the employees with appreciation and set status in the level of
individuality (Malik et al. 2015). Rewards and recognition make employees satisfied enough
that they cannot alienate their organization. Rewards increase the performance and
productivity to progress. There is a significant relationship between recognition and reward
respectively, also satisfaction and motivation. A study exposed that if offered recognition and
rewards were to be changed, then there would be a similar alteration in work satisfaction and
motivation.
Impact of rewards and recognition on the motivation of the employees
Organisations in the contemporary world strive to determine the balance between the
commitment of the employees and the entire organisation's performance. The programs of
recognition and reward act as a contingent factor that keeps the self-esteem of the employees
passionate and high. De Gieter and Hofmans (2015) is of the opinion that managers should
successfully motivate employees and influence them to achieve organisational efficiency.
Oyoo et al. (2016) view motivation and ability to effect Jon performance. Training,
experience, education, equipment formulates ability that eases the task physically and
mentally for the employees. Rewards and evaluation of performance act as bonding agents
for programs of performance evaluation. Wilson regards the performance management
process to be a key element in the total system of rewarding. Bayraktar et al. (2015) state that
when employee performance is enhanced, it leads to the success of the organisation and that
success itself works as a motivation for the enhanced performance of the employees. Most
organisations need their employees to work along with the rules given along with job
requirements complying with whole standards. Employees who are highly motivated give a

15RESEARCH PROJECT
competitive advantage to every organisation as their performance helps in goal attainment for
the organisation. Among human, economic and financial resources, human resources play the
most important role in providing an edgy competition to an organisation. Zeb et al. (2015)
argued human resources and their treatment determines the survival and prosperity of any
organization. A well-balanced program of recognition and reward for the employees has
helped organisations in gaining large scale success.
According to Hassan (2016), productivity and motivation of employees can be
improved by giving enough recognition leading to improved performance in organisations.
An organisation's success is dependent on the motivation of the employees and the evaluation
of their performance for compensation in jobs. Management employee performance is a
crucial part of any strategies of organisations that deals with human capital. In the present
times, where the obligations need to be met my every organization, the employee
performances play a pivotal role in determining the achievements of an organisation.
Employees who aren't confident, cannot perform up to the mark that is needed by the
organisation of the environment is demotivated. Tanford and Malek (2015) suggest that when
the performance of the employees excels when incentives, rewards and recognition are
provided to the employees for reaching their target. The morals of the employees are boosted
when rewards and recognition are provided which they appreciate resulting in a higher level
of productivity in the organisation. Hence, motivated employees become productive while
reducing the cost of hiring new employees. Many critics have argued that a higher spirit is
achieved by the employees through various programs of rewards and recognition that boost
their morals creating a link between the work-function, motivation and performance. These
reward functions help the employees get a higher job satisfaction which is a positive state of
emotion resulted from one's experiences with the job.

16RESEARCH PROJECT
METHODOLOGY
Research Design
In the methodology of the research, the design is helpful for describing a framework
for topic of the research and moreover, it helps the process for selection of information and
data collecting processes and the pattern of analysis (Mackey and Gass, 2015). Research
design here is used by the researcher in descriptive academics patterns for researches. The
major objective of this research pattern (descriptive) is gaining details about the information
which are currently available together with topic correct description (Quinlan et al. 2019).
Exploratory and designs explanatory are included in different designs of the research, which
are not followed here.
Justification of the chosen design
In the current research, the exploratory and explanatory patterns of research are
avoided. The explanatory pattern of research provides support for the longitudinal study's
concept, which in hand is inappropriate for current research (King et al. 2018). However, the
descriptive pattern of research is the inappropriate design of research for this study for
defining practices of human management which tends to improve the satisfaction of the
employees at the eatery.
Research Approach
Creswell and Poth (2017) shared a viewpoint relating to the deductive approach of
research which demonstrates the correct application of a few specified theories which are
analyzed briefly for conduction of successful research. The major objective of the approach is
establishing a theory which can provide absolute knowledge regarding this current topic
considering the specified concepts for data analysis. An approach bottom to top is followed
by inductive approach, starting usually with observational parts (Mayer, 2015). For knowing
the fact this is not always relevant. Also, its very time consuming and costly for the
researcher of the academics.
Furthermore, among the qualitative and quantitative data approach, the present
research is going to be based on a qualitative research approach.

17RESEARCH PROJECT
Justification of the chosen approach
The major concentration in this study or research is over the strategy and concepts of
human resource management together with the help of diverse information and data. It
generally begins with the theory and then relies upon the observations. Lately, confirmation
for all of them is achieved. The approach for the selection of topic regarding management
practices for the human resources is helpful for the researcher also for the learner in order to
understand the research study and its importance in a precise and accurate manner (Singh,
2015). Also, the approach of deductive research and its selection is helpful for discussing the
necessity and importance of satisfaction of employees in order to improve the organization's
overall productivity.
Sample and Population
The population here consists of people who are directly affected and involved and
might be indirectly by the procedure of research. In the current research, the managers and
employees of the eatery Pane Rustico, trattoria and amp bar are counted in the population for
this research. In this study, the researcher just cannot count other people and this leads to a
small representation of research which in hand is defined here as a sample.
Sampling technique
The researcher in this study has identified a smaller sized sample which is suitable for
the objectives of the research and study as well for the topic strategy of human resource
management in the eatery of Pane Rustico, trattoria and amp bar. In this research study, the
researcher has considered managers and employees by the non-profitable technique of
sampling. As other, than the above-mentioned people are not considered for this research, the
random simple probability sampling here is not taken into account for the specified study and
research (Flick, 2018). Managers, however, are considered here as per flex schedules,
interviews and timings as well.
Sample Size
In the current research and study, the researcher is able to complete or accomplish the
research with the help of qualitative technique based sample size. In order to study the

18RESEARCH PROJECT
qualitative technique of the research, this study or research has consideration for 3 full-time
employees, 1 manager, 4 casual employees of eatery Pane Rustico, trattoria and amp bar.
Also including interactive discussion in a few specified interview sessions. The size of the
sample is helpful for the researcher in order to manage and plan the research efficiently and
effectively.
Data collection procedure
Dana and Dumez (2015) shared a viewpoint, according to which the process of data
collection is a very essential and necessary part, as it’s helpful for deriving the outcomes
accurately for the procedures of the research. Moreover, it's helpful for the researcher for
providing the basic standard format for the work related to the study and research.
Data sources: Primary and Secondary
Through this current research or study, the data acquired by the researcher from the
sources in order to conduct research in a much realistic and efficient manner. These analysis
and data are helpful for the researchers in order to go through the research topic, along with
exerting the data and information as per the specified requirements in order to efficiently
analyze the research (McCusker and Gunaydin, 2015). In this current topic of research, both
data sources primary and secondary provides materialistic concepts for the research in order
to gain the details for practices of human resource management for improving the satisfaction
amongst employees at the eatery Pane Rustica, trattoria and amp bar. Mackey and Gass
(2015) suggest that the primary method for data collection are needful to clarify and justify in
respect to its validity and reliability. Moreover, employees and manager helped the researcher
to gather the required information over the issue of practices from human resource
management. Furthermore, it also helps the researcher in fulfilling the required objectives.
Also, the researcher has used sources of literature in this interest as an outcome of
information gathered from the secondary sources. The tools of secondary sources are online
and offline both like books, webpages, journals and blogs.
Data analysis technique
In the current research, the researcher has also followed upon the techniques for the
data involving solely the qualitative data. King et al. (2018) mentioned that the data

19RESEARCH PROJECT
qualitative in nature is helpful for the researcher in order to record the data's narration which
can add extra importance for a correct and improved description for practices of the
management of human resources. As per Dana and Dumez (2015) point of view, the data
which is qualitative is helpful in providing the theory and concepts for strategies regarding
management of human resource which in hand helps the researcher in understanding the topic
more deeply and efficiently. However, the procedure of quantitative data is basically based
upon the data of statistics which helps the researcher for recording data in large sample sizes,
which again is not applicable for the current study.
Ethical consideration
While following the process of research methodology, the researcher considered few
ethics in order to standardise the present research and eliminate any unethical issues. The
ethics were included while applying the gathered data, involvement of the respondents and
anonymity of the respondents. The collected data were strictly used for academic purpose and
have no intention to be used commercially. Further, no pressure was imposed on the
interview participants to record their responses. Also the identity of each participant were
kept confidential.

20RESEARCH PROJECT
FINDINGS
Introduction
The present section is going to present the primary data gathered from the interview
process from eight total respondents. The respondent name, age, gender and employment
status are given as follows.
Respondent
Number
Age Employee
Name
Gender Employment
status
Respondent 1
(R1)
26 Bron Waugh Male Full-time
Respondent 2
(R2)
21 Kathleen
Church
Female Casual
Respondent 3
(R3)
23 Aegon Taryo Male Casual
Respondent 4
(R4)
27 Danny
William
Male Full-time
Respondent 5
(R5)
25 Hekoma
Gichi
Female Full-time
Respondent 6
(R6)
22 Fawar
Parwas
Male Casual
Respondent 7
(R7)
25 Jerom Sons Male Casual
Respondent 8
(R8)(manager)
31 Richard
Brownman
Male Full-time
Table 1: Demographics of employees at Pane Rustica eatery, trattoria & bar

21RESEARCH PROJECT
Qualitative Responses
Themes Responses
Human resource management at Pane
Rustico eatery
As understood from the interview of seven
employees and one manager in the
restaurant, it is clear that the human
resources department is mostly inactive or
distant towards the employees.
Working hours and the wages According to the responses gathered
through the interviews it is safe to say that
the employees and the Management is
anything but satisfied with the wages and
perks and the human resource management
should take a good look at it and try to
figure out a way to increase motivation
through monitory rewards.
Has the human resource practice at Pane
rustic lead to work satisfaction?
Through the help of the responses it is clear
that the work satisfaction within the
employees needs to go through major
improvement process and the lack of
involvement is being shown within the
employees. The lack of job satisfaction is
being shown through the lack of motivation
and responsibility within the employees.
Does the organisation provide employees
with any training?
With the responses gathered through the
interviews it is clear that no special training
has been given to the employees who need
major improvements in their work and sense
of responsibility. It is necessary for the
organisation to provide the employees
decent training and development programs
that will help improve the skillset of the

22RESEARCH PROJECT
employees and management.
Are employees able to express your
creativity while working in an organisation?
Through the help of these gathered
responses it is safe to say that the employee
of the restaurant feels fry distant from the
management resulting in lack of creativity.
Lack of job satisfaction prohibits them from
having enough job satisfaction to reach
further levels of creativity.
Ever received any kind of rewards or
recognition while working within the
organisation
The responses highlight the distance
between the employees and the
Management resulting to the employees
feeling isolated; hence bad performances
occur. On top of that there is no sense of job
satisfaction because of the lack of adequate
rewards and recognition resulting in lack of
motivation.
Factors affecting level of satisfaction at
Pane Rustico eatery
According to the responses gathered one can
understand a number of major factors
affecting the motivations of the employees
in the restaurant. Lack of involvement of the
Management with the employees is one
major factor why the employees feel
isolated. Lack of rewards and recognition is
another factor that harms the motivation of
the employees.
Changes likely to bring in human resource
management practices of the company for
job satisfaction
With the help of the responses gathered one
can say that major changes in the training
and development program will bring about a
sense of motivation and improved skillset
within the employees. Individual targets
along with monitory rewards will help the

23RESEARCH PROJECT
employee gain an increased confidence.
Suggestions that might improve HRM
practices at Pane Rustico eatery
Through the help of the responses gathered
it can be suggested that there can be a lot of
changes that can improve the restaurant in
so many different ways. Bringing about a
good deal of rewards and recognition can
increase motivation and job satisfaction.
The human resources management should
also look to increase the sense of
belongingness with the employees.
Suggestions that might improve job
satisfaction
According to the answers collected from the
respondents it is clear that a change is
necessary in the training and development
programs in the company which would
increase the skillset of the employees’ vis-à-
vis improve the job satisfaction of the
employees. Rewards and recognition
programs are also very effective in order to
increase job satisfaction.
Working environment at Pane Rustico
eatery
The work environment needs to go through
a major change, according to the responses
gathered, the management should be more
involved with the employee operations in
order to not make them feel isolated.
Future opportunities at Pane Rustico eatery According to the responses there can be a
handful of opportunities to grow as a big
restaurant for pane rustico eatery but the
Human Resource Management should get
rid of the major problems in hand.

24RESEARCH PROJECT
The findings showed that effective development and training programs are lacking in
the restaurant and their usefulness are not exploited in increasing the level of employee
satisfaction in an organisation. The manager have further provided some of the characteristics
manifested by successful trainer that might improve the condition of the employee
satisfaction. He needs to plan, prepare, show empathy and encourage the learners or else, he
will not be able to involve them properly into the program and help them transform. The
employees mentioned that when the management motives and supports the employees for
transferring their learning to their work, along with tolerating the time needed or the mistakes
made by the employees, the proper transfer is seen. On the job method of training is more
popular with food units for purposes that are technical and less for employee satisfaction and
personal development. The review by the manager and employees regarding training of
human factor in restaurant found out a number of major factors affecting the motivations of
the employees in the restaurant. Lack of involvement of the management with the employees
is one major factor why the employees feel isolated. Lack of rewards and recognition is
another factor that harms the motivation of the employees. There is no arrangement for
reward or recognition in the management of the restaurant. Even appreciation, as found in the
interviews are hard to get. To increase the satisfaction of the employee's reward, recognition
and appreciation is a significant step. These reinforce the employees to give their best
performance and makes them motivated and passionate. More programs, involvement in
meetings as well as better communication within the employees and the management are
suggested by the manager to feel more like a part of the restaurant and help them work
sincerely for it.
Summary
The interview process established various opinions and perspective from different
employees and manager to understand the problem in details which would help in providing
appropriate recommendations in the following.

25RESEARCH PROJECT
DISCUSSION
Comparing findings with the literature review
The literature review discussed earlier in the report talks about the importance of
development and training programs given by the HR department in different organizations
and how they have them to make their employees more efficient and the organisation more
successful. Additionally, it is through these programs the organisation is able to give its
employees the necessary skills, thinking pattern, attitudes for their job. Such programs also
help the employees come closer to their colleagues as well as the management giving them
all a sense of unity and commitment towards the organisation. Through continuous human
resources programs of development and training, the organisation motivates its employees
with the help of various measures. Such an improved set of skills, attitudes, motivation and
commitment leads to employee satisfaction along with the development and success of the
entire organization. While comparing the literature review with the findings of research it is
seen that the Pane Rustico Eatery has really not taken their development and training
practices seriously. Firstly, the human resources department is not very interactive, almost
distant towards the employees and so is the management. As a result, the employees feel
isolated and hardly have any place to share their problems. There is not much motivation
towards the employees from the end of the management and no rewards.
It is found in the literature review that efficient and successful programs of
development and training can help the employees of an organisation gain the skills that will
help them excel in their tasks, develop appreciable attitudes and understand the goals and
principles of the organisation which will help them to work following those. However, no
special training is provided to the employees in Pane Rustico Eatery, only basic instructions
for their job which is not enough to help the employees excel in their roles. Due to the lack of
involvement of the employees in most of the meetings and information circulation, they
hardly feel united or recognise themselves with the organisation. Such isolation fosters bad
relations among the employees and the management, they often become hard to cooperate
and manage. These factors promote negative emotions with the employees towards the
organisation making them work half-heartedly for their own benefit without any care for the
restaurant. As job satisfaction is low in this restaurant it can be inferred from the literature
review to be a significant reason behind the lack of development in the Pane Rustico Eatery.
The human resource management of the restaurant needs to bring about some severe changes
in their practices and programs to solve this important problem.

26RESEARCH PROJECT
Linking research question 1:
What is the impact of human resource management on current practices of employee's
satisfaction in Pane Rustico eatery, trattoria & bar?
The department of human resources in Pane Rustico Eatery is seen to have no positive
effect on the practices of employee satisfaction. As understood from the interview of seven
employees and one manager in the restaurant, it is clear that the human resources department
is mostly inactive or distant towards the employees. They are mostly not present when an
employee has a problem. The department of HR management fails to address the needs and
demands of the employees. It makes no effort to promote awareness and unity among the
employees through various practice sessions or provide any training to improve their skills,
change their attitude or increase their motivation. The human resource department also does
not arrange any extra activities to reinforce the employees in their work, like a system of
reward that would keep the employees motivated and satisfied. Not even simple appreciation
is given to the employees to keep up their work. Simply stating, the department shows a lack
of interest towards the employees and overall towards their job in the organisation. This leads
to the increased resentment of the employees who as a result either is upset with the
arrangement or go as far as to neglect their work.
Linking research question 2:
How Pane Rustica eatery, trattoria & bar can improve job satisfaction through HRM
practices?
The interview with the employees can be taken as a type of feedback from them. The
discontent of the employees with the restaurant and its HR management department is very
clear from their answers. Many issues that need attention have been addressed in those
answers. To begin with, the HR department of the restaurant should be improved. The
department is hardly active or effective in their work they make no effort whatsoever. The
success of development and training practices relies heavily on the trainer, his ability to
understand and influence the trainees. So it is advisable that the restaurant hires a new
effective leader for the department to conduct the programs. Coming to the next step, there
aren't enough programs conducted by the department for the employees. Therefore more

27RESEARCH PROJECT
programs should be arranged for them. These programs need to be efficient for meeting the
goals of the organisation. An efficient program of development and training should have
proper planning, organising and careful execution. Unlike the present condition, the
department needs to take its work more seriously considering the importance of their job for
the development of the entire organization. The programs should be arranged in such a way
that they provide support and motivation to the employees. The department should also be
more available and approachable so that the employees can let them know about their
problems. It is also expected of the department to take the problems of the employees into
consideration and act to solve them. The issues discussed should be addressed immediately
and worked upon with reference to the solutions provided.
RECOMMENDATIONS
The following are the recommendations that are based on evidence from the research findings
and specific to the research problem.
Asking management and employees for voting/nominating the employee of the month
Employees will be appreciating recognition which they will be receiving as well as
will be realizing that their activities are being monitored on a daily basis. When the
management of Pane Rustica eatery, trattoria & bar will be delivering the ‘The employee of
month' award they will be specific to the employee who deserved it and why. It might be
explained publically or might be written out during the team meeting which is held monthly.
By doing such a thing, other employees would be learning from it as well as may be
working hard the upcoming month. The employee who would be winning the reward will be
happy that his/her deeds were being noticed as well as appreciated.
Rewards for the department or the team that will be showing greater achievements
Besides awarding the best employee of the month, the management of Pane Rustica
eatery, trattoria & bar might also be rewarding the group or team which has been working
well together and has also been accomplished. Rewards might be in simple forms as having
lunch together with the management, movie tickets or might be shopping vouchers. The
rewards will be enjoyed together when work and bond are done based on a personal basis

28RESEARCH PROJECT
regarding the workplace. This will encourage the employees for working together as a group
or a team rather than working as an individual for all time.
Starting or beginning a program for the appreciation of employees
The management of Pane Rustica eatery, trattoria & bar could be starting an
employee's appreciation program. This will be done for the employee showing positive merits
and qualities at the workplace. Employees might be awarded points for performing simple
tasks as providing assistance to their colleagues or to their punctuality or any sort of other
qualities. This points which will be collected by the weekend or by the month's end might be
redeemed against small prizes as half hour early leave for one day or certain shopping
vouchers. Employee's engagement will be strengthened by such programs of employee
recognition.
Expressing interest in the professional development of the employees
Expressing interest in the professional development of the employees does not mean
necessarily paying for the education or courses of the employees. It will be just having a
meaning that the management of the company is being interested to know about the personal
goals of the employees as well as supporting them for achieving such goals.
It might be looking for various courses as well as contacting them through emails
about the courses, thus assisting them for the faster accomplishment of the desired goals of
the employees.
Employees will be appreciating guidance as well as interest in helping them achieve
their dreams which are being given by their own management.
Posting as well as following in the workplace a celebration calendar
Management should be taking steps for celebrating birthdays of the employees and
anniversaries of their employment. There is no necessity that it has to be a surprise party with
family involvement and giving expensive gifts. It could be very simple as presenting a
birthday cake along with a shopping voucher or with a birthday card having funny notes
written by other employees.
Personal accomplishment has been positioned at the top of Maslow's pyramidal
hierarchy of needs. That's why it might not be surprising to many developing thirsts for
developing and continuous learning.

29RESEARCH PROJECT
When offering opportunities for training employees are given a chance for deepening
their individual knowledge as well as getting specialized in a particular field which they
enjoy. A program for training might not be effective unless the proper tracking of the
program. With software programs which are cloud-based one can be evaluating progress
during the process of learning, attempts based reports, completion time as well as results.
Customers will be allowed to provide feedbacks which are targeted to staffs on an individual
basis as well as will be identifying areas of weakness by providing reports.
Roadmaps creation with various objectives
The key element of job satisfaction of the employees is communication. Collaboration
and a suitable work environment stimulating exchanges amongst employees pave a path for
open communication. Communication can be facilitated by many tools. Newsletters,
messaging apps or live chats are a part of those tools.
Before doing anything one must figure out the tools one's employees will be showing
more responsiveness. The chosen tool must align with the working culture and must also be
fitting the present process. With analysis being done carefully one will be an implanting
system which will be well suited to one's organization.
Creation of a team spirit is quite important as it provides employee's motivation at
work by nature is collaborative. Between co-workers, it is important to maintain a positive
flow of energy. Good communication and tools supporting communication make the flow
good.

30RESEARCH PROJECT
LIMITATIONS AND CONCLUSION
While completing the present research study, the researcher experienced few
limitations such as time constraint and financial constraint. For the purpose of qualitative data
analysis, the researcher had to perform research on a fixed sample. Further, if sufficient time
would have been allowed the researcher could carry out the research more intensively and
also budget was limited due to which the researcher had to limit the resources to carry out
research.
The research study concluded that the program of training and development, rewards
and recognition should be incorporated within the human resource management practices
within Pane Rustico eatery, trattoria & bar. Rewards should be given such as incentives,
financial rewards, pay benefits and promotions in order to satisfy employees but when it
comes to committed employees recognition must be given to keep them appreciated,
motivated and committed. According to many of the experts, recognition has a huge need but
only monetary rewards are not enough to keep employees motivated for long. When the
needs of the employees are met, they become motivated. In the dynamic environment of the
present times employees who are highly motivated work as a pedestal for accomplishing the
goals of the organisation. The relationship between the employees and the manager's work as
inner strength to the company's stability. This study relates to the impact of incentives,
rewards and recognition drive the motivation of the employees.
Studies showed that the opportunity of personal growth is achieved by promotions
along with increased responsibilities and also increased social standing. Contextually, an
employee is adored through appreciation with the help of recognition assigning him status as
an individual along with being an employee of the organisation. Arguments have been made
regarding conditional recognition which is a type of recognition that is achieved by one's own
efforts and is achieved by reaching a particular target assigned for that individual. The study
findings also revealed that if the recognition and rewards which are offered to the employees
are altered then there would be a major change in the area of work satisfaction and
motivation.
The evaluation of the performance and rewards works as the bond between
performance evaluation programs. Many scholars also suggest that performance management
is the key element of the rewarding system. The normal tendency is to give their best effort
when it is noticed so in case of rewards it always motivates the employees which lead to the

31RESEARCH PROJECT
success of the whole organization. It is very common is most of the organization that the
employees have to work following the rules and regulations of the organization and meet the
standards of the organization.
Managers should take responsibility to monitor each of the employee performance as
it helps in avoiding problems when a particular employee is continuously lagging behind and
not meeting the general standards of the café. This will be achieved by providing extra
training to the employees and motivate them for better performance. So if the employee is
continuously failing to meet his target then he or she can be terminated. Proper
documentation is also needed so that the employee cannot charge for wrongful termination in
the future. Similarly providing health benefits for the employee and their family will earn the
loyalty of the employees and encourage them for better performance and success of the café.
The manager should provide recognition to the employees by acknowledging their
attainments and they give tangible things as rewards of the employees. Incentives due to one's
skills and abilities is regarded fair which makes the employees be loyal enough with their
work. Challenging situations always provide employees chances to explore their skills and
ability, if succeeded employee's starts to experience job satisfaction in higher levels. As
incentives, job satisfaction, recognition and rewards frames success with employees'
performance, it is regarded as the chief parameter of employee satisfaction programs.

32RESEARCH PROJECT
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APPENDIX
Interview questions and response
Q1. How do you feel about human resource management at Pane Rustico eatery?
R1: The department in the restaurant needs to be reinforced.
R2: It is hardly of any help to the employees
R3: The human resources department doesn't address much of our issues.
R4: The department is not very interactive with the employees.
R5: I haven't had much experience with the human resources department of our restaurant
R6: I think they should work more seriously.
R7: I have had very less experience with the department and it was average.
Q2. Are you satisfied with the working hours and the wages?
R1: No.
R2: No.
R3: No.
R4: Yes
R5: Yes.
R6: No.
R7: Yes
Q3. Has the human resource practice at Pane rustic lead to work satisfaction? Why?
R1: The department has not helped in gaining work satisfaction as it is hardly active.

36RESEARCH PROJECT
R2: The human resource practices at the restaurant do not properly target work satisfaction
so no.
R3: The department doesn't properly look into the problems of the employees, as a result,
they are unable to provide any work satisfaction.
R4: No. They are not very active.
R5: I am not sure about the help they provide.
R6: I didn't have much interaction with them so I won't be able to tell.
R7: I don't think they are very helpful. They don't interact with the employees much
Q4. Does the organisation provide you with any training? If so what? If not, what
training do you feel that you need??
R1: No training is provided. I think they should train the employees for a proper code of
conduct that is to be followed by every employee in the restaurant.
R2: There are no training programs. But practices to increase job skills might be helpful.
R3: No training is provided but I don't think any kind of training is needed.
R4: No training is provided. Training may be provided to help the employees understand the
goals and principles of the restaurant well.
R5: No training is provided. I don't know if there is a need for training or not.
R6: The employees get no training programs. Training regarding the skills needed in the jobs
can be provided.
R7: No training is provided but I think training about the views and modes of appropriate
behaviour in the restaurant can be helpful.
Q5. Are you able to express your creativity while working in an organisation?
R1: No we don't really get the chance to.
R2: I don't think so.

37RESEARCH PROJECT
R3: Never got a chance to do that.
R4: Yes but that was just once.
R5: There are not many opportunities provided to the employees for showing their
employees so I never got the chance to.
R6: No I didn't.
R7: I didn't get the chance to.
Q6. Have you ever received any kind of rewards or recognition while working within
the organisation?
R1: No I haven't
R2: I have been complemented once.
R3: Rewards and compliments are very rare, I haven't received any.
R4: No I haven't.
R5: No. Our efforts are not appreciated very much.
R6: Never received any reward or compliment.
R7: I have been complimented once.
Q7. What, if any, are factors that affect your level of satisfaction at Pane Rustico
eatery?
R1: There is not much interaction between the management and the employees in the
restaurant. It makes us feel distant. I think it has a significant effect on our satisfaction.
R2: I feel the employees are not appreciated for their efforts. This way not only there is less
job satisfaction, but we get demotivated in our work as well.
R3: There is hardly any meetings held with the employees. We merely work on the basic
instructions. I think this affects our job satisfaction as well.

38RESEARCH PROJECT
R4: The problems or the views of the employees are not addressed by the management or the
human resources so that affects our job satisfaction.
R5: Not much is done to promote work satisfaction for the employees.
R6: The employees are not included in the important meeting giving rise to a feeling of
isolation. This affects the work satisfaction in a negative manner.
R7: I am not sure about what necessarily affects our work satisfaction in the restaurant.
Q8. What changes do you like to bring in human resource management practices of the
company for job satisfaction?
R1: I would like them to be more active with the employees.
R2: If allowed, I would like to change their ways of working that is not much concerned with
the employees.
R3: I think the practices should change their way of working to focus on solving the
problems of the employees.
R4: Human resources management should become more approachable to the employees.
R5: The department needs to be more active.
R6: The department should be available and approachable in their practices
R7: The practices should be taken more seriously.
R8 (manager): I think the department is not very interactive and takes no serious interest in
the needs and problems of the employees. These shortcomings of the HR practices should be
worked on.
Q9. Do have any suggestions that might improve HRM practices at Pane Rustico
eatery?
R1: The human resources department should be more interactive
R2: The human resource practices should take the needs and demands of the employees into
consideration

39RESEARCH PROJECT
R3: The practices should facilitate interaction between the employees and the management
which it lacks at the moment.
R4: The human resources should be more involved with the employees
R5: The practices should help us really feel like a part of the restaurant instead of keeping us
excluded.
R6: The practices should also provide us with training regarding doing our jobs better.
R7: HR management practices should take into consideration the ideas and suggestions of the
employees.
R8 (manager): The HR management practices can be improved by making them more
frequent and active. Necessary participation from the end of the employees in programs that
would motivate them and make them feel like one team with a sense of belonging will not
only help improve their job satisfaction but also their commitment to the restaurant.
Q10. Do have any suggestions that might improve job satisfaction?
R1: The employees should be more and more included in the meetings so that they feel like
an essential part of the restaurant
R2: The problems of the employees regarding wages and working hours should be addressed.
R3: The needs of the employees should be worked on.
R4: The management should try to keep the employees motivated and appreciate them.
R5: Small tokens of appreciations should be given to the employees to keep them satisfied.
R6: Isolation of the employees should be stopped and unity should be encouraged.
R7: The best employees should be given incentives so that they have something to look
forward to.
R8 (manager): To improve job satisfaction in the restaurant, the problems of the employees
should be taken care of and they should be motivated and appropriated in their work.
Q11. How do you feel about the working environment at Pane Rustico eatery?

40RESEARCH PROJECT
R1: My experience at the restaurant has been very average.
R2: Working in the restaurant is not that bad but it would be better if they make some
changes.
R3: I don't like the work environment in the restaurant.
R4: I have no severe issues working in the restaurant.
R5: The working experience in this restaurant is not very good.
R6: I don't really enjoy my job, but I need it so I follow the instructions.
R7: I am not very fond of the ways in which the management works.
Q.12. What future opportunities do you see for yourself at Pane Rustico eatery?
R1: I am not sure about the opportunities that I can get at Pane Rustico eatery.
R2: I am a part-time employee in this restaurant. I haven't thought about my future with this
place.
R3: I am trying to improve my job status and I hope that I will be able to achieve it in the
restaurant.
R4: Not much opportunity is expected from the restaurant.
R5: I am a part-time employee and I want to change the restaurant when I get the chance to.
R6: I am not sure about my future in this restaurant.
R7: I am afraid I don't see any positive future with the restaurant with the work environment
we have here.