Human Resource Issues: A Comprehensive Analysis and Solutions

This report delves into the critical issues faced by human resource departments, particularly within the context of cafes and restaurants. It identifies key challenges such as ineffective recruitment processes, including a lack of consideration for candidate profiles, experience, and skills; inadequate compensation programs that demotivate experienced employees and fail to adhere to promised benefits; low-quality or absent training programs that hinder employee performance and customer satisfaction; flawed performance evaluation systems that overlook employee contributions and fail to provide constructive feedback; and leadership issues characterized by autocratic management styles and unclear reporting structures. The report provides a detailed analysis of each issue and their impact on organizational success and proposes potential solutions to improve HR practices, enhance employee satisfaction, and contribute to overall business performance.

HUMAN RESOURCES.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Issues faced.................................................................................................................................1
How to address the issues...........................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resources are the resources which consist human beings and includes manpower,
labour, personnel, talent as well as people which are simple. There is a separate department
known as human resource department which takes care of the management of the human
resource. The department is responsible for the training and development of the employees and
salaries are provided to them as per the capabilities of the human resource (Kamoche, 2019). The
department is responsible for hiring the best suitable candidate for the organization. The study
will include issues faced by the human resource department and how to address the issues of the
human resource. There are various issues such as recruiting employees, compensation as well as
training programs of the employees and performance issue as well as leadership issues of the
employees. All these issues hinders the performance of the company and the issues must be
addressed in order to achieve better results which contributes towards the success of the
company.
Issues faced.
There are various issues faced by various cafes which are as follows:
Recruitment of the employees
It is a issue in which the employees are hired without seeing the profile of the employees,
and they are also provided promotion widely. This is promoting partiality and due to which the
image of the various hotels as well as restaurant are fading away. The employees are hired
without watching the level of experience and the level of activities done by them. The
qualification of the employees is not seen and what are the skills they are good at is also not seen.
The process of the employment hiring is also not adequate in which varies cafes fails to hire
sound employees. There are no complex question asked to test the employees state of mind for
working in the difficult situation. There are no rounds and the interviews are conducted for single
phase in which the result of the interview is easy to decide (Buckley. And et.al., 2019). Even the
person from different background is placed at different function of restaurant. For example if the
candidate from the finance background is applying for the job then the same will be getting hired
for the marketing job, then this will create chaos among the organization and the same will result
in loss of the companies.
The employees are hired so wildly that gestures and body language of the employees are
not even seen and these are the basic things while recruiting an employee. If these things are not
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seen then how the employee will handle the customer well and how this will lead to creating
impression among the customers. The cafes do not possess adequate recruiting skills in order to
attract the right person for the right job. Some restaurants and cafes do not even possess right the
right platform using which the job vacancies should be posted (Stewart. and Brown, 20190. If
some restaurants know how to recruit the employees they do not even mention what are the job
roles and responsibilities of the employees. There is also an issue related to lacking of
understanding between the hiring manager and the recruiter in which the hiring manager used to
give targets to the recruiting person and the same use to recruit non competent employees in
order to fulfil the target given to them. The marketing manager used to give data of the best
employees and the recruiting department fails to read the data adequately and the results in
wastage of time as well as money of the employees. There is also no coordination of speed in
which the employees should be hired ad the quality of the employees to be hired which used to
make the retention level down of the employees. For example if the skill of the employee is to
perform cleaning work and the same is hired for the cooking job then how the employee can
perform the duty. It is next to impossible for the employee to perform the duty. This lead to
employees leaving the organization and it is a complete mistake of the recruiting department.
Compensation programmes
The employees with the experience which can be in the field of cooking, watering or any
other service should be provided better salary but the cafes used to employee fresher at higher
salary which creates a distrust in the mind experienced employees (Cancedda. and Binagwaho,
2019). The same result in demotivating factor for the employees who experienced, and they used
to think that they are valued in the company. This is the biggest issue because the employee who
is giving training to the new employee who is having no experience, is having less salary than the
new employee. The computation programs are not even followed by the companies and the same
create disappointment among the employees who are loyal and effective. For example if the offer
letter three is written that the employees will be getting hike of 30% on the basic salary, and they
gets the hike of 10% then this will create a huge disappointment among the employees and the
employees will feel less motivated towards the work. The output produced by them will also be
less due to this.
Some companies not even follow proper guidelines for the hike in the compensation, and
they used to give rise in the salary to one who is close to them or the one who is relative to them.
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This leads to partiality among the employees and the employees used to think that they are not
valued in the organization and there is no use of working hard and contributing towards the
company. In order to attract new people for the job the employees used to offer fake attractive
offers in which high salary is mentioned but actual they provide lower salary pretending that the
salary is provided after various deduction for various benefits which will be provided to the
employees later on or after the completion of specified period of employment (Babalola. and
Mamuzo, 2019). The employer do not used to follow appropriate compensation system in which
some employees are paid in cash by making them work extra for the work and paying them
nothing for the extra contribution to the work. There are no rules for the cash paid workers in
which they are unnecessarily charged for the work which they are contributing extra for the extra
income and profits for the organization. For the internal employees the cafes used to be partial
and the external employees the company used to be impartial. The employer used to give less
salary and benefits to the employees coming from external places whereas for the internal
employees they used to provide extra salary irrespective of the work difference. In the work they
both used to contribute the same but one is paid more and one is paid less. There is no ranking
system in the job on basis of which the employees are promoted for the higher salaries. Some
compensation programs are so bad that even working for the employer at the holiday time no
extra revenue is provided.
Training programs
The low quality training programs are provided and some business not even provide the
training programs to the employees and directly used to employee the workers for the work.
Skills for cooking and skills for house keeping are not provided to the employees and due to
which the customers haves to suffer, and they used to give negative rating to the employees
performance and used to point out specified employee due to which the customer has suffered
(Berliner, 2019). There is no effective communication of the training programs in which the
employees fail to become professional and the same is reflected in the service of them. There are
no proper ways to provide training in which traditional approaches are used to train the
employees which are not cost effective and are charging the employer higher prices for the
training cost. This is unnecessarily decreasing the profit of the companies which should not have
had happened. Ineffective training used to happen due to lack of support of the management in
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which the management is not that effective to search for the advanced skills and the same is
reflected towards the goal of the business.
In order to save cost of the company the businesses do not spend towards training and
development. They used to spend on outdated technologies used for training and the latest
technology investments are ignored. They used to do this as per the thinking that this will lead to
switching of the employees to other jobs due to technical knowledge advantage to the employees.
The training programs are not well-designed and this results in ineffective way of delivering of
the training due to which the employees do not understand what is there in the training program
and same result in lack in building appropriate and adequate skills among the employees (Muda.
and Erlina, 2019). The training programs are designed without considering the objective and
aims of the company and which result in creating a situation which is completely vague for he
business. Appropriate person for the training and delivering of the training is not selected and this
results in creating common training programs for all which do not include any specialization
program for the specified employees. The implementation of the training programs are also not
effective due to not delivering of the training modules timely. The trainer used to take holidays
and used to absence himself or herself by keeping away from the hectic situation.
Performance evaluation.
The performance evaluation is also not proper in which the techniques for the promotion
is not applied or not even used. There are no rating system is used and also performance
management system is not applied by the management which results in orderly management of
the hard-working employees (Schneid. and Schneid, 2019). This creates a bad image in the minds
of the employees, and they used to work very little or used to work half heartedly. Data for the
performance which include behaviour of the employees, timing in which the employees are
coming and the time at which the employees are leaving are not properly recorded. The
employees who are working long and dedicating them wholly towards the work and are the key
players in the company are completely ignored in the company. There is no feedback system in
which rating is given by the employees for performance of the employees and the one with the
highest vote for the performance gets promotion for the work done. Over all factors of the
employees are seen in which how the employee is behaving with the other employees, what will
lead to better management of the employees etc. are ignored.
Leadership issue
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There is no proper leadership in which, the style of leadership is not clear and the
employer used to follow their own style of leadership by using unprofessional approaches
towards the work. The employer uses Autocrat style of leadership in which the employees are not
heard and only the employer used to take decision (Taderera, 2019). This make the employees
feel they are nothing it is better to not involve themselves much I the company. There is no
leadership development style followed which is creating mismanagement among the employees
and the managers. The reporting relationship among the employee and the employer are not clear
and who is reporting to whom is also not cleared among the employees.
Due to lack in the leadership style following the accountability of the manager is not
addressed to the employees. This creates vagueness among the employees and the employer. If
the leader in not dominant then it will lead to lack in the delivery of the clear vision and also poor
execution of the message to the subordinates. The culture of the company will not be maintained
and this will lead to creating negative environment at the work place in which no corporat6e
culture is maintained. There will be no direct interaction from the employees and this will lead to
not knowing and addressing the key areas of issue.
How to address the issues.
The issues can be addressed by applying theories creating a positive work environment in which
the management is sound enough to take decision for the betterment of the cafe or restaurant.
Organization behaviour theory
Behaviour of the organization is the study of behaviour of the human in which
environment of the organization is taken for the study. As per the theory how humanistic values
are translated to action as well as productivity is studied (Organizational behavioural theory,
2019). This theory is focused on resolving conflict, increasing the output, promotion of
cooperation and also development of the workers at its best capabilities. As per this theory proper
evaluation of the performance of the employees must be done in order to give the employees fair
promotion. This will boost the morale of the employees and the employees will be more
motivated towards the work and which will lead to better performance of the employees and
achieving better results for the business. As per this theory ranking system will be adopted in
which the performance of the employees will be ranked as per the performance of the employees
and the one with the highest performance will be given better chances for the promotion.
Human Capital theory.
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As per this theory if the person is educated and well-trained well then the person will earn
well. This will lead to make availability of the services faster and better. For providing better
services it is must for the employer to provide better training (Carlstein, 2019). The restaurant
and cafe companies should focus on hiring employees which are skilled and having appropriate
and required skills for running the business. The companies should focus on increasing the
human capital investment in order to increase and improve the business.
AMO theory
Ability Motivation and Opportunity, includes the motivation of the employees towards
the success of the organization. It completely depends upon the ability of the employees. In order
to serve better the interest of the company it is very important for the company to better know
what is the ability of the employees, what are the factors which used to motivate the employees
and factors providing opportunities for the employees in order to develop themselves better. The
management of the performance can be possible by this theory in which performance
management system are maintained and managed well (Hourani, 2019). All three factors is
present in the employees then there are higher chances that the company will become productive
and profitable. Right from the beginning the ability of the employees must be increased by
providing the employees proper training and overall development of the employees.
Providing opportunity to the employees will lead to giving motivation to the employees
and the same will lead to making the employee completable. Developing skills of opportunity
will help the company to take better decisions at the time of opportunity (Alawi. and Belfaqih,
2019). Motivation is also a factor which includes stimulating the employees to perform better and
achieve the deadline on time. There are various motivation drivers and they must be used in
order to make achieve target of the business such as clarity of goals, clarity in the articulated
purpose, ambition for work and development of team and development of paths are the key
factors.
Leader-Member theory
Only one way in relationship can not enough in order to achieve better results in the
relationship among the employees and the employer. It is must for both employer and employee
to maintain better relationship (Lyu. and Kim, 2019). This theory suggests that the leader must be
friendly towards the employees and should believe in making personal relationship with the
employees. This will lead to make the employees free to discuss with the employer what are the
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issues and how to address those issues. In order to achieve big targets it is must for the employer
to make a team which is effective and efficient. Skilled person must be included in the team
which are productive and cooperative. The selection of the employees must be done of the basis
of rigorous employment process in which process of the interview must be followed.
Resource based theory
Availability of adequate resources is must as per this theory in which the resource must
be valuable, rare, intimation of which is difficult and based on long term success of the firm. As
per this theory employees are the asset of the organization, so they must be provided with proper
compensation and growth of the employees must depend upon the experience of the employees
(Leader-Member theory, 2019). This will lead to make feel the employees that they are valued in
the company and all the employees will respect each other. Employee pays valuable contribution
to the success of the company, and they must be respected. All the norms of the employment
must be made clear before employment contract and all the conditions must be followed after the
joining of the employee. Fake agreements will damage the reputation of the company and this
will lead to employees showing less interest in the employment and same will lead to poor
retention of the employees and poor decision-making by the employees. In order to retain the
employee they must be paid for the extra work done and also must be paid for the work done on
holidays.
CONCLUSION
As per the study it is concluded that it is very essential to manage the employees and train
the employees I order to get better and effective results. Various theories plays a major role in the
development of the employees. Application of the theories will make the lead to make the
employees focused towards the aim and objectives of the organization. Performance evaluation
and on the basis of evaluation of the performance compensation programs must be designed
which will help the company to do better analysis of the performance of the employees.
Application of theories will lead to better and fast delivering of services to the customers and this
will lead to encipherment of the performance.
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REFERENCES
Books and Journals
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Buckley, M.R. And et.al., 2019. Research in personnel and human resources management.
Emerald Publishing Limited.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Cancedda, C. and Binagwaho, A., 2019. The human resources for health program in Rwanda: a
response to recent commentaries. Int J Health Policy Manag. 8(7). pp.459-461.
Babalola, O.O. and Mamuzo, A.R.M., 2019. HUMAN RESOURCES MANAGEMENT
PRACTICES. Ilorin Journal of Human Resource Management. 3(1). pp.62-74.
Berliner, H.S., 2019. Strategic factors in US health care: human resources, capital, and
technology. Routledge.
Muda, I. and Erlina, A.A., 2019. Influence of human resources to the effect of system quality and
information quality on the user satisfaction of accrual-based accounting system.
Contaduría y administración, 64(2). p.10.
Schneid, T.D. and Schneid, S.L., 2019. Human Resources and Change Management for Safety
Professionals. CRC Press.
Taderera, B.H., 2019. Do national human resources for health policy interventions impact
successfully on local human resources for health systems: a case study of Epworth,
Zimbabwe. Global health action, 12(1). p.1646037.
Carlstein, T., 2019. Time resources, society and ecology: On the capacity for human interaction
in space and time. Routledge.
Hourani, N., 2019. The Impact of Human Resources Development Mechanisms on Building
Teamwork. Journal of Business and Retail Management Research. 13(04).
Alawi, N.A. and Belfaqih, H.M., 2019. Human resources disclosure: an exploratory study of the
quality in Qatar. World Journal of Entrepreneurship, Management and Sustainable
Development. 15(1). pp.84-95.
Lyu, J.H. and Kim, S.I., 2019. A Case Study on Early Childhood Coding Education Program for
Convergence of Human Resources. Journal of the Korea Convergence Society. 10(8).
pp.129-135.
Online
Organizational behavioural theory. 2019. Available
through:<https://study.com/academy/lesson/organizational-behavior-theory-in-
business.html>.
Leader-Member theory. 2019. Available through:<https://blog.toggl.com/leader-member-
exchange-theory/>
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