Human Resource Management Case Study: Hatsuhana Sushi Bar & Megastores

This document presents a comprehensive case study analysis focusing on Human Resource Management (HRM) practices within two distinct business contexts: Hatsuhana Sushi Bar and Megastores. The first case study, Hatsuhana Sushi Bar, examines health and safety duties, policy compliance with HSWA 2015, incident reporting procedures following a customer slip-and-fall, and the importance of health and safety in staff induction and training. The second case study, Megastores, delves into the company's HRM practices, assessing whether Megastores practices strategic HRM and providing justification for this assessment. Furthermore, it explores the significance of considering external factors when formulating an HR strategy, offering a detailed understanding of HRM principles and their practical application in real-world scenarios. The analysis includes relevant references to support the arguments presented throughout the case studies.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
Case Study 1: HATSUHANA SUSHI BAR.......................................................................2
Question 1a......................................................................................................................2
Question 1b......................................................................................................................2
Question 1c......................................................................................................................3
Question 1d......................................................................................................................4
Case Study 2: MEGASTORES...........................................................................................5
Question a........................................................................................................................5
Question b........................................................................................................................5
Question c........................................................................................................................6
References............................................................................................................................7

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Case Study 1: HATSUHANA SUSHI BAR
Question 1a
Identify the duty holders who have Health and Safety duties at Hatsuhana. Who has primary
duty of care in Hatsuhana?
The health and the safety duties that are to be performed at Hatsuhana Sushi Bar rest on
the shoulders of each and every employee of the popular lunch arena.
The primary duty of care at the Hatsuhana Sushi Bar rest on all the employees of the
concern since the Hatsuhana Sushi Bar employs a very limited number of the members and the
majority of them being part-time employees who have been pursuing their education at the
various educational institutions that are situated in the area.
Question 1b
What changes/additions should Lilly make to Hatsuhana’s Health and Safety policy and
procedures to ensure compliance with HSWA 2015?
The manager of the Hatsuhana Sushi Bar, Lily should implement a number of changes in
the Hatsuhana Sushi Bar in order to ensure that the Hatsuhana Sushi Bar has been following the
policies that have been mentioned in the HSWA 2015. The primary area of the changes includes
the change in the policy that is being followed within the concern. Lily must facilitate the
changes in the present policy which is inclusive of the changes like the replacement of the
HSE1992 by the new regulations that are stated in the HSWA 2015. The other factor that needs
to be looked into by the manager of Hatsuhana Sushi Bar is the matter that pertains to the time
that is needed for the regular meetings that are held among the employees of the concern. The
time allocated for the meetings at present is 5 minutes which is proving to be insufficient. Lily

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might change the duration of the meetings and extend it to almost 10 minutes. This might help
her to address the various issues that might arise among the employees of the concern as well as
instruct them in the matters related to the health and the safety of the staff and the clients of the
organization.
Question 1c
Yesterday, a regular female customer was hurrying into Hatsuhana to escape the sudden
downpour when she slipped on the wet pavement outside the shop and nearly hit her head on
the fixed sushi display unit located just inside the shop. Fortunately except for bruises and a
cut on her kneecap, she was not seriously injured. What incident reporting and investigation
steps should be taken, and by whom?
The incident that had taken place with the concerned customer of Hatsuhana Sushi Bar
should have been reported by the concerned employee who had been in the nearest vicinity. The
employees of Hatsuhana Sushi Bar as well as the present customers might be asked to report the
incident along with the concerned customer who had been through the concerned experience.
The concerned management might take a note of the incident, investigate the occurrence and
thereafter take the necessary steps in order to avoid such mishaps in the future.
The investigation on the part of the employees of the organization in discussion,
Hatsuhana Sushi Bar, might include the examination of the wetness of the pavement as well as
the location of the fixed sushi display unit that is located just inside the Hatsuhana Sushi Bar.
The investigation might further include the managerial intervention on the part of Lily in order to
prevent such accidental occurrences in the future.

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Question 1d
Explain why Health & Safety must be part of induction, and training for all staff members.
How would you ensure that all staff members are reminded of their obligations?
According to Laberge, MacEachen & Calvet (2014), the health and the safety conditions
should be considered to be a part of the induction of the employees of the concern due to the fact
that this might help them to maintain as well as handle the various conditions that are related to
the health as well as the safety of the employees as well as the clients of the concerned
organization in discussion, Hatsuhana Sushi Bar.
The staff members of Hatsuhana Sushi Bar might be reminded of their obligations on a
daily basis by conducting various sessions that are related to the recent improvements on the
matters pertaining to the health and the safety of the concerned clients as well as the staff of the
organization (Pouliakas & Theodossiou, 2013). The management might also include the
demonstrations for the employees in order to help them get accustomed to the ways in which
various mishaps might be handled.

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Case Study 2: MEGASTORES
Question a
Would you say that Megastores practices Human Resource Management? Indicate 3 reasons
for your answer.
Human resource management refers to the strategic management techniques that are
implemented on to the members of the workforce of the company in order to ensure that they
play a major role in the helping the concerned business to gain a competitive advantage over the
other companies that are present within the concerned market (Cascio, 2018). The human
resource department of the given company in discussion, Megastores, are observed to have been
dedicating a huge amount of the resources for the training and the development of the workforce.
The concerned company is known to identify the various issues that are related to the overall
performance of the concerned company. The management of the concerned company is also
observed to maintain the business strategy that facilitates the management of the workforce
based on the values of the decisions that are taken within the company.
Question b
Is Megastores’ approach to HRM strategic? Why? (provide references to support your
answer)
The strategic human resource management refers to the practices that are related to the
attraction of the potential employees, the training and the development of the employees in order
to meet the concerned criteria set by the company, the rewarding of the deserving employees as
well as the retention of the existing employees (Bratton & Gold, 2017). The company in
discussion, Megastores might be said to have been implementing the strategic human resource

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management in the company. The concerned company is known to attract the various potential
employees that are related to the concerned organization. The company is known to lay major
stress on the retention of the employees so as to help in the overall growth (Pinnamaneni, Xu &
Findley, 2015). The company aims to attract the various potential employees who might be able
to contribute to the overall improvement of the concerned company.
Question c
Briefly explain why it is important to consider external factors in formulating HR strategy.
The changes in the various external factors might lead to the changes in the environment
of the concerned company. The changes in the external environment might include the changes
in the policy, the environment, the social factors as well as the technological factors that are
implemented by the concerned company in order to facilitate the overall improvement of the
concerned company in discussion (Kramar, 2014). The external factors that are related to the
extension of the payment to the concerned employees of the concerned company in discussion,
Megastores. The payment of the employees of the organization might play an important role in
the retention of the employees of the concerned organization (Shields et al., 2015). The
remuneration that is extended to the concerned employees might also affect the competitive
advantage of the company in terms of the attraction and the retention of the employees of the
concerned organization in discussion, Megastores.

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References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), 1069-1089.
Laberge, M., MacEachen, E., & Calvet, B. (2014). Why are occupational health and safety
training approaches not effective? Understanding young worker learning processes using
an ergonomic lens. Safety Science, 68, 250-257.
Pinnamaneni, N., Xu, D., & Findley, H. (2015). Strategic Human Resource Management.
Pouliakas, K., & Theodossiou, I. (2013). The economics of health and safety at work: an
interdiciplinary review of the theory and policy. Journal of Economic Surveys, 27(1),
167-208.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J., & Plimmer, G., (2015). Managing Employee Performance
& Reward: Concepts, Practices, Strategies. Cambridge University Press.