Team Management and Cooperation: HRM Assignment on Domino's Pizza

This assignment delves into the realm of Human Resource Management (HRM) through a case study of Domino's Pizza. It begins with an introduction to HRM, defining its roles as a strategic, administrative, and change agent, and then explores the functions of HRM including recruitment and training, performance appraisal, budget control, maintaining work atmosphere, and corporate image. The assignment then examines human resource planning, addressing moral and practical issues within the context of HRM, followed by a discussion of job analysis, focusing on ethical and regulatory concerns. Finally, it investigates the recruitment and selection processes, highlighting moral, practical, and regulatory issues associated with each stage. The document provides a comprehensive analysis of HRM principles and practices, offering insights into the complexities of managing human resources within a global company like Domino's Pizza, referencing relevant literature throughout.

Running Head: HRM 0
Management

HRM 1
Contents
Introduction...........................................................................................................................................3
Question 1.............................................................................................................................................3
Human Resource Management.............................................................................................................3
Roles of human resource management.............................................................................................3
Functions of human resource management......................................................................................3
Question 2.............................................................................................................................................4
Human Resource Planning.................................................................................................................4
Job analysis........................................................................................................................................5
Question 3.............................................................................................................................................5
Recruitment process..........................................................................................................................5
Selection process...............................................................................................................................5
References.............................................................................................................................................7

HRM 2
Introduction
Domino’s Pizza Inc. is also called Domino’s Pizza. It is founded in the year 1960 in USA
headquartered in America. James and Tom started the small pizza restaurant with the name
Dominick’s. After this, Dominick DiVirti owned it. In the next eight months, James sold the half share
of its business to a person named Tom for the VW Beetle Car. In the coming year 1965, Tom
purchased the two restaurants in the similar country but the former owner wants to share the brand
name Dominick’s. At the end, Yo has decided to change the business name with Domino’s Pizza.
After it, the brand name has logo with three dots by representing the three stores. Recently,
Domino’s Pizza is one of the biggest fast food stores operating in several countries.
Question 1
Human Resource Management
Human resource management is a comprehensive and strategic approach in order to
manage the workplace culture and people. Effective Human resource management enables the
companies to contribute efficient and effectively to the overall company (Wright, 2018).It also helps
in accomplishing the company’s objective, vision, and mission.
Roles of human resource management
1. Strategic partner- In human resource management, strategic partner is liable for finding and
making the best company plans for the use of business. They are also required to run the company
audit in monitoring and ensuring the business architecture plans. It also helps in achieving the
strategic objectives. For example- Domino’s effectively sets the five-year strategic objective. HR also
plays the key role in searching the appropriate person that has required skills for particular project.
HR also helps in monitoring the operation and plans in order to achieve the goals as per the strategy
and time (Noe, Hollenbeck, Gerhart& Wright, 2017).
2. Administrative partner- HR fulfils all the requirements arising from changes in regulation,
legislation, safety, and work. Human resource employees are also required to bring improvement in
efficiency in their own HR function as well as whole organization. For example- In Domino’s,
administrator is first person with whom all the employees contact in case of problem (Meijerink,
Bondarouk&Lepak, 2016).It also helps in maintaining and keeping the employee documents and
record. In addition, it is also responsible for the up gradation and management of Company’s
database.
3. Change agent- In the role of change agent, HR performs all the internal and external change
in the company that is legislation and technology, whenever they find any need to change. For
example- Domino’s also innovates the idea in order to start using the tracking system such as GPS at
the time of delivery. By using this, customer come to know how much time the order will take.
Besides this, they also have option for creating their own pizza.

HRM 3
Functions of human resource management
1. Recruitment and training- It is one of the major responsibility of human resource manager.
In every company, HR manager makes the strategies and plans in order to hire the talented
candidate for appropriate designation. Similarly, Domino’s has some specific criteria in order to hire
the people.
2. Performance appraisal- Human resource management encourages the person who all
working in the organization as per their capability and provides the suggestion that will help in
bringing the improvement. In Domino’s performance appraisal, take place on every six month for
motivating the employees (Lengnick-Hall &Lengnick-Hall, 2018).
3. Budget control- Human resource performs monthly, weekly, and yearly report related to the
wages, stock and miscellaneous wages. It also keeps in monitoring the amount for the year as well as
set the time in which profit will be achieved.
4. Maintaining work atmosphere- It is one of the biggest aspect of HRM because the
performance of each person in organization is run by work culture and work atmosphere that will
succeed in the workplace. Domino’s also creates the clean, safe as well as health environment that
bring out the best in each employee. It is true that friendly atmosphere also provides the job
satisfaction to staff member.
5. Corporate image- it is true that each business want to become the “employer of choice.”
Employer of choice is those companies that receive the recognition in the way they treat the
employees. These are such companies in which people are interested to work. Employer of choice
also means when human resource balances the recruitment of qualifies applicant, select the
appropriate candidate and provide appropriate appraisal to deserved employees
Question 2
Human Resource Planning
Moral issue
 Discrimination: any company who discriminates any candidate based on sex, race, religion,
or gender is supposed to behave in unethical manner. This can also prove to be damaging to the
company for a small business owner as claims of discrimination in hiring can also prove costly to
defend. Besides this, claims of bias in hiring can also harm the reputation of business that will affect
the revenue (Shields et al, 2015).
Practical issue-
 Recruitment- human resource manager in every company come across various challenges.
However, the major issue is to recruit the right kind of person for a certain position. It is seen that
many times HRM come across the difficulties in finding the competent staff as per the availability
with certain level of qualification. In Domino’s, HR is responsible for keeping all the position fulfilled
by ensuring proper recruitment (Pološki-Vokić,2016).
 Employment training- It is essential that all the staff members is competent enough for their
respective designation. In addition, it is also required to aware of the company’s policies and rules.
In Domino’s, HR department held liable for implementing the various training programs for

HRM 4
familiarise the newly appointed employees with the rules and regulations of company as well as
technical up gradation.
Job analysis
Ethical issue
 Lack of cooperation: whenever the accurate and authentic data is required, it is essential to
do with support of the employees. If employees are not ready to do cooperation, it is wastage of
money, time, and efforts. Besides this, various employees might get biasness regarding their
relatives and friends (Brewster, Chung & Sparrow, 2016).
Regulatory issue
 Duties and responsibilities: in every job description, it is required by the HR to explain the
responsibilities as well as principle including the period that each responsibility will take to fulfil. All
the explained duties are also required to relate with the other sections of the description such as
salary, job summary, physical requirement, and minimum qualification requirement.
 Salary consideration- when job description is prepared, it is essential for the hiring manager
to designate the salary for required position, increment in salary and no change in salary. It is also
required to disclose the required salary for expected salary for employees at the time of job analysis.
Question 3
Recruitment process
Moral issue
 Transparency: at the time of interview, it is the moral duty of HR to provide proper
information about the company and job. Total disclosure is also required to include the privacy
protection policy of company regarding social media checks, background and job duties and salary
range. After the interview, it is also essential for the HR to give feedback to the applicant that will
help in the further future opportunities (Banfield, Kay&Royles, 2018).
Practical issue
 Recruitment strategy: prior the HR uploads the first job posting, it is essential to determine
whether the hiring is done in the best interest of the organization. for example- Domino’s in a better
way look at the full time employees and part time employees. Besides this, it also provides extra
responsibility to its current employee (Wilton, 2016).
 Expenses: It is true that expenses can prove to be expensive if it is not done properly.
Recruitment cost includes the professional membership, advertising space, college recruiting fairs
and job fair sponsorship. For example- Domino’s hire the independent labour and contract labour
that relieves the HR for the duty for managing the full-time staff.
Selection process
Ethical issues

HRM 5
 Advertising non-existing jobs- HR posting, advertising or posting any job that does not even
exist is an ethical issue. Besides this, the one that is already being filled is also ethical issue
(Chalbaud&Tigert, 2017).In Domino’s, it is done in order to collect the resumes so that it becomes
easy for the same recruiter to contact the candidate further for any position.
Regulatory issues
 Job posting: when posting, advertising, or hiring any person, HR should not discriminate on
the basis of colour, race, gender, age or place of origin. Besides this, HR should also not discriminate
the employees by providing employment to employee of one gender at certain rate that is less than
the actual pay rate for which person is getting for the similar occupation (Bratton & Gold, 2017).
 The interview: at the time of interview, HR is required to ask the questions in such a way
that will serve the equal opportunity to each applicant. It is also essential to describe the job in a
proper manner so that applicant also becomes keen to join the job. For example- if a job will require
the some extra working hours from employees, then it will become unfair for the person who is
required to look after the kids.

HRM 6
References
Banfield, P., Kay, R., &Royles, D. (2018). Introduction to human resource management.Oxford
University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. United Kingdom:
Routledge.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.United
Kingdom: Routledge.
Chalbaud, C. E., &Tigert, R. (2017, January).Let’s Play Dominos. In ASSE Professional Development
Conference and Exposition.American Society of Safety Engineers.
Lengnick-Hall, M. L., &Lengnick-Hall, C. A. (2018).Strategic management approach to technology-
enabled HRM.In e-HRM (pp. 45-61).United Kingdom: Routledge.
Meijerink, J. G., Bondarouk, T., &Lepak, D. P. (2016). Employees as active consumers of HRM:
Linking employees’ HRM competences with their perceptions of HRM service value. Human
resource management, 55(2), 219-240.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Pološki-Vokić, N. (2016). Fifteen years of strategic HRM philosophy in Croatian companies: Has HR
department evolved into a strategic partner?. Strategic Management, 21(2), 37-44.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ...&Plimmer, G.
(2015). Managing employee performance & reward: Concepts, practices, strategies.
Cambridge University Press.
Wilton, N. (2016). An introduction to human resource management.London: Sage Publications.
Wright, P. (2018). Fundamentals of human resource management. Management, 5, 27.