HRM 13 Assessment 2: Yummy Foods Case Study and Recruitment

This assignment analyzes a case study involving Yummy Foods, addressing several HR-related issues and proposing solutions. The student identifies legal breaches committed by the company, such as discriminatory hiring practices, failure to provide fair pay and benefits, and non-compliance with national employment standards. The assignment critiques the company's current HR practices and suggests five key changes, including establishing a proper recruitment framework, implementing a fair pay scale, formulating a leave structure, providing equal opportunities, and offering employee training. It also outlines the steps to hire a new chef, develops a position description, and provides a job advertisement, interview questions, and questions to avoid. Furthermore, it includes a letter to an unsuccessful candidate and emphasizes the importance of training the selection panel. The assignment demonstrates an understanding of employment law, recruitment processes, and HR best practices, offering a comprehensive analysis and practical recommendations for improving Yummy Foods' HR management.

Running Head: HRM
HRM
Name of the Student
Name of the University
Author Note

2HRM
Assessment 2
What has Mr X done that is against
the law?
Which specific law
has he breached?
What does the law
require him to do?
1
Employed only the female member
under the age of 25
Anti-discrimination
law
To be discriminatory
in the process of
selection and base the
procedure on the
basis of the capability
of the individual
2
Did not provide extra allowance
for the extra work
Fair work act Payment should be
equal for everyone
and extra work should
be accompanied by
extra pay
3
Complains from the staffs were not
encouraged
National Employment
Standards
The staffs and the
employees should
have the access to all
the information
4
No holiday or leave had been
granted to the employees
National Employment
Standards
Employee should be
provided with
additional holidays in
order to fulfill
personal and family
responsibility
5
Information about the employee
had been disclosed to other
National Employment
Standards
The information of
the employee should
not be breached under
the privacy act
6
A male chef was denied the
Anti-discrimination
law
To be discriminatory
in the process of
selection and base the
procedure on the

3HRM
opportunity basis of the capability
of the individual
7
Leave had been denied to Anna
National Employment
Standards
Leave needs to be
granted on the basis
of the social and
family responsibilities
8
Pay slip had not been provided to
Melanie
National Employment
Standards
The information
regarding the
payment should be
provided to the
employees
9
No training had been provided to
the employee
Fair work act 2009 The employee should
be provided with
training in order to
accommodate them in
the service of the
organization
10 Proper procedure were not
followed in hiring the employees
Fair work act 2009 Particular, equal and
fair procedure should
be maintained in
terms of hiring the
employee (Bray and
Stewart, 2013)
2. As a person who is looking out for the job I would not like to work for the organization.
The brand of the organization had been a week one and lower value proposition in terms of
the employees of the organization. The procedure of recruitment is not a fair one and equality
of payment on the basis of the performance of the employees are not maintained and extra
work is not adorned with extra payment. The organization need to provide with substantiate
leaves so that they can mitigate their social as well as other responsibilities. The information
of the employees should be safeguarded by the employer and on no account they should be
disclosed. On all front of the rights of the employees should be maintained which had been

4HRM
breached in the situation. As such, the working environment is not positive enough in order to
motivate the employees and consider their interest (Noe et al, 2015).
3. Five Changes that needs to be implemented in the scenario of the Yummy foods are as
followings
 The organization need to bring about proper framework in order to carry on the
process of recruiting the employees to the organization and in order to do so proper
resources should be brought about in the organization.
 The organization should prepare new pay scale and the payment should be equal for
the employees on the basis of the service that is being provided by them. It also need
to be noted that the extra work from the employee should be rewarded with extra
payment.
 Leave structure of the employee needs to be formulated so that they can cater to their
social and personal responsibilities
 Opportunities should be provided to all without any discrimination
 The employees should be trained before integrating them in the process of the
organization
4. The employee of the organization along with the owner Mr. X needs to be consulted
before the needs of the HR for the Yummy Foods is formulated with effectiveness. It
needs to be noted that the organization is lagging behind in certain areas. In order to
overcome the drawbacks the organization need to cater to the needs as well as the areas
where the organization had been lagging effectively in its functioning. The response of
the employees would be guiding the organization in improving their course of action.
Any functional organization with proper HR regulations can be consulted for guidance in
the HR related area.

5HRM
5. Yummy restaurants should develop certain documents in order to comply to the HR
related regulations that would allow the effective functioning of the human resources of
the country. It can also be noted by the organization that it has lacked in the areas of
ensuring the privacy to the information of the employees. As such, the information that
needs to be developed by the organization should include the aspects of the payment
related frame work and the leave related frame work that the organization need to adhere
to. It is also important for the organization to come up with the salary structure for the
positions that are present within the organization.
6. The recruitment policy for the organization can be developed as follows. It would
allow the organization in carrying out is recruitment process with out much hindrance or
difficulties. The recruitment policy should ensure the qualification and the job roles that
the organization is looking forward in order to ensure that the effectiveness is maintained
in the process of providing job to the individuals with effectiveness. It needs to taken care
of the fact the recruitment policy should specify the work hour for the employees and the
kind of payment that the employees would be provided with incase they work for more
hours than their stipulated time.
Assignment 2
1. What are the steps you would follow to hire a new full-time Chef at Yummy
Restaurant?
Answer: In order to hire full time Chef at the Yummy Restaurants, certain steps can be
taken.
The steps can be as follows

6HRM
1. The organization can come up with proper policy in case of the Yummy food where
the company would require to adhere to the guidelines that has been proposed by
them
2. Define the terms of conditions and the policy that has been adopted by the
organization in terms of recruiting and retaining of the employees
3. The description of the salary structure and the basis on which they are being allocated
to the employees
4. The company would consider the policy on the basis of which retention as well as
expelling of the employees can take place.
5. The organization should also take in consideration the leave policy that would require
them to provide leaves on an equal basis to all the employees
2. Develop a ‘Position Description’ for the position of Chef at Yummy Restaurant.
The position description for the Chef Should include the following aspect
The position of the Chef at the Yummy Restaurants is marked by immense
responsibility as we think that the job of the chef is pivotal to our services. The Job of the
chef includes various aspects beginning from the production of the food. The quality of
the food that we serve has helped us in attaining the brand name for our organization. As
such, we expect the chef to adhere to the standard however; the chef can bring about their
innovation in order to enhance the standard. The work hour of the chef would include 8
hours per day out of which he would be allowed to avail the recess of one hour. Any
claim in order to change the food needs to be catered with utmost priority and the
response of the customers would be considered the ultimate with exception in certain
cases.

7HRM
3. Research the Modern Award for the Restaurants Industry (Restaurants Industry
Award 2010) and find the minimum weekly wages for a ‘Level 6- Cook Grade 5’. (Hint:
Go to: http://awardviewer.fwo.gov.au/award/show/MA000119#P323_32341 and look for
Part 4, Section 20 Minimum Wages)
For the cook belonging at the level 6 and at grade 5 the minimum wages of 941$ per
weak
4. Develop a job advertisement for the position of Chef at Yummy Restaurant.
Yummu Restaurant has opened up the position of the chef at their restaurant. Application
from the applicants are expected. The working hours and the wages are complementary to
each other. Along with that the organization had launched several policies in order to
appreciate the performance of the employees including the chef. The leaves and
incentives policies are also in sink with the aspiration of the employees. Apply and turn in
for the interview in order to experience a new work environment.
5. Prepare a list of interview questions for the selection of a Chef for Yummy
Restaurant.
a) Closed Questions
i. What is your qualification?
ii. What are the areas where you ?
iii. What are your job experience?
iv. What is your expected salary from this job position?

8HRM
b) Open Questions
i. How would you like to bring about innovation in the process?
ii. What according to you are the best part of the job that attracts you?
iii. How do you think you can incorporate the experience in the working sphere?
c) Behaviourial Questions
i. How do you think you can behave so that you can bring about positivity?
ii. What according to you, enhances the motivation of the employees?
6. Write a list of 5 questions Mr X should NOT ask the candidates at the interview.
• The family income of the employee
• Aspect about the personal life of the employee

9HRM
• The reasons that the employee would require to take leave
• about the medical conditions, specially the mental health
• about the relationship status
7. What type of training/ information will you give to the selection panel that helps you
to interview the candidates for the Chef position?
The selection panel should be provided with the training where the committee will be
asked to take into consideration several aspects. The aspects are as follows.
The interviewee should be asked about their personal values, experience and expertise in
respect to the job field. The committee should discuss about the personalized attributes of
the employees in a way that it should not breach the personal information of the
employees and the concerned attributes. However, the committee should be made to
understand that any form of discrimination would not be allowed in the job scenario as
well as while conducting the interview.
8. Write a list of questions you would ask the referees of the shortlisted applicants.
How long they are acquainted with the person?
What are the attributes that make the person suitable for the position?
You may be asked to role-play an interview selection process in class. If you are studying
online, this role-play will be part of your oral interview at the end of your course

10HRM
9. Imagine that you interviewed three candidates for the position of Chef at Yummy
Restaurant. After the interview process, you have decided to offer the position to an
applicant called George Smith. The other two candidates, Nicole Briggs and Gina Lola
have not been successful.
a) Write a letter to Nicole Briggs advising her about the outcome of the interview
Dear Nicole Briggs
We have reviewed your response in our interviews and we are sorry to let you know that
for the time being we are not being able to provide you with the position. However, it was
a pleasure knowing you and we would like to make certain recommendation that would
allow you to develop on the areas that has been referred.
1. communication skill
2. bring about innovation in process of cooking
3. Should be willing to incorporate the response of the customers
We would like you to reflect upon the areas that has been mentioned and improve
upon them. If you keep working on the areas it would allow you to develop upon your
weakness and the areas that require concern.
Best of luck for your future
Thank You
Team Yummy Foods
b) Draft a letter to George Smith offering him the position of Chef at Yummy restaurant
Dear George Smith

11HRM
We feel extremely privileged to have offered you the job position here at Yummy Foods.
We are extremely impressed by your response and would like to have you in our team.
Please get in touch as soon as you receive the letter so that we can initiate the process of
incorporating you in our team
Best of luck
Thank You
Yummy Restaurants
9c.
Dear George Smith
Yummy Restaurant would like to have you in our team and thereby establish a contact in
order to enhance our relationship. We would like to establish a contract with you for a
period of two years, after which we will redraft our contract on the basis of our
relationship and expect that you would adhere to the policy and guidelines regarding the
salary, performance and retention. Please acknowledge the letter on the basis of the policy
that you have adhered to.
Thank You
Team Yummy Restaurants
10. In order to induce the junior employee who have recently joined the organization, the
managers can induce the members with the organizational structure and the mission and
vision of the organization. The newly employed members can be accumulated to the
process of the organization and it can be noted that the assimilation of the employee
should be marked by their acceptance of the organizational culture. The employees need

12HRM
to be introduced to different policies as well as the aspects that should be taken care of in
terms of the organization.
11. The method of the checklist can be utilized in order to gather the feedback from the
employee regarding their induction in the process of the employment with the
organization. Personalized interaction of the managers and the employees can be carried
out in order to gather the response.
12. In order to rectify the gap certain steps can be taken. The organization needs to bring
about effective communication in terms of the induction needs to be introduced in the
organization and interaction should be considered as it would allow the managerial team
to understand that whether they have been made properly aware of the attributes.
Communication and interaction should be enhanced.