HRMT11011 - Job Sharing Analysis & Recommendations: Chicken Treat

This business report analyzes the implementation of job sharing within Chicken Treat, a fast-food restaurant aiming to expand its services. The report identifies key human resource management issues arising from a news story on job sharing, focusing on redesigning operational functionalities and improving communication processes. The analysis employs the business process re-engineering model to optimize operations and the Shannon and Weaver communication model to enhance communication among employees sharing job roles. Recommendations include regular meetings, team-building activities, technology training, and motivational rewards to improve employee collaboration and overall productivity. The report concludes that effective implementation of job sharing can significantly benefit Chicken Treat by improving service quality and operational efficiency, provided that communication channels are clear and processes are well-designed. Desklib provides access to similar solved assignments and past papers for students.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Assessment Task: Business Report
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Word count: 1802

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Executive Summary
In recent times, many contemporary organizations utilize the concept of job sharing in order to
obtain the origination goals and objectives in lesser time. In this business report, a news report
was analyzed that highlighted two major issues if an organization intends to implement the job
sharing strategy. These issues are described by a service organization that intends to expand
their operation throughout the day that is 24X7. The organization that is taken into consideration
is Chicken Treat that serves fast food chicken dishes to their customers. The two models that
are highlighted in their report is business process re-engineering and Shannon and Weaver
communication model for re-designing the operational functionalities and improving the
communication process respectively.

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Table of Contents
1.0 Introduction............................................................................................................................ 3
2.0 Description of News Story......................................................................................................3
3.0 Identification of Human Resource Issues...............................................................................4
3.1 Re-designing the operational functionalities.......................................................................4
3.1.1 Process identification...................................................................................................5
3.1.2 Analyzing the exiting process......................................................................................5
3.1.3 Designing the prototype...............................................................................................5
3.1.4 Testing and Implementation.........................................................................................5
3.2 Improving the communication process...............................................................................6
3.2.1 Shannon and Weaver communication model...............................................................6
4.0 Conclusion............................................................................................................................. 7
5.0 Recommendations.................................................................................................................8
5.1 Regular meeting.............................................................................................................8
5.2 Conducting gatherings....................................................................................................8
5.3 Training for utilizing technology......................................................................................8
5.4 Offer motivational rewards..............................................................................................8
6.0 Reference List and Bibliography............................................................................................9

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1.0 Introduction
Cascio (2018) stated that management of people within an organization is an important
aspect of human resource management. Staffing, employee compensation and benefits
provided to them along with designing of the work are also important characteristics of human
resource management. Alfes et al. (2013) also depicted that the role of an HR advisor is to
assess the recruitment and selection strategies, negotiating terms and conditions, providing
advice reacted to employment and HR Information System data and advice on staff
development. The HR advisor also evaluates the strategies through which better productivity
can be attained for obtaining greater profitability.
In this business report, the news story will be described followed by identification of
human resource issue in the given case study. The service organization taken in this report is
‘Chicken Treat,' which is a barbecue chicken fast food restaurant and need to expand their
business and services 24X7 and fastens their service process. Thus, the identified issues from
the news report will be linked with this organization to prepare the report. This report will also
comprise of the overall conclusion based on the entire discussion along with the
recommendations for improving the raised adversity.
2.0 Description of News Story
This given news report highlighted the concept of job sharing that is the recruitment of
two employees on a part-time basis in order to complete the work of a single employee in half
payment. In London, the United Kingdom, two leaders Caroline Lucas and Jonathan Bartley
worked by utilizing the concept of job sharing and also save much time for performing other
roles. This report also highlights the situation of Australia, where it is found that about 70% of
the Australian employees liked the job sharing notion (HRM online, 2018). The organization that
is taken into consideration in this news report is Gemini3 and the CEO and co-founder also
stated that there their company never run out of people, who have the desire to share their job
(HRM online, 2018). The problem that is highlighted in this report is job sharing can be applied
to all kind of job designation but proper re-designing is required; otherwise, the entire system
may fall. It is also found from the report that job sharing can leverage the talent of some
employee, who shares their job (HRM online, 2018). The concept of job sharing is mostly
preferred by women employees as 640 out of 3200 employees in Gemini3 works part-time and

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is happy with this new strategy (HRM online, 2018). Another problem that is highlighted through
this report is that in job sharing complementary partner may not possess similar working
approach. Thus, the communication gap between these pairs can result in poor coordination
and may hamper the overall work progression (HRM online, 2018). Lastly, the report also
concludes that job sharing is effective when it is shared for higher designation job and is not
suitable for the low-end job.
3.0 Identification of Human Resource Issues
Thus, the identified issues are to re-design the job role and communication gap in low-
end employees, who intends to opt for sharing job positions. Cascio (2018) stated that in order
to overcome the issues, the organization requires immense research in the existing job process
and the benefits that can be obtained from job sharing.
3.1 Re-designing the operational functionalities
The model that is applicable in this case is ‘business process re-engineering’ that
comprised of four steps- identify the process, review the process’s effectiveness, develop
prototype and testing and implementation of the newly developed process (Baden-Fuller &
Haefliger, 2013).

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Image 1: Business process re-engineering
(Source: Baden-Fuller & Haefliger, 2013)
3.1.1 Process identification
The current process of Chicken Treat is to fulfill the demand of customers within the
restaurant as well as to those people, who have placed a home delivery. Presently, the issue is
no to serve the service after a certain distance as employees hired for delivering the order takes
more time to reach the customer’s destination. Even in restaurants, one employee cannot
perform well in fulfilling all the customer’s demands. This raised the adversity of less attainment
of profitability. Thus, Gelbmann and Hammerl (2015) stated that for a fast food industry, the re-
designing process should be implemented for quality function development and total quality
management.
3.1.2 Analyzing the exiting process
Planing (2015) highlight that this analysis phase should be focused on the customer's
requirements, market demands, target performance objectives and current process flow.
Chicken Treat thus should emphasize more on the areas, where customer demand for their
products is more. Moreover, the survey should be conducted in the new places, so that the
concerned organization can target those places and know whether or not there is a demand at
night.
3.1.3 Designing the prototype
Baden-Fuller and & Haefliger (2013) depict that there are some important components of
the designing phases- re-designing, re-orchestrating and retooling. Planing (2015) also stated
that incorporation of automation by utilizing IT is also a part of the design phase. However, in
case of Chicken Treat, they should focus on service quality as their operations are related to
customer’s contact 24X7; manage workflow by introducing the concept of job sharing for
working day and night time. The company should also use IT for taking orders from customers
and tracking the package once it is out for delivery by the recruited staffs at any time of the day.
3.1.4 Testing and Implementation
Gelbmann and Hammerl (2015) stated that in case of software, an engineer could run
the products on a suitable platform to assess whether or not the newly structured software is
properly working. However, in case of a service organization like Chicken Treat, it can be tested

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through training. This training program should assess their performance as not all employees
are conformable in sharing the job. This training program is also effective in evaluating the
conflict among employees and allows the organization to select the most compatible pairs for
job sharing.
3.2 Improving the communication process
The issue highlighted in this aspect is that when two people are doing the same work,
improper communication may result in redundant work or not addressing some work altogether.
Thus, effective communication should be maintained in order to accomplish the entire operation
successfully.
3.2.1 Shannon and Weaver communication model
McQuail and Windahl (2015) stated that in order to establish a successful
communication some aspects need to be focused- sender, encoder, channel to transmit the
message and the receiver. This model also highlights that sender sends their messages through
a digital device like telephone or recorder in which the message got encoded in binary language
so that the machine can understand the language (Shockley-Zalabak, 2014). The message then
transferred to the receiver through the decoder, where the sent message is decoded into the
original message.
Image 2: Shannon and Weaver communication model
(Source: McQuail & Windahl, 2015)

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However, Baecker (2013) argued that the channel used to transmit the message may
have noise present that results in degradation of the original message. In case of Chicken Treat,
when two employees, who share the same work, communicate through phone, due to the
environment and background noise, the message may get hampers and the receiver might
misunderstand the original message. Thus, the organization should use Low Pass Filters for
removing the noise through the communication channel. This will allow the organization to
establish a smooth communication medium in any time of the day. The sender and the receiver
that is the pair of employees for the job sharing should also give feedback so that they can
formulate an agreed on a solution to accomplish the entire work together.
4.0 Conclusion
Thus, it can be concluded that there in fast service company like courier services and
fast food restaurants, job sharing can improve the productivity of the organization. In this
business report, a fast food Australian Restaurant, Chicken Treat is taken into consideration.
The organization intends to expand their services to the areas, where people do not get their
services. In their outlets also, few full-time employee are not able to attend all the employees
during the peak time of the day and at the night time. Thus, this report proposes an idea to
incorporate the concept of job sharing where two employee will be recruited for accomplishing
the job role of a full time employee in lesser time and greater efficiency. The two issues
identified from the given news report is to re-design of the operational functionalities of the
existing business process and to establish an effective communication among those pairs,
which are associated with a similar job role. The solution suggested for re-designing is to
evaluate the existing business process along with the effectiveness of the business outcome.
Furthermore, the prototype for business re-modeling is obtained through maintaining service
quality, managing workflow and use of IT for the fast accomplishment of the designated task.
Moreover, the problem of communication gap can be overcome by developing noise-free
communication channel so that the employee pair can share information easily. They should
use different communication media to communicate with each other like telephonic conversation
and text messages for overcoming the problem of message misunderstanding.

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5.0 Recommendations
5.1 Regular meeting
This meeting should be conducted prior starting of new work that so that each pair of job
sharing employees can know the desired work that they have to obtain. This meeting also
allows the employees to communicate and share their thoughts with each others formally.
5.2 Conducting gatherings
Meetings are a formal way to make employees work together. However, formal meetings
like group dinner, movie outings and office parties allow the employee to develop an effective
interpersonal relationship with each other. In this way, they can establish a mutual
understanding that can help them to avoid conflict during the working period.
5.3 Training for utilizing technology
In the fast food industry, the organization has to utilize many IT strategies like automated
device for taking the online order and tracking the position of the other pair of the shared job.
These operations are difficult to perform by employees, who do not have any prior knowledge of
using these technologies. Thus, effective training should have to be provided by the officials and
experienced experts so that the employee can utilize their assignment job role in lesser time.
5.4 Offer motivational rewards
Every employee follows a different way to motivate themselves. Some employees get
motivated from financial rewards; while, some motivated by non-financial rewards. However,
offering rewards for a combined effort in job sharing work, the pair of an employee assigned to
complete a work, will meet the requirement to obtain the reward especially those employees,
who are recruited for night shifts. In this way, the capability of each pair can be identified and
they will also be provided with some other job roles or permanent employment based on their
performance.

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6.0 Reference List and Bibliography
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Baden-Fuller, C., & Haefliger, S. (2013). Business models and technological innovation. Long
range planning, 46(6), 419-426.
Baecker, D. (2013). Systemic theories of communication. en Cobley, P & Schulz, PJ.(eds).
Theories and Models of Communication. De Gruyter: Germany, 85-100.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing
countries. Routledge.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Cooren, F. (2015). In medias res: Communication, existence, and materiality. Communication
research and practice, 1(4), 307-321.
Gelbmann, U., & Hammerl, B. (2015). Integrative re-use systems as innovative business models
for devising sustainable product–service-systems. Journal of Cleaner Production, 97, 50-
60.
HRM online. (2018). Is job sharing right for your company? - HRM online. Retrieved 8 February
2018, from http://www.hrmonline.com.au/workforce-planning/job-sharing-right/
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
McQuail, D., & Windahl, S. (2015). Communication models for the study of mass
communications. Routledge.
Planing, P. (2015). Business model innovation in a circular economy reasons for non-
acceptance of circular business models. Open journal of business model innovation, 1,
11.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Shockley-Zalabak, P. (2014). Fundamentals of organizational communication. Pearson.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.