Human Resource Management Report - Subway Restaurant Analysis

This report provides an overview of Human Resource Management (HRM) within the context of Subway, a global restaurant franchise. It begins with an introduction to HRM, emphasizing its role in recruitment, employee retention, and organizational policy formulation. The report then delves into Subway's operations, examining the company's profile and the roles of HR managers in recruitment, retention, and training and development. The report further explores the importance and purposes of HRM, distinguishing between hard and soft HRM approaches. A significant portion of the report focuses on the justification of Subway's human resource plan, including identifying future needs, gap strategies, and demand and supply analysis. The report also assesses the contribution of training and development activities, detailing various training methods and their impact on employee performance and organizational effectiveness. The conclusion summarizes the key findings, highlighting the importance of HRM in attracting and retaining employees and ensuring effective business operations. The report uses various sources to support its arguments.

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Table of Contents
INTRODUCTION ..........................................................................................................................1
a.) About company: ..............................................................................................................1
b.) Role and purpose of human resource management...........................................................1
C.) Justification of organisation's human resource plan.........................................................3
d.) Assessment of contribution of training and development activities.................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is consider as a continuous process which recruits, selects,
directs and control the employees which helps to run a profitable business. Every organisation
needs employees which are recruited by an Human resource management (Berman and et. al.,
2019). It is playing an important role within organisation who formulates different types of
policies in order to retain the number of customers. To know about HRM and its role Subway
has been taken that is American Privately held Restaurant sells submarine sandwiches and
salads. Different topics are going to discuss in this report such as role and purpose of human
resource, human resource plan, training and development activities to the effective operations
and training and development activities which helps to run a business successfully (Morgeson,
Brannick and Levine, 2019).
a.) About company:
Subway is an American restaurant franchise that offers different types of sandwiches and
salads. This is fast growing franchises in world that has 41,512 locations in more than 100
countries. The main object of such organisation is to offer a wide range of healthy and tasty
meals and earn higher profits. Different types of food and beverage are provided by such
organisation which attracts customers and get a opportunity of make higher profits. This was
founded on 28 August 1965.
b.) Role and purpose of human resource management
Human resource management are focusing on employees needs and wants which helps to
get work done from them effectively (Bailey and et. al., 2018). The main problem of hospital
industry is related with employees who attracts employees by providing better quality of food
and services. In context to Subway, the human resource manager is playing different role such
as:
Role of Human resource management:
Recruiting - Employees shortage and skill gap are the universal employment problem of
business organisation where HRM is playing an important role as recruitment. In this role HR
manager understand the demand of organisation and select the candidates accordingly. This is
important for all organisation to hire the skilled and experienced person who works only for
organisation and helps to accomplish business goals (Bogner, 2018). In context to Subway, there
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is need many employees such as housekeepers, wait staff, chefs or bartenders. This role is played
by Human resource manager by hiring such person which rectify the shortage and increase
productivity.
Retention – In hospital industry retention of employees is important which helps to work
properly for long period. Retention role is also plays by a HR who formulates different policies
for employees welfare (Kay and Alder, 2017). In context to Subway, HR is playing this role
which helps to retain the employees for long period by providing various benefits. By providing
benefits and good behaviour employees feels good and they make decision to be stable.
Training and development – This refers as HR manager understand that employees are
not accepting new working method and technology due to which they are facing problems
(McDonnell and et. al., 2017). So, this role also defined for who provides training and
development to employees in order to deal with new challenges. In context to Subway, Training
and development programme arr organised by HR manager which helps to motivate them and
accept the challenges effectively.
Importance of HRM:
Behind the production of every product and services is human mind who innovates new
ideas and implement within organisation in order to accomplish the business goals. This helps to
increase the production level as well as market share by generating more profits (Shuck, Adelson
and Reio Jr, 2017). No products and services are possible to produced without human being.
Therefore, it has been critically analysed that human resource is the fundamental resource of
business organisation who helps to construct anything and maintaining profits. Every
organisation is desire to have skilled and competent people which helps to deal with difficulties
and maintaining profits. In context to Subway restaurant, human being are highly important who
understand the requirement of employees and satisfy them by offering variety of products which
helps to increase profits effectively. Therefore, HR manager of selected organisation select the
skilled and well trained employees who helps to provide product widely.
Purposes of HRM:
The primary purpose of HRM is to run all business activities by assigning the work
among employees. In context to restaurant, to manage all employees and assign the work
between employees which helps to attain the business goals (Tjosvold, 2017). The another
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purpose is to motivate the people and provide all facilities to them in order to perform all
functions effectively. Some of the purpose o0f HRM are as defined:
Hard HRM: This means employees are treated as resources of business organisation like
machinery and building which are important for organisation. Such resources are controlled by
HRM which helps to attain highest profits (Webb, 2017). For instance, HR manager make
corporate business planning for hiring, moving and firing the employees. Moreover, delegation
of task between employees are classified by HR.
Soft HRM: In this approach employees are treated as most important assets of company
which helps to achieve long term goals of business entity. Herein, HRM mainly focuses on
motivation and competitive advantage (Gelfand, Harrington and Jackson, C., 2017). This is long
term strategic plan which helps to get good pay structure.
C.) Justification of organisation's human resource plan
HR plan is corporate strategy which is formulated by HR manager in order to perform all
functions effectively. This plan is prepared on the basis of mission, vision and objectives. This
plan is used to identify the gap between present and future capabilities (Nguyen, Young and
Cooke, 2017). The HR manager of Subway restaurant has built a human resource plan such as:
Identify future needs: HR of Subway restaurant asks about nature of work, type of
culture, system and process are required, risk and skill required which helps to maintain the
profitability.
Future need of Subway on the basis of demand:
Sub way wants to increase the number of customers and marketing share 30% by 2021
which is future wants of organisation (Nielsen and et. al., 2017). For this there is need more than
200 employees with different skills such as marketing, administration, IT, production, chef etc.
Future gap strategy: Subway HR needs some strategies such as:
 Safety and health
 Performance management
 Training and development
 Job design
 Selection and staffing
 Employees relations and compensation
Demand and supply analysis:
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Demand is known as desire and ability to purchase something which customers wants
which drives for expansion and economical growth. This is determined by interest, taste,
experience, price and perception of people. Where are supply is the availability of products and
services which helps to create a good image of business (Myers, 2019). This arises from cost,
location, and availability of particular product and services. This helps Subway to complete the
demand of customers by supplying better quality of food products.
Number of staff – In context to Subway restaurant, there is require more than 200 staff
in different different department which helps to cook food, marketing services, IT department,
production department, customer service, housekeeping etc.
Internal factors:
Internal factors are those factors which arises within organisation and can influence the
businesses (Hislop, Bosua and Helms, 2018). Such factors can be control or overcome by
formulating different policies. For instance, the current policy of Subway organisation is
formulated by HR manager who understand the needs of organisation as well as employees than
build new company policies which helps to make higher profits. With the helps to current
policies organisation can control over business activities and also attract employees in order to
work properly.
External factors:
This means those factors which arises out of the organisation and impacts on business
industry is consider as external factors. This involves globalisation and changing economic
circumstances which affects the business organisation. For instance, Subway is multinational
organisation that offers different types of products and services to customers worldwide.
Changes in income level, increase in inflation and interest rates, tax rates, technology etc. can
affect the business organisation negatively (Ginter, Duncan and Swayne, 2018). This is
important for HR manager to overcome such negative impacts and increase profitability. All
factors are focused by HR management who formulates different policies in order to face the
challenges effectively.
d.) Assessment of contribution of training and development activities
Training: This means to accept the new challenges by enhancing skills as well as
knowledge. Training is the method of influencing employees and enhancing their knowledge
which is provided by HR manager (Wager, Lee and Glaser, 2017). This helps to increase the
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productivity of a running business. The HR manager of Subway restaurant provide training to
their employees which helps to increase their skill set as well as ability to work efficiently which
leads to effective work completion.
Development:
This is a process of continuous development which helps to run a business successfully.
This helps to improve the productivity and profitability of organisation by developing the
employees skills (Harzing, Pudelko and Sebastian Reiche, 2016).
Method of training - There are different methods which are used by Subway restaurant
to trained their employees which helps to perform all activities effectively (Zhao and et. al.,
2017). The description of training method are as defined:
On the job training – This means training is provided by employees while working in
organisation which helps to enhance the skills and knowledge of employees. By this method
employees gain their knowledge and also earn money. In context to Subway restaurant,
employees receive on job training which helps to fill their needs and also enhance their
knowledge in order to maintain profitability. This involves job rotation, coaching, internship etc.
Off the job training – This is another method which is used by business organisation to
provide the training to employees in order to enhance their skills and knowledge. By using this
method employees can develop themselves and improve their working method (Schorsch,
Wallenburg and Wieland, 2017). This involves case study method, incident method, role play, in
basket method, grid training etc.
Training and development is the main function of business organisation in which
employees enhance their skills and knowledge with the help of training. Whenever there is new
technology come in business organisation, it is duty of manager to provide proper training and
development programme to employees which helps to deal with new changes. Training and
development activities contributes in the effective operation of business organisation (Konin,
2018). For instance, the management of Subway has analysed that people wants new taste and
fast delivery of food which can satisfied them more. For this manager provides training and
development programme to employees which helps to adopt new technology in order to increase
productivity. This helps in effective operations by providing good training and development
programme (Doppelt, 2017).
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CONCLUSION
From the above report it can be concluded that human resource management are
important for any business entity who formulates different types of policies and regulation in
order to attract employees. All organisational functions are managed by human resource manager
who works for employees as well as organisation welfare. It understand the requirement of
employees and satisfy them. Moreover, training and development programme functions are run
by human resource management.
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REFERENCES
Books and Journals
Berman, E. M., and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Ginter, P. M., Duncan, W. J. and Swayne, L. E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
Nielsen, K., and et. al., 2017. Workplace resources to improve both employee well-being and
performance: A systematic review and meta-analysis. Work & Stress. 31(2). pp.101-
120.
Wager, K. A., Lee, F. W. and Glaser, J. P., 2017. Health care information systems: a practical
approach for health care management. John Wiley & Sons.
Harzing, A. W., Pudelko, M. and Sebastian Reiche, B., 2016. The bridging role of expatriates
and inpatriates in knowledge transfer in multinational corporations. Human Resource
Management. 55(4). pp.679-695.
Myers, M. D., 2019. Qualitative research in business and management. Sage Publications
Limited.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Bailey, C., and et. al., 2018. Strategic human resource management. Oxford University Press.
Bogner, M. S., 2018. Human error in medicine. CRC Press.
Van Wingerden, J., Derks, D. and Bakker, A. B., 2017. The impact of personal resources and job
crafting interventions on work engagement and performance. Human Resource
Management. 56(1). pp.51-67.
McDonnell, A., and et. al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Kay, R. and Alder, J., 2017. Coastal planning and management. CRC Press.
Zhao, E. Y., and et. al., 2017. Optimal distinctiveness: Broadening the interface between
institutional theory and strategic management. Strategic Management Journal. 38(1).
pp.93-113.
Shuck, B., Adelson, J. L. and Reio Jr, T. G., 2017. The employee engagement scale: Initial
evidence for construct validity and implications for theory and practice. Human
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Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
Schorsch, T., Wallenburg, C. M. and Wieland, A., 2017. The human factor in SCM: introducing
a meta-theory of behavioral supply chain management. International Journal of Physical
Distribution & Logistics Management. 47(4). pp.238-262.
Webb, S. P., 2017. Knowledge management: Linchpin of change. Routledge.
Konin, J., 2018. Management Strategies in Athletic Training, 5E. Human Kinetics.
Gelfand, M. J., Harrington, J. R. and Jackson, J. C., 2017. The strength of social norms across
human groups. Perspectives on Psychological Science. 12(5). pp.800-809.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
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Nguyen, V. M., Young, N. and Cooke, S. J., 2017. A roadmap for knowledge exchange and
mobilization research in conservation and natural resource management. Conservation
biology. 31(4). pp.789-798.
(Berman and et. al., 2019)(Morgeson, Brannick and Levine, 2019)(Bailey and et. al., 2018)
(Bogner, 2018)(Kay and Alder, 2017)(McDonnell and et. al., 2017)(Shuck, Adelson
and Reio Jr, 2017)(Tjosvold, 2017)(Webb, 2017)(Gelfand, Harrington and Jackson, C.,
2017)(Nguyen, Young and Cooke, 2017)(Nielsen and et. al., 2017)(Myers, 2019)
(Hislop, Bosua and Helms, 2018) Ginter, P. M., Duncan, W. J. and Swayne, L. E., 2018
Wager, K. A., Lee, F. W. and Glaser, J. P., 2017Harzing, A. W., Pudelko, M. and Sebastian
Reiche, B., 2016. Zhao, E. Y., and et. al., 2017.Schorsch, T., Wallenburg, C. M. and
Wieland, A., 2017Konin, J., 2018.Doppelt, B., 2017
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