BBS205: HR Processes for Vegemite Delight Expansion Report

This report analyzes the HR processes required for the expansion of Vegemite Delight restaurants, focusing on the opening of new outlets in Melbourne. The report is divided into two main sections. Section 1 identifies and sequences essential HR processes, including human resource planning, payroll management, employee relations, performance management, and roles and responsibilities management, providing explanations for each process's necessity. Section 2 delves into the three most crucial processes for Vegemite Delight's expansion: HR planning (selection, recruitment, and training), employee relations, and performance management. The report emphasizes the significance of effective HR planning in attracting skilled employees and mitigating staff turnover. It highlights the importance of employee relations in fostering a productive work environment and addresses performance management tools for enhancing employee capabilities and organizational productivity. The report concludes by underscoring the critical role of these HR processes in ensuring the successful operation and competitive advantage of the expanding restaurant chain.

Human Resource Management

Table of Contents
Scenario 1........................................................................................................................................3
Background of the case................................................................................................................3
Section 1.......................................................................................................................................3
Scenario 2.....................................................................................................................................6
References........................................................................................................................................9

Scenario 1
Background of the case
Vegemite Restaurant is a chain of restaurants that is slowly and steadily growing its business.
The organisation has planned to launch new outlets in Melbourne and places have been chosen
by the owner to open these outlets. One location is downtown Melbourne and the other is
Carlton. Vegemite has been a successful franchises so far and hence this decision of expansion.
Since expansion means there is a significant role of the HR department because these outlets will
have thirty tables and front office and back office staffs. The present case discusses the key HR
requirements for the organisation and the procedure used to achieve the requirements.
Section 1
1. Investigate and identify ALL of the HR processes required
HR operations are one of the most important segments for a business. Without effective HR no
organisation will be able to succeed because it helps to identify a number of crucially relevant
business aspects and takes the responsibility to address them effectively. In the present case the
organisation Vegemite restaurant is planning to launch new outlets of the restaurant at two new
places hence the HR team of the company have to be proactive to implement different relevant
HR processes to take the organisational operations forward. In order to smoothly run the new
outlets effectively the HR needs to make some effective decisions which would help the
organisation to make operational decisions. There are some major HR processes which the
department has to emphasise on. In the present scenario the HR department of the organisation
has to activate number of HR processes like Human Resource Planning, employee emoluments
and administration process, performance management, employee relations, Roles and
responsibility administration and communication process (Storey, 2014). Overall it could be said
that these processes are extremely important for the organisation.

2. List these processes in the sequential order
All these processes are extremely important for the organisation because they will be needed for
the effective run of the new outlets in the best possible manner. Putting them sequentially in
order:
 Human resource planning.
 Payroll Management.
 Employee Relations.
 Performance Management.
 Roles and Responsibility Management.
3. Explanation of the different processes
The above processes are extremely important for the organisation. They need to be implemented
effectively in order to ensure successful operation of the organisation. In order to continue the
operations successfully Human resource planning is the most important process that has to be
developed strongly. The Human resource planning process helps the HR department of the
organisation to address the staffing issue of the organisation, manage recruitment and selection
and finally the training and development. It also involves promotion and layoffs which are also
included separately in a process. The human resource planning is an extremely important process
because it develops the basic platform through which the organisation is able to move forward
and achieve the organisational objectives in the best possible manner. Recruitment and selection
are individual activities that are implemented on the job designs are effectively done by the HR
team of the organisation (Mello, 2014). Hence, it is extremely important for the HR department
to implement this system in the best possible manner.
The Payroll management is another major process that has to be put into place because it is one
of the most important processes related to the welfare of the employees in the organisation. The
payroll process looks at emoluments and perks of the employees and timely salaries of the
employees with reference to the position and attendance of the employees. Hence, it is
considered an important process that the HR department needs to apply for the new outlets. This
process also decides upon the wages and incentives that the employees will receive and helps to
make sure they get it timely that strikes the best possible relationship with the employees.

Overall it could be said that the payroll management plays a crucial role in the establishment of a
successful business (Bratton and Gold, 2017).
Employee relations are altogether a different chapter and a crucial part of the HRM practice in
the contemporary business environment. In the modern day business environment it is extremely
important that organisations are able to have effective relationship with the employees or else it
will largely affect the business operations. Employee relation stands to be important because it
helps to analyse and identify the key issues that the employees have and accordingly addressing
them in order to successfully establish a strong business relationship. Employee relation process
involves number of aspects which HR department of an organisation analyses crucially to ensure
it is effectively addressed. In the recent past there has been significant influence of employee
relation on business because nowadays businesses do not consider employees as inputs that gives
outputs but as an asset to the organisation that helps the employer to treat them effectively and
get the best possible service out of them (Storey, 2014). Hence, it could be said that employee
relation stands to be an extremely important part of the HRM practice in the modern day
organisation. Especially when it comes to hospitality it becomes important that the employees
are largely behind the success of any industry and most importantly for the service industry.
Thus, industrial relation has to be at the best level for any organisation operating in the
hospitality industry.
Performance management is one of recent additions to the HR processes as it is a part of the
overall enhancement of the employee capabilities. Employees are the core capabilities of the
organisation and hence in order to constantly enhance the capabilities of the organisation
performance management plays a crucial role. It helps to identify the key aspects which are
missing out from the performance of the employees and accordingly allows the organisation to
work on those aspects to effectively develop a strong workforce. Performance management is
hence considered as a strategic tool for the HR department that largely helps the organisation to
get the best possible effort from the employees and raise the productivity of the organisation.
There are different performance management strategies which are developed to suit the
organisational needs and standards to get the best possible result for the organisation (Mello,
2014).

Final process that HR department has to work on is effective roles and responsibility
management. Every organisation has gamut of roles and responsibilities the HR department is
responsible for the effective allocation of roles and responsibilities and accordingly look at the
employees who have been vested different powers to run the company effectively. This is
important as this would help the organisation to ensure success in a competitive market. Given
the present market scenario for Vegemite Restaurant it is important that it is able to manage the
roles and responsibilities of the employees effectively (Storey, 2014). Hence, it could be said that
all the discussed processes presented are extremely important for the organisation because it
allows the HR teams to address the organisational objectives effectively.
Scenario 2
1. The three most important processes
Vegemite Delight Restaurant has been extremely successful in its local market and hence the
organisation has planned to expand the business in the new market. It is important for the
organisation to ensure effective planning in terms of employees and other HR planning system.
In the present scenario Vegemite has decided to open two new outlets that address the needs and
demands of the consumers in this area. The consumers around Melbourne are extremely ethical
and look for better products and best service and hence this makes it mandatory for the
organisation to have best possible workforce to operate in this organisation. Thus, the first most
important process that the organisation has to implement is HR planning. HR planning in this
case includes selection, recruitment and training and development (Cascio, 2015).
Human resource planning is a systematic and continuous analysis of Human resource needs of
the organisation and accordingly implementing strategy to address these needs. The human
resource needs is one of the most basic need of an organisation to operate successfully. In this
case for new outlets of vegemite it is important to select, recruit and train the employees properly
which would help the organisation to address the immediate short term objectives. Human
resource needs could be effectively addressed by following strong job design that is extremely
important to understand the human resource requirement for the organisation. In this case the
organisation will need, front office staffs, back office staffs, kitchen staffs and finally waiting
staffs. Thus, for the HR department of this organisation it is extremely important to take stronger
and assiduous step to recruitment and selection (Bratton and Gold, 2017). For the selection of a

waiter it is important to firstly develop a job advertisement with proper description of the
position and job and person specification that largely helps the organisation to get suitable
candidates. When the applications from candidates start pouring the HR panel is responsible to
screen and shortlist profiles based on work experience and educational and professional
qualification. This helps to call the shortlisted candidates to an interview which then helps to
screen employees for further analysis which is either done practically or through several logical
procedures leading to successful recruitment and selection. Training is done with the help of
different strategies but most important tool used is On Job Training. Hence, it could be said that
the HR planning system allows creating a strong platform for the employees and the employer
this process is extremely important. There are significant challenges for the HR department in
selecting best possible staffing needs (Noe et al., 2017). Finding and attracting skilled employees
become extremely challenging and cope with the constant possibility of staff attrition and
turnover stand to be huge challenge for the HR teams. Human resource strategy has to be to the
point and concentrated on the organisational objective which would largely help the organisation
to get best possible workforce for the organisation as well as best level productivity for the
company.
Without effective human resource planning no organisation would be able to select and recruit
employees suitable for the organisation. Effective human resource planning is also important to
prepare future HR strategy for the organisation. It is extremely important note that human
resource planning is essential for the organisation because it allows smooth operation through
efficient employee base and finally helps the organisation to achieve success and competitive
advantage. Thus, it could be said that human resource planning is important for the organisation
(Storey, 2014).
Employee relation is the second process that is important for the organisation. Every organisation
should have effective employee relation strategy so that the organisation has effective
relationship with the employees. Organisational relationship with one of the most important
stakeholders that is employees is essential in order to enhance the productivity of the
organisation. The employee relation process mainly involves effective communication,
understanding of the problems and grievances of the employees and also improves the work
ambience of the organisation that motivates the employees to improve the overall service of the

organisation. In the present case employee relation would be extremely important because it
would allow the organisation to ensure effective relationship with the employees through
communicative channels, face to face communication and analysing the grievances like
workplace problems or flexibility issues. Employee relation in the modern day market is
considered extremely important because it helps the organisation to perform well (Cascio, 2015).
Finally performance management process is another major process that would help the
organisation to concentrate on the performance and allow it to improve effectively. Performance
management involves analysis of core issues of the employees; process problems et cetera to
assist employees with strategies to improve the overall productivity of the employees. Some of
the performance management tools involve analysis of Key performance indicators, 360degree
feedback system, verbal counseling et cetera. This process is effective and essential as the
process helps to transform a workforce into a target oriented work group (DeCenzo, Robbins,
and Verhulst, 2016).
Recommendations
From the above discussion it is clear that the processes discussed above are extremely important
for the organisation Vegemite Delight Restaurant and hence, it is extremely important for the HR
team of the organisation to ensure to address the HR requirement successfully. The suggestions
recommended are as follows:
 Use of social media and online medium to effectively advertise about the positions to get
relevant information about the candidates.
 Implementing three tier recruitment and selection process to get effective employees.
 Developing a separate Grievance management team directly communicating with the
employees to enhance employee employer relationship.
 Implementing holistic approach to performance management through peer to peer
analysis and KPI.

References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Mello, J.A., 2014. Strategic human resource management. Nelson Education.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.