Strategic Human Resource Management Report: Oakman Inns & Alchemist

This report provides a comprehensive analysis of strategic human resource management (HRM) practices at Oakman Inns & Restaurants and The Alchemist restaurant. It examines the HRM policies and practices, including high commitment HRM, selective hiring, employee involvement, training, and performance appraisals. The report also analyzes the impact of external forces such as employee markets, trust levels, and unionization on strategic decision-making within these organizations. Furthermore, it details the organization and delivery of HR functions, including recruitment, training, and employee relations, as well as the challenges faced by line managers. The analysis highlights the application of different HRM approaches, such as hard and soft approaches, and the use of models like the Ulrich model to deliver HR policies effectively. The report offers insights into how these organizations manage their workforce to achieve their goals and objectives, making it a valuable resource for understanding strategic HRM in the hospitality industry.

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
1.Analysis of HR polices and practices within the organisation............................................1
2. Analysis of external forces and effect of these forces on HRM strategic decision making
within an organisation............................................................................................................3
3. HR functions are organised and delivery of HR polices as well as challenges faced line
manager..................................................................................................................................5
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Strategic human resource management are the practices and activities of developing,
attracting, retaining and rewarding employees for the benefit of both individuals as well as
organisation as a whole. HR department of a company can't work independently. They have
interact with other department within an organisation so as to understand their goals and
strategies to achieve objectives of an organisation. The organisation is Oakman Inns &
Restaurants founded in 2007 and they established a new concept of modern houses as well as
historic building in one building. The Alchemist is another restaurant which is taken in report, its
a first among mid-sized best restaurants as scoring 85% positive review from its customer. This
report includes HRM practices and polices, best fit HRM polices, external or international forces
effects the operations and decision making. This report will also discuses about challenges or
barriers faced by an organisation.
TASK1
1.Analysis of HR polices and practices within the organisation.
Its very important for every organisation to run business smoothly whether it is a
restaurants or company. So, for that they have to adopt HR practices through which polices or
strategies for an organisation can made and organisation can work smoothly (Alfes and et. al.,
2013). HRM function is best to recruit right candidate at right place in organisation. Its their
responsibility to find-out best suitable candidate for organisation by which productivity will be
increased. The strategic HRM role is to align polices and practices further in a way that
organisation goals as well as objectives can be achieved. HR department that practices strategic
management also ensure that all the objectives should be align with visions, missions, goals,
values of an organisation.
High commitment HRM (HCHRM)
The identification of HCHRM model practices is essential as its practices assumed which
improves the employees services behaviour through creating trust among subordinates.
(Armstrong and Taylor, 2014). Organisation use a range of high commitment HR practices as
these are not new but the underlying principles for using them has changed. HR manager are
now focusing to develop a committed as well as qualified workforce in a climate of trust. HRM
focuses on impact of commitment seeking high performance by which organisation
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as well as employees performance will improved. The restaurants follow this model to increase
these aspects. The high commitment HRM practices is followed by Oakman Inns restaurant to
make there organisation high commitment place and every time employees performance are
improved. The high commitment HRM polices and practices which Oakman Inns and The
Alchemist follows are:-
 Selective hiring:- Its essential for Oakman Inns restaurants to hire right candidate for
right job in an organisation. Its a critical element of HRM when organisation adopts a
strategies of achieving superior performance through employees. In internal promotion is
a key way to recruit workforce within organisation. The high committed HRM fulfilled
when selection process is appropriately conducted in organisation. If right candidate is
hired them high commitment towards accomplishing organisation goals.
 Employment voice:- HRM practices in high commitment is another aspect in which
employees would get opportunity to express their grievance openly as well as
independently in Oakman Inns restaurant (Briscoe, Tarique and Schuler, 2012). This also
contributes in decision making by which organisation objectives can be achieved.
 Training, learning and development:- When outstanding employees are recruited in
Oakman Inns then employer need to provide extensive training to its employees by which
workers remains in forefront of their field in terms of professional expertise and product
knowledge gained through training and organisation is been able stick towards high
commitment.
 Employee involvement:- These strategies are formed by which HR manager of an
organisation make sure that employees get involved in each operations as well as
decisions then attitude, labour turnover rate, productivity etc. improve in an organisation.
The Alchemist should make sure to involve their employees in business matter by which
performance of an employee improved through high commitment polices as well as
practices.
 Performance review and appraisal:- The restaurants Oakman Inns should always
evaluate as well as review employee's performance on timely and after that as per
standards, organisation should also provide appraisal to them which boost their
motivation of doing work in a more productive way by which objectives will
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accomplished. The Alchemist restaurant used this HR practices by which employees are
get more commitment towards work.
Oakman Inns restaurant The Alchemist
The Oakman Inns is using different high
commitment HRM polices and practices is
selective hiring by which innovative as well as
creative employees are hired in organisation
through internal process.
The selective hiring they use is external source
of hiring employees. As fresh talent can be
hired. Employee involvement is essential by
which employees feel motivated to achieve
organisation objectives.
The another high commitment HRM strategies
are extensive training to its employees by
which subordinates are highly committed
towards achieving restaurant goals.
To appraise employee employees on timely
basis is essential by which workers get
motivated. The Alchemist restaurant is using
this practices to make employee committed
towards work.
Hard and Soft approach of HRM:-
In hard approach of HRM, employees are treated as resources of the company like
machinery or building. The main focus of manager is on identifying the workplace need and then
recruit employee accordingly (Bailey and et. al., 2018). In soft approach employees are treat as a
most important resources for an organisation and source of competitive advantage. Employees
are treated as individuals as they are planned accordingly, focuses on needs of employee like
role, rewards. Motivation etc. The Oakman Inns is using soft HRM approach because it consider
employee as necessary resource for growth of firm. In this employees are trained according to
their required skill. Alchemist is using hard approach HR polices in restaurant in this whether
employee is skilled or unskilled then to they get training and they always treat like machine.
2. Analysis of external forces and effect of these forces on HRM strategic decision making
within an organisation.
Its essential for an organisation to have appropriate HRM practices by which various forces
help them to grow in market (Kaufman, 2012). There are some external forces which effects
employment market and employee engagement through which strategic decision making get
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effected. The stakeholders of Oakman Inns and Alchemist are primary as well as secondary
stakeholders. The primary stakeholders directly effect the business of an organisation and these
are customers suppliers, employees, creditors, investors etc. The secondary stakeholders effect
the business indirectly, their interest towards organisation is indirect services people etc.
secondary stakeholders.
Factors that affect Oakman Inns and The Alchemist restaurant strategic decision making are:-
 Employee market:- In this employees are whether skilled or unskilled through which
organisation operations can get effected. These are external factors which effect
organisation operations. The strategic decisions which Oakman Inns and Alchemist
restaurant takes to hire well qualified employees which is effected through employee
market. They have considered whether employee are skilled or unskilled in market
otherwise decision-making get effected.
 Low level of trust:- If organisation have low level trust between its employees then it
creates conflicts as well as issues or problems are raises in organisation. Oakman Inns ans
Alchemist if have low level of trust between employee and organisation then workers
can't follow rules which HR manager made (Buller and McEvoy, 2012). Its essential to
make appropriate trust level by which employees accept all the rules and operations can't
get effected.
 Repetitive work:- If employees are doing same work on daily bases then it become
boring for them to do by which their productivity declines as well as it creates negative
impact upon employees performance. Oakman Inns and Alchemist work allotment is
repetitive sometimes. The decisions get effected as employees get demotivated by doing
same sort of work.
 The employees of Oakman are skilled as organisation have given them appropriate
training as well as The Alchemist employees are unskilled.
 Skilled employees:- The employees of an organisation skilled when they well qulaified as
well as knowledgeable, Oakman Inns employees are very much skilled.
 Unskilled employee:- In this employee required appropriate training as well as learning as
employees are unskilled. They are fresher so its important an organisation to provide
proper training. The Alchemist employees are unskilled.
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 Unionised or non-unionised:- Unionised workplace means where organisation formed the
certain contract between employee and organisation which includes rules regarding
wages, salaries, benefits, roles which is about to perform etc. The Alchemist restaurant
have unionised workplace everything is pre-decided by them. The non-unionised means
in which employees have the right to set rules regarding wages rates, salaries and all
decisions related to promotion, working hours and disciplines. Oakman Inns have non-
unionised workplace where employees have all right to make decisions.
3. HR functions are organised and delivery of HR polices as well as challenges faced line
manager.
To handle employees in an organisation, it's essential to have HR manager who make
strategic polices for effective working of employees. HRM is a process through which best and
talented people are hired in organisation which help company in achieving goals as well as
objectives (Kramar, 2014). HR manager is concern with managing employees through
recruitment to retirement of employees, company acquire the services from people, develop
skills of employees by which they get motivated and make them committed towards achieving
organisation goals. The major HR functions are:-
 Recruitment and selection:- The major function of Human resource Department is to
hire candidate through different recruitment as well as selection process. In recruitment ,
Oakman Inns do the screening, captivating and selecting potential candidate for
organisation. The recruitment process Oakman Inns adopt is external approach through
which new fresh talent can be hired. Alchemist organised internal recruitment process to
hire workforce through promotions and reference.
 Orientation:- In orientation manager are required to provide a brief description about
companies to new candidates who are hired in an organisation for particular job. Through
this companies culture and working are understood by new employees. This process is
organised through providing presentation to its employee both the restaurant used this
approach to make there workers about organisation.
 Training and development:- its essential to provide training to new employees and as
per the performance roles are allotted to employees. To existing employees is important
to provide potential training by which their skills get developed. The organisation goals
and objectives will accomplished if appropriate amount training is provided to them. The
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Oakman Inns used the On-The-Job training, group discussions, coaching and Alchemist
used the technology based training, role play, lectures.
 Working condition:- HR manager duty to provide good working environment by which
employees are get motivated to work more better. The working condition as well as
environment should good otherwise its become difficult to achieve objectives. Oakman
Inns and Alchemist framed polices by which good working condition maintained in
organisation. Employee relation:- Employee relation should be maintained properly between
employees otherwise conflicts raises in organisation and it become very difficult to
resolve those issues (Marler and Fisher, 2013). The environment of an organisation get
effected if employee relation are not maintained properly. The activities need to
conducted through which it help to know about employees personal and professionalism.
Both the organisation involve their staff in restaurants decision making by which
appropriate employee relation are maintained.
 The delivering HR polices:-
 To deliver HR practices and polices effectively in restaurant like Oakman Inns
through the Ulrich model to analyse continuous influence upon employee by which
organisation objectives will be accomplished. Its a model through which it can virtue the
companies present as future success. The Ulrich model is very essential for deliver role
of HR:-
 Strategic partnership:- In this partner is tasked with communicating with internal
clients internal customer. These are terms which connect people directly connected with
an organisation includes shareholders, creditors, stakeholders and more. The HR business
partner will give feedback to its internal customers about quality of their experience,
identifies top talent within organisation, helps in filling job vacancies, share HR goals
and promotes overall productivity.
 Change agent:- If organisation wants to expand further, evolve or otherwise alter is
goals as well as objective then to implement changes its a role of Human resources to
communicate those changes internally. Its their responsibility to train employees towards
changes implementation by which skills get improved, as well as goals are accomplished.
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 Administration expert:- The administration role within HR is responsible with
numerous different types of task perform in an organisation, the administration experts
allow them implement regulations, legislation, occupational health as well as safety.
 Employee champion:- Its essential for every organisation to make sure staying aware
about employees interest and making sure that they are protected (Purce, 2014). Its role to
charge of gauging employee morale and satisfaction as well as they can use information
to create positive environment where people wants to do work.
The Oakman Inns used the Ulrich model to analyse its HR practices in organisation to
make good working condition as well as provide appropriate training or development. The
Alchemist used Kearns model to define new role by which new type of learning is
delivered to employees. To make sure that HR practices in restaurant are running through
maturity model. This model consist of 6stages training administration, professional
trainee,effective training manager, learning consultant, transition phase and organisation starts to
learn. The first three stages are followed Alchemist restaurant to implement HR practices in
organisation.
The role of line manager and challenges faced by HR
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Illustration 1: ULRICH MODEL
Source1:ULRICH MODEL. 2018.

The line manager of very important for an organisation to affectivity deliver HR
practices. To achieve organisational goals and objectives successfully then its important to
conduct training & development, by which employees get motivated as well as they learn new
skills and their knowledge will increase. Its essential to design respective polices as well as
strategies by which organisation objectives will achieved (Taylor, Doherty and McGraw, 2015).
To trainee employees, provide required working environment are the roles of a line manager.
The challenges faced by manager are:-
 Lack of identification with management goals:- Its very necessary for organisation to
identifies its goals in advance otherwise its become very difficult for them to successfully
implement HR polices in organisation as well as operations are also get effected. Competing priorities and workload:- Its very important for an organisation to
priorities its work as well as effectively distributes work between employees otherwise
conflicts may raise in organisation.
CONCLUSION
From the above report it would be concluded that organisation should follow proper HR
practices. The best fit model in which life cycle of organisation polices are implemented. Its
essential to compare organisation HR polices as which company is doing effectively work. The
approaches are identified by which organisation practise are confined. The external factors by
which operations as well employees of an organisation get effected. Functions of HR and their
organisation as well as delivering with appropriate model.
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REFERENCES
Books & Journals
Alfes, K. and et. al., 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). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Kaufman, B. E., 2012. Strategic human resource management research in the United States: A
failing grade after 30 years?. Academy of Management Perspectives. 26(2). pp.12-36.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review. 22(1).
pp.43-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Marler, J. H. and Fisher, S. L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review. 23(1). pp.18-36.
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Illustration 2: ULRICH MODEL
Source1:ULRICH MODEL. 2018.

Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Online
ULRICH MODEL. 2018. [Online]. Available through:
<https://www.kbmanage.com/concept/ulrich-model>.
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