human resource strategies6017 Final details
人力资源代考 In every field of human effort, information technology has ushered in a transformation. IT is now widely utilized in businesses to
Case study report: Due: 18th September
Assignment Question: 人力资源代考
Critically analyse the case, drawing on concepts and theories discussed in WORK6017 materials. What should this company's course of action be and why?
Length: Maximum 1500 words (+10% is ok). The word limit includes in-text citations, not reference list.
APA 7th
7 extra academic essay/report to support your idea (better peer-viewed article)
Suggestions for the assignment:
Decide on your focus
What is Cafe Cupcake’s operating philosophy? What accounts for the company’s performance to date? HR systems, business strategy? Are there signs of trouble with respect to the business: HR related or otherwise? How important is the HR strategy to Café Cupcake? What should their next steps be?
What we look for
(1): Structure and writing
Clear structure
Introduction, main body, conclusion
Academic style
Write for an educated audience
(2): Evidence and Understanding 人力资源代考
Review evidence from the academic literature
Peer reviewed journal articles, Quality books
You need to communicate your understanding
Avoid quoting extensively from the case or from literature. Quotes are fundamentally static
(3): Critical analysis 人力资源代考
Evidence should be synthesized, discussed and analysed critically: this means
Finding coherence and contradiction between evidence sources, and between evidence sources and the case
Identify strengths and weaknesses of arguments and evidence sources
Critique can reflect published evidence or original thinking
Critical analysis may draw on theoretical, methodological or practical issues
(4): Practical application
Demonstrate awareness of the application of Strategic HRM to the case study
How evidence can be used by practitioners
How techniques can be applied in practice
(5): Original thought 人力资源代考
Show engagement with and independent thought about the material
It is not necessarily developing new theories or models
It is demonstrating original analysis, discussion or synthesis
Perhaps with wider concepts and ideas outside the module material.
Case study report option 1 人力资源代考
Introduction
In 2018, in Durham, North Carolina, a business owner named Emma Bisset had met a dilemma about her Café Cupcake restaurant. It had been eight years since she and her business partner, Aneisha Davis built their business from an informal collection of cafés. They already had the chain restaurants with unique artisanal cupcakes and southern-style fare operated in the Southeastern United States and Texas. With assistance from a business expert, Dr. Jonathan Patel, they wanted to expand the business to the next level, which was to open more restaurants across the country.
However, Emma had observed the development of the business since the beginning, she knew that with the expansion some existed issues would become more and more serious. The issues were mostly related to the employees, the managers, and frontline workers. Such as complaints about workload and pressure had happened frequently from the managers, there weren’t consistent training and policies for front-line workers.
In this case study, I will focus on analyzing the difficult situation and issues from the case with critical thinking. Besides, I will apply strategic HRM to explain how techniques, practice can be or have been used in solving specific problems. Along with the deep understanding of the case, more study results will be provided through peer-viewed journal articles. In the conclusion, a summary would be demonstrated, as well as multiple solutions and future expectations for this business.
Main Body 人力资源代考
Cafe Cupcake’s operating philosophy was to let the customer feel the southern hospitality through the service and food. The emphasis of their successful business had always been the service mostly from the front-line employees. According to the studies of strategic human resource management, which is a paradigm that connects people management and development methods to long-term company goals and outcomes, staff members who have decent quality employment and are properly managed will not only be happier, healthier, and more satisfied, but will also be more likely to push productivity, better services or goods, and creativity.
This is referred to as a "mutual gains" perspective, and it is at the foundation of employee engagement. This will necessitate engagement-driven strategic HRM, in which people policies and procedures are aligned with the organization's goals and a clear field of view exists between employee engagement and the accomplishment of organizational results; and a strategic, "joined-up" approach to HRM as it relates to employee engagement, in which engagement actions and messages are consistent across all levels of the organization (Turner, 2020). Although the two founders, Emma and Davis had often visited their stores, helped the front-line workers to cater to the customers for engaging the employees into the business, it was harder for them to connect with those staff regularly.
Over the past years, there has been significant growth in the use of technology in human resource management.
In every field of human effort, information technology has ushered in a transformation. IT is now widely utilized in businesses to conduct a variety of activities such as recruiting, management, and growth. Efficient HR operations, enhanced speed, reduced complexity, and cost-effectiveness are just a few of the benefits that not only assure visibility but also allow for stronger top management controls. However, implementing e-HR necessitates a fundamental shift in how HR professionals see their jobs (Banerji, 2013).
Emma and Davis should use more technology for solving this problem, E-HR can be used to facilitate the process of engaging with business instead of working with the employees in person. Though there would be challenges in transforming the human resource team with more training, the efficiency of technology can help them reach the most employees within a much shorter time. What’s more important is E-HR can enhance the management of local café managers and area directors, who they relied on for business growth.
The contradictions between business growth and the use of human resource management can be identified if human resource management is an effective way to support business growth. 人力资源代考
as a management strategy aimed at reorganizing the working relationship such that employee activities were strategically targeted on attaining organizational success and competitiveness in more unpredictable markets, there has been significant debate over whether HRM is a strong academic term supporting a particular managerial philosophy, a status-enhancing title for managers, or something else. There has been thought on how HRM is expressed in modest and enterprising businesses. In most cases, the notion of HRM is ill-defined, making it difficult to determine how it can be identified in such businesses. There is a risk that HRM will remain a "fuzzy notion" promoting abstract pragmatism unless it is theorized in context with greater care (Marlow, 2006). Thus, the application of HRM for the café cupcake business has uncertainties and risks lying in the purpose of expanding the business.
The company's performance, in this case, accounts for several reasons. First, the café cupcake restaurants had a unique place in the competitive market since the successful designs of their products had retained repeated consumers. Second, the hospitality, service in the café cupcake had been emphasized heavily by the founders for attracting and winning affections from new and old customers. Third, the decorations in the café had an upscale style with southern teahouse charm for the enjoyment of people of all ages for normal daily life or special occasions. Especially, for example, the café attracted teen celebrities for a birthday party, because of some pictures on social media, more and more people got to know this place and wanted to visit.
2012 had been a tough year for the café, Emma often received complaints from their managers about some staff’s improper behaviors during their work time. They even got negative reviews
TripAdvisor hugely damaged the business's reputation. Thus, the two founders added a new layer of management to remove unsatisfied employees and be more focused on customer service, company culture building. The influence of high-performance work systems (HPWS) on the performance of the organization has been well documented in the human resource management literature. A new wave of research is recommending the addition of mediating factors relating to HPWS and organizational performance.
The growing rate of flexibility in competitive contexts implies that employee engagement metrics are becoming more important (Roca, 2008). High-performance work systems (HPWS) are a systematic and integrated approach to human resource management that aims to connect HR activities with the firm's strategy. Although the link between HPWS and company performance has been extensively studied, the mechanism behind this relationship, particularly at the organizational level, has received less attention (Wei, 2010). Organizations are grappling with how to meet the demands of a changing economy and marketplace while also looking for innovative methods to increase employee performance and financial viability.
Social capital refers to investments in social relationships that are anticipated to provide financial returns (Akdere, 2005). In my opinion, the two founders had applied both high-performance work systems and social capital theory to increase the chance to eliminate the unqualified employees and raise the performance of the rest of the employees. In many scientific applications, social network analysis (SNA) is becoming more popular, and it is frequently used in human resource development (HRD) research. Utilizing social networks can have an impact on organizational learning processes and give possibilities for problem-solving and the creation of new ideas (Han, 2019).
Conclusion
From the analyses above, Café Cupcake needs to develop a proper HR strategy to respond to their business growth. They had made changes during their first expansion in 2012 and might have to keep doing the same move for the national goals of operations. What they had used for the transition includes human resource management, high-performance work systems, and social capital theory, and so on. Although according to some researchers' opinions, human resource management is controversial to effective business growth without great care. In this case, Emma and Davis had successfully applied HRM for engaging with their employees. Their next steps should involve more in information technology, e-HR systems, and social resources to secure more findings for going to the public. The most important is they can maintain the quality of their product and services for their customers.
References 人力资源代考
Akdere, M. (2005). Social capital theory and implications for human resource development. Singapore Management Review, Vol.27 Issue 2.
Banerji, S. (2013). A Study of Issues & Challenges of Implementation of Information Technology in HRM. Global Journal of Management and Business Studies, 435-440.
Han, S.-h. (2019). Social network analysis and social capital in human resource development research: A practical introduction to Ruse. Human Resource Development Quarterly, Volume 30, Issue 2.
Marlow, S. (2006). Human resource management in smaller firms: A contradiction in terms? Human Resource Management Review, 467-477.
Roca, V. (2008). Human Resource Flexibility as a Mediating Variable Between High-Performance Work Systems and Performance. Journal of Management, Vol 34.
Turner, P. (2020). Employee Engagement in Contemporary Organizations. In Engagement Driven Strategic HRM (pp. 223-256).
Wei, L. Q. (2010). High-performance work systems and performance: The role of adaptive capability. SAGE Journals, Vol 63.
更多代写：
发表回复
要发表评论，您必须先登录。