Restaurant Management and Reservation Systems †MyAssignmenthelp

Question: Discuss about the Restaurant Management and Reservation Systems. Answer: Introduction Human resource functions are considered to be one of the most important functions of any organization. The human resource of an organization tends to determine the basis for all other functions in an organization and it is extremely important for the firm to see to it that it performs better than its competitors (Krajcsk and Gykr 2013). The given report will be elaborating on the various human resource aspects of the company named FedEx Corporations. Aspects of human resource will be analyzed and recommendations will be provided for the same. FedEx is one of the most reputed and trusted brands in the dynamics of supply chain services. The company provides shipping and information services to customers. They are extremely consistent about the quality of the products they provide. Not only is the company beneficial for the customers, it is also very considerate about the employees and has been acclaimed as the best company to work in (Fedex.com. 2018).The Company has its headquarters in Tennessee and the name stands for Federal Express. The company also engages in overnight shipping and has a pioneering tracking system. FedEx has always followed a simple method of recruiting people. They want those employees in the organization who are willing to take risks and have the entrepreneurship quality in them. Their recruitment and selection process is extremely simple with a systematic approach for each stage. The company hires candidates from leading universities of those countries it operates in. The company also has a successful internship program whereby it prepares employees for the future of the organization. It is estimated that due to its growing operations, the company hires around 25000 employees annually. In 2001, FedEx changed the age old method of an application form process and started a new method whereby it automated its application and screening process by developing an online application method which could be availed by Career Center tab on its website- www.fedex.com. The company has openings in several positions like aviation maintenance, administrative support, e-commerce, finance, Human Resource, Communication and service agents. The applicants can apply for any position as they may find relevant. After a group of panelists screen the applications received, those who are shortlisted are sent through an aptitude test in mathematics, English and reasoning which is then followed by an interview (Bratton and Gold 2017). The candidates who successfully complete the three stages are then offered an employment opportunity at FedEx. The online system reduced the process time by 50%. It also made it easier to follow up and check the references. By following this method, the system also enabled that the application forms were fully complete (Chelladurai and Kerwin 2017). FedEx`s system gave rise to other companies opting for the same online method. If compared against the industry standards, it can be stated that FedEx has the best recruitment and selection program globally Cascio (2018), stated FedEx as the best place to work in. However, certain suggestions for improvement have been provided below: The company can look out for other recruitment sources other than just campus recruitments. There are various job placement agencies which have a profile of a large pool of candidates which can be put to good use. This shall also help those employees who do not have access to technology which can help them to still find a great opportunity at FedEx. It can use video interview as a method for interviewing the employees from different countries. This shall save costs for the employees as well as the recruiters. Achieving high performance from the new employees The new employees in an organization need to be kept motivated so that they perform well and the productivity of the firm increases. For this purpose, the new employees at the organization need to undergo a good training and development program (Kvamme et al. 2013). FedEx aims to impart proper training and development so that the employees could handle the tasks which were allotted to them. This training covers a wide range of areas like imparting job related skills, developing their work ethics and others. During these sessions, the employees undergo an orientation program which gives them an idea about the philosophy and programs at FedEx. After a general training is given, the employees are then sent for a specialized training whereby they are provided job specific training and the managers under whom the employees would perform were also present so that a bond can be created between them (Alfes et al. 2013). FedEx believes that their training program works in two ways. Not only does it help in long term retention of the employees, but also helps in improving the performance of the employees. The company also sends the higher level executives for educational programs, thereby paying for their fees. This is the reason experts believe that the company is the best working place for any employee because the firm believes in developing the organization through development of the people. This gives a two way objective and works as an effective method to improve the performance of the new employees. As compared to its competitors in the similar industry, the method adopted by FedEx can be described as adequate. However, certain recommendations to improve this practice have been given below: Delegate responsibilities- The top management can give out the responsibilities to the different employees and help to develop in the business environment. If they are able to do so then they will be able to become better individuals and learn automatically (Mok, Sparks and Kadampully 2013). Keeping goals clear and focused- The firm should also help the employees to focus on their career goals and help them to remain focused. Effective communication- The organization should follow a system of effective communication whereby it should continuously communicate with the employees and handle their grievances to achieve better success. Achieving affective commitment from the employees Affective commitment can be described as an employee`s attachment to the given organization. This affective commitment aims to be the desire component of organizational commitment. It is believed that an employee who is affectively committed will be able to strongly identify with the goals of the organization and also remain with the organization with a long period of time. FedEx understands the importance of getting the commitment from the employees and makes it a point o provides benefits to the employees in a manner such that they always remain highly attached to the organization (Purce 2014). The practices adopted by the organization are as follows: Outings- FedEx often takes it employees for an office excursion or an office picnic. This plays the role of a team development and also makes the employees feel valued and a part of the organization (Alfes et al. 2013). As these are paid by the organization, the employees tend to feel associated with the company and thereby become more committed towards the goals of the organization. Incentives- When the employees are provided with incentives for a higher performance then these employees tend to perform even between and become committed towards the goals of the organization (Marchington et al. 2016). They start believing that the organization wants to take good care of them and then they are influenced to return the favor back. Work environment- The work environment at FedEx is very motivated and the employees are often rewarded for their efforts which make them feel associated with the cause f the business. As compared to the industry standards and the international companies, FedEx the employees at FedEx are highly committed towards the cause of the organization. Methods to improve the FedEx practices even further have been provided as follows: Restructuring of Payment systems The restructuring of payment systems can be done in order to increase the affective commitment of the employees. The payment system of FedEx is based on a personal base rate and performance related base. Generally, companies offer a low base rate and highly stress on performance based rates. According to, personal rates are the main motivators behind the commitment of the individual and not the performance based rates. If the personal rates are quite low then the employees may not necessarily become attached to the employees thinking that the company is not doing enough for them. Cross cultural management At FedEx, diversity is highly appreciated. As the company has various branches throughout the globe from Harlem to Hongkong and San Paulo to Sydney, FedEx has built its organizational base on connecting people places and cultures (Walker 2016). The company believes in cultural and diversity management because the organization serves the diverse consumer base and hence, they feel that it is a duty to celebrate the diversity in the organization itself. The company was founded on a people first basis and it has always been believed that the business practice should have respect from people from different backgrounds and cultures. Within its realm, FedEx stands for objectives such as: Attracting top talent Developing the talent available Focusing on quality rather than quantity Investing in communities The following diversity and cultural aspects can be taken into consideration with respect to FedEx`s cultural initiative: More than 50% of its workforce in the United States are minorities The company has a wide supplier based diversity program and has been ranked 13th on the 2017 best workplaces to work in. The company has Gloria R. Boyland, Shannon A. Brown and Matthew Thornton III who are African American executives It is also the best place for the LGBTQ Equality The company believes that it is the right thing to promote diversity practices and for this reason they tend to do so. There are no recommendations for the same as the company is already performing extremely well. Leadership Another aspect of the Human Resource Management aspect at FedEx is the leadership. The company provides shipping solution to a wide number of customers worldwide. FedEx functions on the formula that only if the employees are engaged effectively into the goals and objectives of the organization and who are able to connect to it and have a strong desire to contribute towards the success of the organization will help the firm in achieving new heights and grow with time (Sinha and Kumar 2016). FedEx functions on a simple concept that the companies who want to grow need to hire efficient people who have the ability to develop bonds with the people thereby ensuring long term success. For the above reasons, the Leadership style followed at FedEx is `People First. In the given People First philosophy, the employees are given utmost importance and they are allowed to take independent decisions which would then help them to make efficient decisions for the firm and its welfare. This is one of the aspects of FedEx whereby it makes use of an innovative management style thereby motivating its employees and has a full concentration on the productivity of the firm. FedEx was one of the first organizations to implement this procedure and therefore, it has received wide acclamation from around the globe (Grant 2016). However, given below are certain recommendations for the organization: Stress on Quality- The employers should stress on the quality of the work to improve the customer service(Armstrong and Taylor 2014). Very often the companies only tend to focus on the quantity and stress the employees, however this should not be the case and the company must stress on the quality primarily. Appreciate- Whenever an organization performs well, the focus should be on appreciating them. This appreciation would then help the firm to increase the overall performance of the firm and motivate the employees as well (McDermott et al. 2013). Conclusion Therefore from the given analysis it could be analyzed that FedEx , a leading company in the globe. It is one of the most desirable places for working and has been at the top of the charts for a long period of time. The report could convey that the human resource practices at FedEx are one of the most optimum ones in all aspects. The firm has a well defined recruitment and selection process along with a well designed performance management scheme. However, certain recommendations for further improvement have also been provided. It can be stated that the company has been doing well as compared to its competitors. References Alfes, K., Shantz, A.D., Truss, C. and 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), pp.330-351. Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. 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