Human Resources Function In Pizza Express Essay

Introduction pizza pie Express is a public limited donationicipation (PLC), which was established in 1965. It has 350 restaurants in the UK and between twenty to thirty international franchises in countries ilk France, Egypt, Spain and opening soon in the Philippines and it has a worry expanded by 40% in recent historic period. Its a restaurant in diverse countries, which provides food, and drink written report to the customers. The guild has polar range of employees, 39 in total including cleaners, chefs, waiters and waitresses, supervisors and man periodrs.Role of human resourcesThe organisation has two human resources that is to say the chief(prenominal) HR kn receive as the headquarters and the local HRs.The local HR recruits the toyers by advertising in the media after which they hold in the selected ones to real high standards so that they deliver high quality services to the customers. This creates a safe repetition for the attach to so they receive to a gre ater extent(prenominal) customers thusly increasing profits too. Training the workers on how to use the equipment in any case helps the company in a way that they begin start scram few or no claims for damages in case of accidents. The local HRs similarly transport disclose transfers with other restaurants of the organisation, which helps them maintain the good enough workers.This mess similarly be a way of practising flexible works conditions for their cater. In case of any member of module acting against the organisations rules, the local HRs rescue to discipline him/her so that they privy remove and if they fail they lose the vocation. This helps the company dismiss severe members of staff who lot cause trouble or even pass on their bad behaviours to new recruits. Lastly, the local HRs act as the expect for the workers i.e. they raise any problems that the workforce might be experiencing so that they bottomland be solved. This creates a good relationship be tween the workers and the management, which is a very(prenominal) of the essence(p) thing if they atomic number 18 to work as a police squad to deliver good services to the customers.The main HR i.e. the headquarters carries out the more than than complex tasks of the organisation. It reviews the labour oer raise and predicts what staff the company ordain pee-pee to recruit and during what sequence they result maintain to. It sets the put up estimate and adds in the organisation which is a very of the essence(p) thing when carrying out the companys bud tucker out because they dont want to relent out much or less but just the chasten amount to their staff.It as well as recruits its own staff and management and tag them. It has to be very cargonful when doing this because it has to hands to sure it fascinate goings the right hoi polloi who exit be able to manage the local HRs or else at that place will be poor management which fag hold to serious problems i n organisations. Lastly, it shoots the rules and procedures that have to be fol secondaryed in the organisation. This is very important because it lets the workers know what they can do and can not when on the companys premises and likewise for any organisation to run flop and smoothly, there must be rules and regulations in place to be followed.E2 staff labour turnoverThe staff /labour turnover for the capital of Jamaica tell was not known because they had just opened but for the old branch, they had 50 volume leaving with an approximation of 25 staff which federal agency the turnover was 200%. This is mainly because the workers tend to transfer with their managers when they change branches, which happened last year.From the aspect into that I carried out, these were my honoringsKINGSTON LABOUR MARKET (2001-02)Aged 16 and overeconomically activeIn callingAll1240008500081000Male630004800046000 effeminate610003700034000WORKING eld (16-59/64) 2001-2002 IN KINGSTONWorking ag e (16-59/64)Economically activeIn employmentAll1020008300080000Male550004800046000Female480003600033000AGE BREAKDOWN (full and part-time employment) 2001-02AllFull-timePart-time16-19***20-24110008000*25-495300045000800050+14000 ten thousand4000Source www.statistics.gov.ukKEY* Sample size too dainty for true(p) estimatePay and hours workedThe chefs in the new capital of Jamaica branch get a maximum of 8.50 an hour if they be of grade four and those on lower grades 1-4 get a maximum of 6. The waiters get 4.20 an hour with tips as well and cleaners get 5-6 an hour. They all get double pay on bank holidays and they work a maximum of 48 hrs apart(predicate) from part time workers who usually have 3-4 shifts a week with no set minimum hours of working.ProductivityThe businesses productivity depends on how many customers they get i.e. if they realize more if there argon many customers to be served and they produce little if there are densely any customers to be served. Generally, th ey esteem productivity by the average times for making items. The more items they make, the more profits they get and the fewer items they make, the less profits they get.Fulltime/part time workingFor the particular branch in Rotunda, there are third fulltime workers and twenty part time workers.Changes in working practicesThe company alike tries to please its workers by changing their working practices. This is carried out by exchanging staff with other restaurants since its a big company. This helps them get experience in working in different areas and conditions, encouraging more advanced fosterage so that they get promoted which again makes workers feel that their effort is organism comprehended by the management and lastly giving them flexible working hours so that they dont feel that they are being over worked or exploited.Company use of the entropyThe company might have employ this in relieve oneselfation when planning its human resources in a way that when you look at the labour securities industry, there are more tidy sum economically active and in this particular area there is relatively low unemployment. This means that they will find it difficult to recruit new staff and it can be very costly in a wizard that to attract possible workers, they will have to advance themselves more, they may have to pay more take or invest more in training. They may to a fault have to design development programmes so that electric potential employees see there are promotion prospects in the organisation therefore making them feel wanting to join the company.By as well as flavour at their labour turnover which is very high, they might want to sample and find out why many people are leaving. This can help them find the reasons why the workers are leaving and find solutions to them which means they will solemnize their staff longer. Still looking at their own labour turnover, they can also find out the skill that people who are leaving had and recruit pe ople with the same ones which decreases the budget of training.Since their work force is in the mid 20s and mostly part time, they can decide to recruit more people between the age of 25-49 because those between 20-24 working part time are very small size of the population.When planning its productivity, the company can decide to recruit more people and give them intensive training to become professionals which also increases efficiency.C1 analytic thinking of external labour marketTo interpret my labour market further, I compared it with that of capital of Virginia, capital of the United Kingdom, & UK with also last years trends and these were the results.The working-age employment aim in London, capital of Jamaica, Richmond & UK(March 2000-2001 and Feb 2001-2002)AreaPercentage of population2000-2001 2001-2002Richmond84.5%80.8%London70.2%70.4%Kingston76.4%78%UK74.1%74.4%From the results above, we see that Richmond had the highest working age employment point which was 80.8% follo wed by Kingston which was 78% then(prenominal) UK with 74.4% and lastly London which was 70.4%. feeling at the trends, we see that Richmonds working age employment has at peace(p) down by 3.7%, Londons has only gone up by 0.2%, Kingstons has gone up by 1.6% and lastly UK as a whole has just gone up by 0.3%. With this education, Pizza Express can decide to recruit workers from London since it has the least working age employment so they will find it easier to recruit people but then it will have to increase slide bying on transport if the workers are not willing to spend their own money and if they are willing to, Pizza Express will have to pay them high wages so that they can succumb the costs. Advertising costs will also go up because they will have to advertise in the media other than on their windows because they are laborious to recruit people in a totally different area. chart showing working age employment rate in London, Kingston, Richmond and UK (2001-02)Economic bod ily function rate by sex (working age 16-59/64) in Kingston & Richmond(March 2000-2001 & February2001- 2002)Area% No. of males% No. of females2000-20012001-20022000-20012001-2002Richmond93.789.080.576.5Kingston87.687.470.175.0From the in lickation above we see that there were a higher digit of males in economical activity in Richmond than Kingston with a difference of 1.6%. With the females, the number was still higher in Richmond than Kingston with a difference of 1.5%. Comparing the percentages with last years, Kingston had a very little difference in 2000-2001 than in 2001-2002 of males in economical activity which was only 0.2%. For the females in Kingston, the percentage number went up from 70.1% in 2000-2001 to 75.0% in 2001-2002, a difference of 4.9%.The higher the economic activity rate, the better so when you look at the figures, Richmonds economic activity rate is high but it keeps going down within the two years so it can be risky wasting their money to advertise in the area while in Kingston, though the figures are low, they keep going up within the two years so it can be safer to carry out their advertising campaigns in the area if they are sure they will keep going up.Economic activity rate of males in Richmond and Kingston (2001-02)Internal staffing informationFor the Kingston branch, the company had 20 staff and three of them working part time. nearly of them are mainly in their mid 20s though they have no age restrictions at upper end of age band. Most of them are students or local people of the area they are situated in.Since the company has just opened, it has recruited all its work force but in the future as the business expands, they may need more staff. definition of labour market informationWhen we look at the labour market information, we see that Richmond is doing better than Kingston economically. There are more people working in Richmond which means that there are more jobs than in Kingston. This might affect the company in a way that they will find it more favourable to recruit people from Kingston than in Richmond because the labour force will be relatively cheaper. They will also find it hard to recruit people from Richmond because most of them have got jobs and if any, they might want high wages because there is less competition. With the fact that they are also located in Kingston, they may want to recruit the workers from there because costs such as transport and advertising will be low.E3Recruitment and selectionThe main documents employ when recruiting staff are the staff application form which is apply to get details of appliers like their address, date of birth e.t.c. Gathering this information is very crucial because the company can always keep in touch with the applicants, know of any disabilities they have if any and also get information more or less their qualifications. The second document is the job advert. This is a promotional document of the company attracting the applicants to apply. It talks about the skills needed so the applicants can only apply if they got them therefore saving the company time in sorting out the people with the right skills. Its made up very carefully with pictures making it very appealing. Basically its a form of advertising job vacancies in the company in an unprovoked and attractive way.Lastly, the job description is also handed out to the applicants. This describes what they are expected to do if successful in getting the job. It shows what the job is about in more detail. First, it talks about the aim of the job then the workers responsibilities, what authority is to be held and lastly the standards of performance expected.Effectiveness of documents1. farm out descriptionThe job description is effective in a way that its lay out is simple and unclouded to understand. On pourboire is the pizza express logo and pictures to attract the ref. It clearly shows that the descriptions are for waiters/waitresses so they there is no chance of a worker in a different field mistaking it to be meant for them. It clearly outlines the aim of the job in relation to maintaining the companys standards. Second, it talks about the responsibilities that the worker has when doing the job. to a fault much textual matter is used here but there seems to be only one strange word, Adherence. This means that language used is quite easy to understand for the reader. Next, it also talks about the responsibilities the applicant will have to carry out if successful and less text is used here so there is less difficulty in understanding the point they are trying to bring across. Lastly, it shows the standards of performance. All the major(ip) headings are written out in bold letters and also underlined to make them stand out.2. Application formThe application form is also a very detailed document. It has got a heading on top in bold letters to show what it is, with a pizza express logo which is also a way of promoting the company and show ing its loyalty. Its designed in a simple way asking for pertinent information from the applicants. It has got boxes in which they can absorb in the information they are being asked. The company tries to avoid collecting irrelevant information by giving them choices in some of the questions where they can only answer yes or no e.g. have you worked for Pizza Express before Yes ? No ?. It also helps the applicants understand the questions easily. Some questions require a lot of detail and the form provides enough space for the answers like in one question which asks if the applicant is disabled and if their answer is yes, it provides more space to give the details of their constipation fully. Lastly, it is cased out on white paper with blue colourings around it to make it more attractive. Generally, no complex language has been used. Everything is simple and straight forward.3. Job advertLike all the other documents, the job advert is also laid out in a simple way and easy to under stand. It is explaining how it is like to work in pizza express by sitting questions then giving all the possible answers which are of course attracting the reader to apply. It also talks about the roles and explaining some of the complex words like remuneration. The salaries of the assistant manager and restaurant manager are also shown. This is also done to attract people so that they apply. It has got pictures about a man who has been successful. This shows the chances of success that the applicants are likely to have if they apply. Lastly, it has got detailed information about how you can get in touch with them like call up numbers and e-mail addresses.Stages in alter a vacancy feast CHARTThere are various stages involved in filling a vacancy. First, the job vacancy is identified and then a job description is written up. This is the document describing what the job is about and what it requires the person to do. A person specification is also written out describing what the q ualities and qualifications the applicant should have then an appropriate advertising medium is chosen e.g. newspaper e.t.c. The type of medium chosen depends on the size of the company, what type of job is being advertised or even the current financial status of the company. Next, you tear out application forms to the people who have replied to the adverts so that they can fill them in after which they send them back and you concisely list them to get the right ones.There are crucial things that should be considered when carrying out the short listing process like not discriminating people on grounds of their sex, race or ethnicity. After short listing them out, you ordain interviews for the selected ones where you set the date and time to meet. This can give the interviewer time to make up the questions to be asked and the common ones are normally about the candidates work experience history, why they have applied for the job, what makes them think they will be good at, how the y will travel everyday if successful e.t.c.This is a good process because you get to see and speak to the candidates and evaluate how they express themselves, canvas their communication skills, check how they get on with other people and also check their behaviour i.e. if they are polite e.t.c. you might want to carry out other assessments like work sampling or exam then job offer references are made up.Copies of acceptance and turn downs are sent out to the applicants and the successful ones are given a contract and after their induction they start their job with some training. This is the form of help given to them to get used to the work place and equipment they have to use, know better how the job is carried out in the company and also get used to the old staff. This helps them develop more understanding of the companys cultures working practices which leads them to becoming professional staff and if very hard working, they can end up getting promotions.ConclusionBased on my f indings, I conclude that pizza express is doing well with the fact its expanding in other countries which means that it has a big market, a very crucial part in business developments.