Food Business Management Assignment: Government Community Collage GC University Faisalabad

Food Business Management
Assignment
Topic :
Human Resources in Food Business
Submitted to:
Mam Marwa Waheed
Submitted by:
Muhammad Waleed (644018)
Muhammad Irfan (644015)
Degree :
ADP Food science and Technology
Semester :
4th
Government Community Collage GC University Faisalabad

Human Resources in Food Business
Human Resources (HR) is the department within business or organizer
which organizatioresponsible for managing its employees. HR is responsible for
hiring, firing, and managing employee benefits, payroll, and other staffing needs.
HR’s responsibilities can be far-reaching in the food industry. HR personnel typically
oversee job descriptions, compensation and health and retirement benefits. Risk management
is a priority for human resources, monitoring work-related injuries and mitigating their cost to
your business.
Stratigic Human Resources Management:

The goal of SHRM is to create policies and programs that align with the company’s
business strategy. The main difference between human resources and strategic human
resources is that human resources focus on the day-to-day management of employees, while
strategic human resources focus on how employees can achieve the company’s overall goals.
This means that SHRM must first understand the company’s business goals and then create
programs and policies that support those goals.
Strategic human resource management aims to achieve a competitive advantage by
creating value for customers, shareholders, employees, and other stakeholders. The term
“strategy” refers to the organization’s overall plan of action to create value. It is not just one
thing; it is a combination of things, including:
 Actions are taken by the organization to meet customer needs

 Policies and procedures used to manage the organization
 Processes used to produce goods or services
 Marketing activities used to sell products and services
 Financial decisions made to fund operations
 Organizational structure
 The technology used to support business processes
 People-related issues such as recruitment, selection, training, compensation, benefits,
and performance management
 Legal requirements and regulations affecting the organization
Development of HR plan in Food Business:
Resources planning is an essential function that, if done properly, can result in the increased
effectiveness, efficiency, and profitability of your business. The planning process aims to look
ahead and forecast future HR requirements and determine how the different HR functions will
be employed to ensure sufficient human resources are available.
The first and most important step in the planning process is understanding the needs of your
business. To do this, you must identify your business’s values, mission, goals, and objectives and
aim to align your plans with these. The mission and values are the foundation of what you are
trying to achieve, and they provide direction for decision making and problem solving. The goals
and objectives should have both a short- and long-term perspective. Short-term goals and
objectives are usually established annually and support your business to achieve the long-term
goals.
Whether you manage a small breakfast café or operate a 200-seat high-volume restaurant, you
need the right employees with the right combination of attitude, skills, knowledge, and abilities
for your business. The right employees will complement your existing business culture and
positively impact your bottom line. This is another example of how the needs of your business
provide direction for decision making, as the business culture is a product of the business’s
values and mission.
The consequences of poor hiring practices and planning are profound. Employees who are not
the right fit for your business are unlikely to stay long and can negatively impact your business
in the long-term. Staff turnover is expensive and results in lost customer service, increased
training time, low productivity, poor team morale, and the expenditure of valuable time and
resources spent searching and interviewing to fill vacant positions. Making poor hiring decisions
can cost you the equivalent of 6 to 18 months of a new employee’s annual salary.
Whether vacancies arise from the departure of staff or newly created positions that are
required to meet business demands, determining the need for new employees is just the
beginning of the process. The secret to successful hiring is being continually prepared for the
hiring process.
Both short-term and long-term planning are essential for hiring. Asking yourself the following
six questions before hiring can help with the process. Your answers will increase your success
rate, save you valuable time and resources, and provide you with employees who can quickly fit
well into your company.
 How many new employees do I need?How much should I budget for a new employee?
What dollar amount do you need to allow for salary, training, and benefits?
 What type of employee do I need? Do you require full-time, part-time, long-term, or
seasonal employees? What skills do they need? What level/length of previous
experience is important for the employees to have? Should they have supervisory
experience?
 What do I need my new employee to do? What specific duties will employees be
responsible for? Are there any responsibilities outside the role?
 When do I need the employee to start?
 Where can I find my ideal candidate? What resources to find candidates have you used
or do you know of? Who can you ask to learn about new resources?
Functions:
Most HRM initiatives fall into one of the following functions.
Human resources planning: Through job analysis and strategic planning, including assessment
of the environment and projections for future business, organizations can forecast short- and
long-term staffing needs and the strategic use of the human resource functions to meet those
needs.
Job analyses and job descriptions: Job analyses are used to define the tasks and responsibilities
involved in each job and to determine the qualifications required to successfully fulfill the job
requirements. Job descriptions are the resulting documents. They provide a basis for all other
HR functions.
Recruitment: Various methods are used to attract suitable applicants from labour pools.
Selection: The selection process is used to hire the best people into the positions for which they
are most suited.
Orientation: A new employee’s initial introduction to the company provides essential
information and creates a positive first impression.
Training and development: These functions facilitate the development of knowledge, skills, and
attitudes required for staff to perform in their current position and/or to prepare for
advancement.
Compensation, benefits, and recognition: Businesses need to determine appropriate types and
levels of remuneration and incentives, including wages, formal benefits, and perquisites (perks).
Performance management: Providing feedback to employees on their work performance
encourages and supports improvement. Also included in performance management is coaching.
Progressive discipline is a separate process intended as a formal corrective process to address
unsatisfactory behaviour or job performance.
Termination: Businesses must manage the process of employees leaving the organization due
to just cause or termination being the final stage of progressive discipline
Benefits of HR management in Food Business:

Some of the overall benefits of good human resources (HR) practices include higher employee
satisfaction, lower staff turnover, superior customer service and, of course, increased
profitability. In short, A human resource department’s main goal is to implement a variety of
functions that are strategically designed to both attract and maintain an effective workforce.

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Food Business Management

Government Community Collage GC University Faisalabad

Stratigic Human Resources Management:

 Actions are taken by the organization to meet customer needs

Benefits of HR management in Food Business:

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