Castle's Family Restaurant Research Paper Example | Topics and Well Written Essays - 3000 words

Castle's Family Restaurant - Research Paper Example However, smaller from should outsource such activities and the choice of the vendor should be done after evaluation of its past performance. Introduction Castle’s Family Restaurant, a small group with under 350 workers has eight units which require the HR manager to travel frequently to each of the units to interact with the workers. Human resources are the greatest asset of the firm and an organization would need to invest in it to develop the capabilities. In the hospitality sector particularly, human resources must have unique capabilities to be able to deliver excellent service. Staff retention is a critical issue in the hospitality sector. The organization is considering implementation of HRIS which could help the organization save costs while reducing staff turnover. This study evaluates the types of HRIS that would best help the organization to retain staff. Stage I Business Assessment Family restaurant, a part of the hospitality sector, is a high potential, high-compet ition sector. While demand is high, staff attrition rate is also high. Prolonged job stress and high employee burn-out lead to high staff turnover in the sector (Buick & Thomas, 2001). It thus becomes absolutely essential for Castle’s Family Restaurant to attract, motivate and retain staff. This perhaps prompts the HR and the operations manager to travel to each of the eight restaurants every week to take care of scheduling, recruiting, hiring, and interacting with the staff. While the number of staff is not very high, managing staff at eight different locations can be challenging. It is essential to satisfy their queries and listen to them. Travelling every week is not cost-effective apart from the time taken in travelling. Therefore an alternative feasible solution has to be devised. Identification of problems The main HR functions that need attention at Castle’s Family Restaurant include task scheduling, recruitments, payroll preparations and answering the questions of the staff. While each of these tasks can be handled through the implementation of HRIS, staff retention is critical to service in this sector. Most of the staff is part-time, which adds to the challenge of retaining staff. The hospitality industry requires staff with strong practical skills and soft people management skills rather than analytical skills (Connolly & McGing, 2006). The staff has queries of day-to-day operations as well as queries related to personal issues. Each of these needs to be addressed timely as it makes the staff feel their concerns are addressed and paid heed to. Staff retention implies staff motivation and talent management to ensure continuity. Listening to their concerns is a great motivator and a good listener is one who encourages the people to express. Staff retention is essential to ensure service quality in the hospitality sector. Lower staff attrition also results in higher base of organizational knowledge and less deterioration of experiential l earning (Bontis & Fitz-Enz, 2002). Constant turnover also impacts the dynamics of staff interaction. High staff turnover also results in recurring costs in recruitment and training. HRIS needs assessment HR functions have now been transformed to digital formats and technology is yet to be optimally