Leadership of Hungry Jack Organization-Free-Samples for Students

Question: Discuss about the People Culture Contemporary Leadership. Answer: Introduction The Human resource department form one of the most important departments in an organisation as it takes care of the people who are responsible of the daily operations of the business. The role of the HR department in brief is to ensure the safety and health of the people associated with the company, recruitment and maintaining a work friendly environment in the organisation as well as deal with the issues and grievances of the employees of the company. It is also one of the duties of the HR department to ensure that the people who are associated with the company have a scope of career development as well. Therefore, broadly the role can be divided in three sections: staffing, employee compensation and benefits, and defining/designing work. In this assignment the organisation that is going to be analyzed is Hungry Jacks. The assignment will address a company overview followed by the HR practices that are adopted by the company. Company overview Hungry Jack's is iconic in Australia, over the years of establishment the company has been through a lot of changes in the management and corporate divisions but then established in 1971, the organisation is a wholly owned subsidiary of Burger King Australia (Hungryjacks.com.au 2018). The owner of the organisation is Jack Cowin. Hungry Jack's owns and operates or sub-licenses all of the Burger King as well as Hungry Jack's restaurants in Australia. Burger King wanted to expand their operations in Australia and the company did it with aligning the company with a local organisation (Hungryjacks.com.au 2018). There are almost 390 stores in Australia; the focus of the company is in the quality of the product Hungry Jacks has over 16,500 employees in the current status (Thehungryjacksway.com.au 2018). The company is associated with several games and activities of the community which indicates that they have a triple bottom line business model, where only financial aspect of the company is not the sole objective of the management. The aim of the organisation is to cater to the requirements of the target market and adapt to the changes in the industry accordingly. The objectives of the company are: To create a valuable relationship with the customers in order to ensure a loyalty To build a sustainable future To ensure that the company expands the operations further To be able to meet the changing needs of the customers (Hungryjacks.com.au 2018) As a franchise, the company strives to maintain the quality of the burgers that they serve their customers in order to conform uniformity and uphold the motto of the company; The burgers are better at Hungry Jack's. The organisation is a major employer in Australia, they are known for employing people who are young especially looking for a job to sustain their studies and pocket money. The company spends around $250 million in salaries and wages which is why it can be said that the company has a significant impact on the economy of Australia as well (Thehungryjacksway.com.au 2018). The company follows six values: guest-led; meritocratic; empowered; accountable; teamwork; and fun (Thehungryjacksway.com.au 2018). In April 2011, the company was under the radar for underpaying almost 700 employees and the company was imposed with a penalty. Another accusation was admitted by Hungry Jacks is that they had failed to keep a track and proper record of the employees present as well as past (Fairwork.gov.au 2011). Identification and discussion of the organisations HR strategy One of the major strategies of HR is to hire young people in order to engage better with the target market as people from 16-25 make up the primary target market of the organisation (Nankervis et al 2002). Apart from that this strategy is also driven by the fact that the company wants to provide young people, without experience an opportunity to understand the industry and develop positivity form the youngsters. There is a significant amount of employees in the company who are under 18 years (Thehungryjacksway.com.au 2018). Training is an important part of the HR strategy, the employees are trained to communicate, understand and comprehend with the customers, not only that they are also trained to deal with several issues and grievances that the customers come up with (Thehungryjacksway.com.au 2018). When the company comes up with a new store depending upon the strength of the location around 35-50 people are appointed to serve the customers of the new restaurant. Before opening these people are trained to improve their skills in order to make the process of operation smooth and efficient (Nankervis et al 2002). The salaries and the wages of each branch is kept uniform, in order to deal with crisis situations like the one that has been stated above. The locations of the branch do not make a difference. Approximately $600,000 is offered to each restaurant on a yearly basis. The amount on the other hand also adds to the local economy as well (Thehungryjacksway.com.au 2018). Following the first strategy that has been discussed this is another unique HR practices that is followed by the company. More than 90 percent of the total population of the employees work on a part time basis while enjoying all the facilities of job security along with the flexibility of work time, the company believes that this allows the employees to have a work-life balance as it is essential for the employees interest to align with the objectives of the company (Nankervis et al 2002). Only 5 percent employees in the company are full-time involved with the operations of the business where as approximately 2 percent are casual employees (Thehungryjacksway.com.au 2018). The organisation also employees people with special abilities as they want to offer everyone a fair share of chance and to establish as equal opportunity employer. The HR department works closely with the work with the employment and placement centers in the localities of operations in order to train and employee such people (Thehungryjacksway.com.au 2018). Evaluation of the existing HR practices The company views it as a responsibility to offer such a platform for young people to join an organisation as well as continue with other important things in life as well. The HR management of Hungry Jacks understands the responsibility of teaching young people work ethics and skills which are necessary in their career (Nankervis et al 2002). This is a part of the companys Triple bottom line model as well which states that the company not only focuses on the finances of the organisation but also identifies the duties and the responsibilities that they has as a corporate towards the well-being of the society as well as the Environment (Nankervis et al. 2013). One of the drawbacks of the part-time and the young people policy is that this strategy leads to low employee retention rate (Nankervis et al. 2013). Mostly people work with the company for a couple of months and then they leave, for young people being first time exposed to work culture may be also difficult to adapt which can be the reason for low attrition. With the HR practices like employing people with physical disabilities and understanding the needs and requirements of the employees the company has created goodwill in the industry, which not only resonate the quality of the product and services that they offer but also showcase the values and principles that the organisation follow (Nankervis et al. 2013). Overview of the current state of employee engagement As Meritocracy and empowerment are some of the major part of the values that the company follows, the emplacement engagement policies of the company is also base on this value (Menguc et al. 2013). Therefore, the company offers several opportunities to the employees to learn and grow with their Employee Foundation, which is a charitable trust that supports and helps the employees of the organisation in need. Young Endeavour Program, is a scholarship that the company has launched as a gesture to thank the employees for their commitment and contribution towards the growth and expansion of the business. The company also has training program and management courses for all the employees (Anitha 2014). Structured plan of initiatives Because fun is a also a part of the values of the company, the HR department should introduce some fun activities for the employees, considering the average age of most of the employees are less than 20 (Tims et al. 2013). According to the JD-R (Job Demand and resources) Model coined by Arnold Bakker and Evangelia Demerouti, state that when the job demands are soaring and job positives or resources is small stress is inevitable. One the other hand if the resources are also at par with the demands then it can translate in to engagement and motivation (Bakker and Demerouti 2014). The companies also have the opportunity to deal with some of the common environmental issue, with the help of the employees. More and more organisations are engaging their employees in their CSR activities this improves the motivational rate among the employees and makes them being part of community (Truss et al. 2013). Conclusion It can be concluded that Hungry Jacks has a hierarchal organisation structure which makes it easy for the employees to operate as they have a supervisor or a manager who directs the employees to strive towards achieving the objectives of the company. Hungry jacks is known for their quality and timeliness of their service, the HR department of the company is not only focused on hiring people but also ensuring the people working for the organisation get opportunity and scope to develop their career with the company Reference list: Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308. Bakker, A.B. and Demerouti, E., 2014. Job demandsresources theory. Wellbeing. Fairwork.gov.au. 2011. Hungry Jacks fined for underpaying almost 700 staff over $665,000. [online] fairwork.gov.au. Available at: https://www.fairwork.gov.au/about-us/news-and-media-releases/2011-media-releases/april-2011/20110413-hungry-jacks-court-court-penalty [Accessed 7 Apr. 2018]. Hungryjacks.com.au., 2018. About US. [online] hungryjacks.com.au. Available at: https://www.hungryjacks.com.au/about-us [Accessed 7 Apr. 2018]. 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Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory.