Managing people in organizations Page |1

Managing People in Organizations

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 Managing people in organizations Page |2

Table of Contents
Introduction................................................................................................................................3

Job Description...........................................................................................................................3

Recruitment Process...................................................................................................................4

Organizational Behaviour of Noma...........................................................................................5

Conclusion..................................................................................................................................7

References..................................................................................................................................9
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Introduction
In business strategy, HR management in an organizational department assists managers in
understanding the linkages between management activities, resource management, and labor-
management relationships. This essay explains hiring an extra employee and a top chef for
the expansion and the growth of the restaurant, to construct a successful team, to ensure
effective leadership, and by identifying the Rene Redzepi’s work and development
requirements. Noma, possibly the world's most famous restaurant, people can't help but sense
the dread that usually comes with a trip to a fine dining establishment.

Job Description
René Redzepi must do an internal review based on job descriptions, work, and personal
specifications to see if existing resources can be retrained or redeveloped to fulfill demands.
If the organization can provide this requirement inside, it must promote its stance internally.
There are various advantages to internal hiring. It is less expensive than external hiring and
allows individuals to grow their careers rather than relying on outsiders to engage, teach, and
please their staff. "Increase." The most obvious benefit of promoting talented staff is the
financial component.

Hiring and training new staff and looking for the top chef has the potential to be far more
expensive than filling a post through internal promotion. The top chef must take the time to
adjust to the company's culture and learn about day-to-day operations from current
employees. "Depending on the complexity, it's not uncommon for new workers to take weeks
or months to fully learn and adapt to the culture and become productive, while employees
who are already familiar with the organization can be productive in a new role within a few
days," the narrator continues. Furthermore, the firm has a better understanding of the mental
condition of already employed personnel than non-company employees.

Recruitment Process
The main focus would be on the adaption of the human resource management practices by
the company principally in the process of the recruitment, the The hiring procedure for new
workers has been noted to rely significantly on word-of-mouth and existing staff networks,
and is generally informal. All management procedures centre around recruiting, and failing to
hire may result in a slew of problems and unwelcome roadblocks for any company, including
lower profitability, insufficient workforce, and insufficient employee credentials. In addition,
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poor recruiting may result in labour shortages and stymie managerial decision-making, and
management theory can help develop and modify the entire hiring process. Roger's 7-point
plan, face-to-face interviews, and psychological testing, according to these beliefs, may
considerably enhance the hiring process.

It was observed that the process of recruiting new employees was largely informal with a lot
of reliance on word- of- mouth and networks of existing employees. Any management
process revolves around recruitment and failure in recruitment may lead to difficulties and
unwanted barriers for any company, including untoward effects on its profitability and
inappropriate degrees of staffing or employee skills. In additional, insufficient recruitment
may result into lack of labour or hindrances in management decision making, and the overall
recruitment process can itself be advanced and amended by complying with management
theories. According to these theories, the recruitment process can be largely enhanced by
means of Rodgers seven-point plan, Munro-Frasers five-fold grading system, personal
interviews, as well as psychological tests.

Over the last two decades, the way businesses hire employees has progressed to a new level.
The food sector in Greater London has evolved dramatically as a result of human resource
management's hiring practices (Klikauer, 2018). People's eating habits and leisure pursuits
have shifted as well. And fast food has had a significant impact in changing these activities in
society. Because it is such a lucrative company, rivalry among rivals is heating up. With
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increased competition and a shift to higher-value occupations, strategic recruiting and choice
are key to any organization's success.

The narrator adds that the chef has ultimate responsibility for completing the restaurant plan
and ensuring that the customer's meal is delivered on time and in the best possible quality.

• Prepare delectable dishes

• Make a menu plan

• Maintain a high level of cleanliness and hygienic conditions.

• Keep track of the food supply

• Manage, train, and recruit team members.

Even though they are capable cooks, not all applicants possess the leadership qualities
required in a successful kitchen. Managing staff and budgeting expenditures Instructions
must be communicated to staff in a clear and effective manner. Encourage the kitchen
workers to work together in a positive and helpful manner. Creating and preparing original,
unique, and fascinating dishes. They have a keen sense of taste and scent, and we prepare
dishes that our clients like. Ability to use knives and other instruments for slicing, chopping,
and dicing in a safe and efficient manner. Ability to manage food preparation and service
throughout extended shifts. Time management skills are necessary for efficient food
preparation and serving.

Cleanliness

The chef must be able to maintain the kitchen clean. This is critical in restaurants because
unclean conditions compromise food quality and force the establishment to close. The chef is
in charge of adhering to local health requirements and taking care of the following:

 Safety and health

 Hygiene
 Hygiene practises

Creativity

Operating in the food sector necessitates innovation. The chef must be willing to experiment
with new recipes and improve on established ones. Customers return because of creativity
and ingenuity. Cook will try out the following ideas:
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 Experiment with collaboration

 Presentation of the menu design
 Designing a recipe via try and error

An unfilled job harms a company in a variety of ways, including decreased production, the
irritation of constant retraining, and the inability to advance alongside company initiatives
(Smith et al. 2020). According to the narrator, bad recruits may cause true employees to leave
the company, resulting in a significant increase in turnover. The main objective is to be as
powerful as possible within the numbers, with first-class workers to meet an organization's
human resource needs. "Today, recruiting is sometimes referred to as expertise acquisition to
reflect the importance of the human factor in an organization's success."

René Redzepi's Noma Assistant role, narrators have proposed the following job and person
descriptions to aid in the recruiting and selection process for René Redzepi (Cajander and
Reiman, 2019). The narrator discusses some of the advantages of internal adoption
employees are introduced. René Redzepi will have to start the employment process with
external advertising if the vacancy cannot be filled in-house. If no acceptable applicant is
found following the advertisement, the employer may elect to re-advertise the position or
revamp the person's profile.

The narrator will discuss how to avoid discrimination and lawsuits throughout the recruiting
process, as well as how to choose the best candidate for the position. René Redzepi must
guarantee that candidates are not chosen based on their race, gender, age, political beliefs,
religious affiliation, or any of the other considerations listed above. It evolved into a process
of selection. René Redzepi might apply applicable law in addition to the recruiting guidance
to prevent ethical and legal ramifications when employing new staff.

René Redzepi should investigate applicable legislation to guarantee that they are protected
from negative legal and ethical implications, according to the narrator (Wellton and
Lainpelto, 2021). René Redzepi must also guarantee that his personnel is aware of these
regulations to detect and prevent illicit behaviors with ethical and legal consequences.

Organizational Behaviour of Noma

The narrator explains the challenge might be faced by Noma is the ethical behaviour which is
a very crucial organizational challenge which is linked to the ethical behaviour as well as the
social responsibility. It should be considered by the Rene to develop an ethically healthy
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atmosphere for their workers where the workers and the chef can do their work effectively
and proactively and with the clear conscience (Steffensen, 2019). Social responsibility is the
part of organizational, an obligation to contribute and protect the social atmosphere in which
it is being performed. The leadership organisational culture as well as the group norms are
very crucial part of the organizational behaviour which can be challenging but if handle down
carefully this will become the strength of the Noma restaurant.

Rene must keep an open and empathetic connection with each employee and interact with
them face to face. Organizational, strategy, technological, process, product, and marketing
improvements are all part of a systematic approach to corporate innovation. All of them are
impacted by innovation and must adapt to change in order to survive. According to the
narrator quality control is a very crucial part of the restaurant which will differ the
organization from the competitors. The goal of the quality control is to check the place is
clean and hygiene and it refers when the employees discuss the various views to improve the
quality of their work and the to resolve the problems occurring in the production process.

The narrator argues that accomplishment and participative leadership are what motivate and
satisfy current Noma restaurant managers. Superiors and subordinates must be involved in
the aforementioned acts (Buchanan and Huczynski, 2019). Encourage both sides to
participate in decision-making by proposing and implementing these suggestions.
Participatory conduct improves restaurant managers' commitment to success and makes
achieving incentives simpler. The narrator realizes that Noma has been without a goal-
oriented leader for a long time. The capacity to establish a high level of trust in your
subordinates is a sign of leadership.

This narrator demonstrates that restaurant manager leadership can make choices at the
restaurant level whose aims are more vital to the branch, and who should be promoted. This
leadership style promotes restaurant manager job satisfaction while also lowering
management turnover and retaining long-term staff. The use of path-goal theory by the
narrator streamlined the path, allowing followers to know where to travel and eliminate
obstacles (Bratton, 2020). Rene also helped the followers move the large bricks by polishing
the way.

Recruiting qualified employees

Making the appropriate employment decisions is critical for a company's long-term success.
Managers look for people that can fit within the organization's culture in addition to having
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the necessary skills and expertise. New employees can benefit the team by settling in quickly
and no longer requiring extensive training (Butler and Hammer, 2019). A poor hiring
decision might have a detrimental impact on the team's morale. If a few crew members
consistently fail to do their assigned jobs, it can have an impact on the crew's overall
performance and cause tension.

As a result, the narrator believes that the Noma restaurant staff must remain reliant. If the best
motive isn't to give good high-speed service, or if no one works together, teamwork fails. If
one employee lacks motivation and fails to do his or her job properly, customers may
complain and lose business (Zeyada, 2018). Even yet, many workers are taught to execute a
variety of duties and stations, and they are rarely able to complete all of these responsibilities
at the same time.

Employees that are difficult to work with

Dealing with difficult employees is one of the most difficult challenges that many managers
confront. Every manager has the option of selecting a team that gets along well and
completes its tasks without causing unnecessary problems. However, there may be group
contributors who are unable to socialise and work with others. They can be unattractive to
paint with and can contribute to a tense, conflict-ridden workplace. It is possible that unless
the supervisor intervenes to prevent their behaviour, the group's morale and production would
suffer. It may even cause the company's top achievers to leave rather than deal with the day-
to-day stress.

When the demands of workers are addressed, Noma will continually promise that both the
effectiveness and efficiency of cooperation will be accomplished. Rene's efforts are the sole
reason this is feasible. Direct assistance, words of encouragement, not pushing unpleasant
attitudes all of the time, taking pauses, and accepting temporary employee tasks are all
examples of this. Workers, on the other hand, only look self-sufficient and well-trained if
their morale is high. In the majority of situations, the team operates in silence. Team
members occasionally shout or yell at commands to other team members, although each
member typically knows what to do without more discussion (Kour et al. 2019). All of this
means that the staff has been well-trained and given the tools they need to properly
accomplish jobs and tasks, just as the team does.

The success of Noma is founded on a motivational theory with certain functional

modifications. Noma must adhere to four simple criteria for staff to increase their
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performance. This is what it is: A separate motivating strategy is required for each area of a
company. Employees must have clear and attainable objectives. A better business is a
person's ambition. Managers should set two goals for the year. The narrator determined that
Noma needed to apply or execute Frederick Herzberg's two-factor theory at the time of the
inquiry. It distinguishes between happiness and discontent, as well as two additional factors:
motivation and cleanliness. Noma doesn't have to inspire employees only to raise their pay,
status, or security. It simply decreases workers' workload and discontent with their jobs, but it
does not affect production. Managers must offer positive feedback to their personnel,
inspiring or encouraging them to perform their best, if a business wishes to be more
productive. This demonstrates to employees that they need to be motivated since their efforts
have been recognized.

Conclusion
In this essay, it has been concluded that most organizations may regard the corporate series as
a low-quality restaurant that hires untrained and unskilled workers. Noma’s restaurant, on the
other hand, has a positive corporate image that values quality and sanitation, as well as good
cuisine and service. To assist the work of Noma’s staff and speed up the manufacturing
process so that it is ready for customers at agreed-upon times, the firm uses cutting-edge
technology. Noma is attempting to develop leadership through aggressive commercial efforts.
There are many possibilities to advance within the organization for people who are eager to
work hard and polish their leadership abilities. Noma employees' mobility has considerably
increased.
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References
Bratton, J., 2020. Work and organizational behavior. Bloomsbury Publishing.

Buchanan, D.A. and Huczynski, A.A., 2019. Organizational behavior. Pearson UK.

Butler, P. and Hammer, A., 2019. ‘A minute's lifetime in fast-food!': Managerial job quality
in the quick-service restaurant sector. Work, Employment and Society, 33(1), pp.96-111.

Cajander, N. and Reiman, A., 2019. High-performance work practices and well-being at
restaurant work. European Journal of Tourism Hospitality and Recreation, 9(1), pp.38-48.

Klikauer, T., 2018. Managing People in Organizations. Macmillan International Higher

Education.

Kour, J., El-Den, J. and Sriratanaviriyakul, N., 2019. The role of positive psychology in
improving employees’ performance and organizational productivity: An experimental
study. Procedia Computer Science, 161, pp.226-232.

Smith, P.E., Yellowley, W., and McLachlan, C.J., 2020. Organizational Behaviour:
Managing People in Dynamic Organizations. Routledge.

Steffensen, D.S., 2019. Managing Uncertainty: An Examination of Leadership Factors That

Increase HRM System Strength (Doctoral dissertation, The Florida State University).

Wellton, L. and Lainpelto, J., 2021. The intertwinement of professional knowledge culture,
leadership practices, and sustainability in the restaurant industry. Scandinavian Journal of
Hospitality and Tourism, 21(5), pp.550-566.

Zeyada, M., 2018. Organizational culture and its impact on organizational citizenship
behavior. International Journal of Academic Research in Business and Social Sciences, 8(3),
pp.418-429.