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Yousef Gamal

HRMT5025A-01-Integrative Seminar

Dr. Jan Duckworth,

Literature Review: Standard Human Resources Document Used in The Organization

November 27, 2022

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Literature Review

A standard human resources document is a vital tool for any organization. It is a

document that is created according to the guidelines and regulations of the country the

organization operates in. A standard human resources document provides information on

organizational policies and procedures, job descriptions, offer letters, interview process,

salaries, benefits etc. It also provides information on how to apply for jobs at the company,

how to file grievances against unfair treatment etc. With these documents, an employer can

easily assess whether a candidate meets their requirements or not. The importance of a

Standard Human Resources Document is that it helps to make sure that there are no

discrepancies in terms of standards and policies across different departments within an

organization.

With effective HR management, employment laws can be maintained with what

safety measures need to be taken and how to enforce them. They also help solve problems

between co-workers, which keeps the business as well as its employees protected. The HR

policies for recruitment of the right talent that can be brought in within the organization at the

right time and the right cost is one of the important requirements (Nguyen, 2012). The client

organization for this project will be Rosewater Middle Eastern Grill. To understand different

elements of human resource policies like- job description, interview process, job

advertisement and more have been provided below to bring out the right strategies for each of

them.

Job description

Job description becomes important as it provides a clear understanding of the duties

and responsibilities to which the hired staff will be required to commit themselves to. It also

provides clarity over how the employee will be remunerated once they are hired. Just for
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example, here in the organization, support for commitment and better growth will be

provided to all the employees (Yankovsky, 2021).

The job description needs to specify the required skills along with experience and the

in the right manner so that employees can get complete information about how the employee

will be remunerated (Warech, and Tracey, 2004). For example, whether or not they will

receive proper growth opportunities, whether there will be a high-pressure environment, what

kind of health and safety rules and regulations are followed, and how the employees should

remain committed towards it, etc., should all be mentioned within the job description (Yang,

2012).The expected qualifications must be specified beforehand to avoid any further

confusion. Working conditions or requirements, like working 5 days every week, must also

be specified within the job description so that the employees remain aware of what they are

applying to (Mader-Clark,2013).

Job Advertisement

While offering the advertisement agency or while advertising through the business-

owned platform or any social media platform, complete transparency must be maintained by

the company to make sure the candidates are not kept in the dark, and they do know whether

they will be receiving a dynamic environment to work within or not. Proper contact details,

including email, phone number, and postal address, must all be provided to make sure that

candidates do get the right means to connect with the team on time (Yankovsky, 2021).

Interview Process

The interview questions must be able to address any kind of concerns that is related to

the suitability of the applicant in consideration of their skills, remuneration, and personal

characteristics. Interviewing is to do proper access of the likelihood of the candidate's success

in the future by knowing their past situations in their own words (Yankovsky, 2021).There
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must be accommodation of different types of interview questions along with behavioural

questions that can allow the interviewer for forming an accurate and complete assessment of

a given candidate. While looking out for the skills that the candidate owns, it must be made

sure that the candidate or the applicant has previously encountered any such situations which

generally arise within the organization and how they resolve the same. It will help to know

whether or not they are capable of handling or managing situations that come with extreme

pressure.

The company needs to make sure that if any job duties have been performed by the

applicant, whether or not they can prove such necessary skills, either through a

recommendation letter or any colleague recommendation (Yankovsky, 2021).While looking

out for personal characteristics like adaptability, analytical skills, interpersonal skills, etc.

keep a check on whether or not the candidate is motivated enough and whether or not they

are a team player when handling the organizational requirements when they are working in a

team (Kelliher, and Perrett, 2001).

Providing a complete idea of the remuneration and knowing the salary history of the

employee will also be a helpful move. Interviewers will ask about how many days the

employee was absent from their previous work in the past year, and must also be a part of the

interview to know and to ensure the productivity of the given employee (Tang, and Tang,

2012).Lastly, the interview question must also be focused on providing candidates with

information about customer service and work ethic (Batt, 2014). Also, it would be great to

know about their self-motivation and the interpersonal skills they possess, whether or not

they are multi-taskers, etc

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Reference Check Form

Any organization cannot hire an employee without having a background check or a

reference check (Yankovsky, 2021). It will be better to know from what background or from

what organization an employee comes, and whether or not what they are saying can be

backed by others to have a better check over the same.

The company needs to get proper information about the previous employer of the

employee. Having contact details like phone and email will also be a great help. Some of the

basic questions which must be included within the reference check form can be known about

in what capacity the concerned reference knows the applicant. Apart from the same, it will

also be great to know the nature of the job and the position held by the employee within the

organization from the reference provided by the employee. To know about the strength and

the required improvement which was expected by the previous organization in terms of the

skills of the employee alike (Yang, Hsu, and Yang, 2022).While preparing the checklist to

include a section for comment about the quantity of work, the dependability or reliability of

the other employee and the organization on them, the environment which was required to

excel, and the quality of the work, must all be included (Yang, Hsu, and Yang, 2022). It will

help to understand what potential the employee holds and will also help to put the right

employees on the right job, which is a necessity for better functioning of the organization

today.

Employment Offer Letter

The offer letter of employment that is provided to the employees, must have all the

requirements and details that the employee would be required to have. The company should

only provide a brief description of the position, and a letter stating that the staff member has

been employed cannot provide evidence of improved or conventional employment.The offer

letter mainly provides the position details. Like whether the employee has been hired on a
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full-time basis or a part-time basis (Chairungruang, 2016). The responsibilities must also be

specified according to the job description that was provided clearly. Along with the

commencement date of the job, the rate of the payment must also be provided, and it must

also be specified the method of payment to offer clarity to the employees. It might also

include a section dedicated to receiving necessary banking details from the end of the

employee to ensure that timely payment will be made (Yankovsky, 2021).

The work week details, along with overtime, probation period, if any, and the benefits

like vacation and statutory holidays, must all be specified clearly. When including the

benefits, clarity should be given about the benefits plan that the employees will receive and

when the same would begin (Murphy, and Murrmann, 2009). For example, after three months

of their commencement of the job, a bonus of a sufficient amount might be provided. It can

also include statutes and alike for sexual harassment, equal pay, etc., and can also be brought

in within the letter (Dawson, Russen, Lee, and Madera, 2021). Regarding vacation and

statutory holidays, proper company policies must be followed, and complete information

must be provided about it all. If any standard act is followed, it must also be mentioned over

there so that the employees can refer to the same if they are in doubt that they are not

receiving a sufficient benefit which must be provided to them by the end of the organization.

Establishing the Relationship Between Effective Hiring and Retention

Hiring does not mean guaranteed retention of the employees. To ensure that employee

turnover reduces within the organization and employees remain completely satisfied with the

job they are offered. Understanding what the employees are looking forward to within the

new opportunity will be a great move as, if required, the organization will be able to offer

certain training or means for the employees to have proper growth (Mayhew, 2016). Payroll

is another means to create a relationship between effective hiring and retention (Enz, 2004).

only when a clear description has been provided within the interview process or hiring
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process about the payroll and the benefits that are provided to the employees along with how

the same would continue to grow in the later period, will help them remain motivated and

will bring in respect for management and the organization they are associated with (Half,

2022).

Apart from the proper onboarding and orientation, the mentorship program, perks,

wellness offerings, communication, continuous feedback upon the performance, and time-to-

time training and development opportunities along with a recognition and reward system,

flexible work arrangement, and a better work-life balancemust be taken into account (Tracey,

and Nathan, 2002). It should be provided and employees must be informed about it to ensure

better retention (Managing for employee retention - Society for Human Resource

Management2022).

Evaluation of the Performance of Employees

To do the same, acknowledgement of the milestones, no matter whether they are big

or small, must all be considered, and timely promotion must be provided to the employees

based on their achievements.

When measuring the performance of the employees, instead of simply comparing

them with others on the same level within the organization, a standard system must be set up

so that none might feel compared to others. It will also provide the employees with a chance

to look forward to where they are lacking (Lee, and Layman, 2019). Scorecards can also be

used for evaluating efforts regularly (Murphy, 2003). This can be done on both levels,

including that of management and the employees. For example, whether or not the

organization has been able to provide proper training to the employees and whether or not the

employees have been able to take advantage of the training or the session and have

implemented the changes within the work (Mayhew, 2016).

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Literature Review- Reflection

Effective retention begins with effective hiring. Unless otherwise proper information

and the correct information have been provided to the employees and by the employees,

retaining an employee for a long period becomes quite difficult. During the hiring process,

complete information and complete transparency must be maintained, as this acts as the first

step toward the retention of the employees (Half, 2022).

It is only when effective recruitment and selection practices like an interview,

background check, proper consideration of the skills owned, etc., have been done that later on

help the organizational performance continuously improves (Half, 2022). Just for example, if

a potential staff said that they have two years of experience in a restaurant and the other

potential staff said they have five years of experience, and both of them have proven the same

through their background check, and they have all acted in the complete dedication in the

previous organizations, simple steps like asking to do a simple task in an actual work field

can be helpful to know what the employees are capable of an how to move ahead and which

to select to assure effective performance (Mtshokotshe, 2018).

Furthermore, if the above example continues and the same packages of a to put on the

staff members, but one agrees and the other does not, it will always be viable to take into

account recruiting the right talent at the right time and a reduced cost. To do the same,

consultants and hiring agencies can be offered the job of providing prospects so that the

organization can make a proper response to the requirement (Partlow, 1996). To save some

extra cost to hire through social media websites like Instagram or posting it on the website or

uploading the requirement and the job prospects within the organization through LinkedIn,

can help save even the cost for the hiring agencies or the consultants.
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So it can be said that the Standard HR Document for The Organization serves as a

guide for the company’s employees, outlining all of their rights and responsibilities. It is also

used as a tool to communicate company policies. Considering the given case of Rosewater

Middle Eastern Grill, social media websites and LinkedIn will be the right way to look for

new employees and do hire them efficiently and at a reduced cost. Now, this does not mean

the skills required for the job will not play an important role, but they will be considered side

by side. Also, through social media and LinkedIn, applications will flow in continuously, and

there, the HR can easily handle the same to ensure a high-performing employee to the

organization.
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References

Batt, R., 2014. Of human resource practices, turnover, and customer service in the restaurant

industry (Doctoral dissertation, School of International & Public Affairs, Columbia

University).

Chairungruang, S., 2016. A secret ingredient for SMEs performance: Human resource

management in cafés and restaurants in Auckland and Waikato, New

Zealand (Doctoral dissertation, University of Waikato).

Dawson, M., Russen, M., Lee, L. and Madera, J., 2021. The unique aesthetics of

organizational climate that contribute to the prevalence of sexual harassment incidents

within the restaurant industry. Journal of Foodservice Business Research, pp.1-19.

Enz, C.A., 2004. Issues of concern for restaurant owners and managers. Cornell Hotel and

Restaurant Administration Quarterly, 45(4), pp.315-332.

Half, R. (2022) 14 effective employee retention strategies, Robert Half. Available at:

https://www.roberthalf.com/blog/management-tips/effective-employee-retention-

strategies (Accessed: November 27, 2022).

Kelliher, C. and Perrett, G., 2001. Business strategy and approaches to HRM‐A case study of

new developments in the United Kingdom restaurant industry. Personnel review.

Lee, S.H. and Layman, K., 2019. Tips to Reduce Employee Turnover in the Restaurant

Industry: Case of a Restaurant Unit Within Darden. In SAGE Business Cases.

International CHRIE.

Managing for employee retention - Society for Human Resource Management(2022)

shrm.org. Available at:

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https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/

managingforemployeeretention.aspx (Accessed: November 27, 2022).

Mayhew, R. (2016) The role & responsibilities of HR in a restaurant, Small Business -

Chron.com. Chron.com. Available at: https://smallbusiness.chron.com/role-

responsibilities-hr-restaurant-24835.html (Accessed: November 27, 2022).

Mtshokotshe, Z., 2018. The implementation of human resources management strategy within

restaurants in East London, South Africa. African Journal of Hospitality, Tourism and

Leisure, 7(3), pp.1-15.

Murphy, K.S., 2003. A proposed structure for obtaining human resource intangible value in

restaurant organizations using Economic Value Added. Please Note: Each paper’s

authorship has been cross checked and/or may have been changed by I-CHRIE

according to the lead authors’ original submissions., p.301.

Murphy, K.S. and Murrmann, S., 2009. The research design used to develop a high

performance management system construct for US restaurant managers. International

Journal of Hospitality Management, 28(4), pp.547-555.

Nguyen, H.A.K., 2012. IMPROVEMENT FOR RECRUITMENT AND RETENTION

STRATEGIES: Case: Aiya Restaurant Chain.

Partlow, C.G., 1996. Human-resources practices of TQM hotels. The Cornell Hotel and

Restaurant Administration Quarterly, 37(5), pp.67-77.

Tang, T.W. and Tang, Y.Y., 2012. Promoting service-oriented organizational citizenship

behaviors in hotels: The role of high-performance human resource practices and

organizational social climates. International Journal of Hospitality

Management, 31(3), pp.885-895.

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Tracey, J.B. and Nathan, A.E., 2002. The strategic and operational roles of human resources

an emerging model. The Cornell Hotel and Restaurant Administration

Quarterly, 43(4), pp.17-26.

Warech, M. and Tracey, J.B., 2004. Evaluating the impact of human resources: Identifying

what matters. Cornell Hotel and Restaurant Administration Quarterly, 45(4), pp.376-

387.

Yang, C.F., Hsu, J.M. and Yang, Y.C., 2022. What makes restaurant employees become

brand citizens?. Social Behavior and Personality: an international journal, 50(6),

pp.87-95.

Yang, Y.C., 2012. High-involvement human resource practices, affective commitment, and

organizational citizenship behaviors. The Service Industries Journal, 32(8), pp.1209-

1227.

Yankovsky, D. (2021) Avoid restaurant fails with these essential HR Policies & Procedures,

Connecteam. Available at: https://connecteam.com/restraurant-hr-policies-procedures/

(Accessed: November 27, 2022).

Mader-Clark, M. (2013). The job description handbook. Nolo.