Research Paper on "Staffing Challenges Specific to Food and Beverage"

Research Paper 4 pages (1161 words) Sources: 3

[EXCERPT] . . . .

Staffing Challenges Specific to Food and Beverage Operations

In today's dynamic and competitive industry, economic agents place more emphasis on the role of the staff members. The employees are the ones that generate customer satisfaction, they deliver the services, they create the products and they support the company in reaching its overall objectives. In such a context, the practice of human resource management becomes more important for companies, being generally reflected in four specific manners, as follows:

HRM responds to the need of searching new ways of working

HRM promotes the role of managers in promoting change

HRM supports the treatment of the staff members as individual beings, rather than collective forces, and finally

HRM promotes a system of beliefs through which the employees assimilate managers as their peers, rather than a separate group, with separate and even conflicting goals (English for Management).

The role of human resource management within the food and beverage industry is also increasing as the sector is one in which the employees directly interact with the customers, and they as such influence customer satisfaction. While the quality of the food and beverage products is important, the means in which these are served and the value which is created for the customer experience are equally important in creating customer satisfaction. In this order of ideas, more and more emphasis is placed on the functions of human resource management within the food and beverage industry.

The functions of HRM are multiple and complex, to include the management of virtually every stage of the relationship between the firm and the employee, from the identification of the need for the employee, to after the time the contract between the parties is no longer valid. Staffing is one of these functions and it is addressed in various articles available to the public.

One such source of information is represented by the piece HRM in food industry, at the Scorecard Metrics for HR website. In the article, emphasis is placed on the role of the personnel not only to help attain organizational goals, but also to ensure the salvation of the firm from difficult situations, through innovation and beneficial solutions.

"Only people can save business. No computer all machine will come up with innovative decision. That's why, it is imperative to have loyal and well educated personnel" (Scorecard Metrics for HR, 2010).

In the food industry, like in any other industry, it is necessary to approach staffing issues, as well as any other HRM issues, through the lenses of motivation, performance and job characteristics. Through these lenses then, the article proposes three specific issues to be considered, as follows:

The professional qualification of the staff members, the importance of this being pegged to the quality of food and as such the safety and satisfaction of the customers.

The number of positions which require temporary staffs. Unlike most industries, foods and beverages have seasonal characteristics, based on time of the year, holiday season, geographic positioning in specific touristy locations and so on.

The training of the staff members. This is essential in the food and beverage industry as these items, when improperly handled, can result in health problems, which could in turn materialize in legal and financial repercussions for the company (Scorecard Metrics for HR).

Each of these issues can be addressed at a managerial level and it can be administered in such a manner that it is turned into a strength, rather than a weakness. The suggestions in this direction include… READ MORE

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