INTRODUCTION

The case study deals with employees in Essence. Essence is a group of

restaurant in UK. It has many branches in London. Amie is the line manager of
Essence west end restaurant. Amie have sacked two employee from the restaurant.
And she always look eager for new employees. Though Amie has good name with
customers and she is a cost saver and previously won reward in terms of business
where none of the employee in the restaurant like Amie behaviour with employees .
She use to behave harsh with employees. She have sacked two employees for not
working over time. And it is not a valid reason for sacking employee from
organisation as per business Ethics, the employees who sacked by Amie are well
experience employee of essence restaurant. Louie is person from head office who is
coming for first appraisal report of Amie.

According to the case study problematic areas are Recruitment,

Selection, Performance, Assessment and Rewarding. Amie was planned to recruit two
new waiters by using the paper advertisement because recently she fired two of her
waiters. By over viewing the case study some problematic areas are very clear. Louie
is going to conduct an appraisal for Amie in an excellent day the same day Amie is
going to recruit two new waiters. This day is really going to be a very good day to
examine Amie in all factors. Louie needs an effective solution to recover the problem
existing with Essence Branch.In this case the employees are satisfied with the
organization but they are not that satisfied with the manager. In this situation Louie
have to take correct action to make employees fell comfort and bring the branch into
correct track.

LITERATURE REVIEW:
RECRUITMENT:
James A. Breaugh in his article “Employee recruitment: Current
knowledge and important areas for future research” He focus on external recruitment
of individuals. He tells very clear bring job opening to potential candidate who is not
currently working for the organization. Have to monitor whether this individual are
apply for the opening. In his article he also tells about employee referral system. If
there is a vacancy in a company the previous employee knows who is suitable for that
position he should not refer is friend who is not suitable for the position. In referral
system employee have accurate understanding what the job involves.

Steven Folmar in his article “Recruitment of Participants for the Estrogen

Replacement and Atherosclerosis (ERA) Trial: A Comparison of Costs, Yields, and
Participant Characteristics from Community- and Hospital-Based Recruitment
Strategies” the author said that recruitment person should see the candidate personal
information, gender, ethnicity after seeing all this the recruiter should decide on
seeing all the successful candidates who suits for the job and if only one person have
to be filled the recruiter should select the successful protocol who suits for the job. He
add support to is article by saying eligible criteria is the best way to screen
employees to the organization . unsuitable candidates should not give job as they cant
do fine work . and in this article the author said some useful methods in hospital
based recruitment they are eligibility criteria ,recruitment strategies , and community
based recruitment.

Shelia M.Rioux in his article “Recruitment and selection Practices” the

author add support to his article by taking survey to 161 members of DDI HR bench
mark groups. The author finds that internal candidates are more successful than
external candidates on a average of 13 percent. The author finds that 76 percent of
organization are recruiting there manager/professional candidates through internet
advertising medium . Employment agencies and recruiting agencies are used to recruit
professional candidate. Temporary and government agencies are used to recruit non-
management candidates.20 percent of the organization are currently using testing
method to select there external candidate. He also finds that 15-20 percent of the
organization are using best practices like ability test , biographical data, training and
experience evaluation. He told in the article that this the best way of recruiting in
leading organization.

SELECTION:
Markus Poschke in his article “Journal of Monetary Economics” he mainly
focus on “employment protection firm selection and growth” all the organizations
should not see only there revenue part they have to see there employee protection like
if they have meet any accident they should be given insurance and the organization
must give some settlement to that particular employee will be benefited and at the
same time some one from the family must be given a job in same organization so it
will be useful to the employee .candidates also must choose the correct firm for job
they should not go to where ever they got job . for instance a software engineer work
in a industry means he doesn’t know anything about that work he should focus only
on his career. And that employee wont work for long time if he gets good job he will
jump over there. Every individual must select the exact firm according to their
relevant core subject so that they will get good experience and they can grow with
the company.
Jay Y. Wu in his article “A General Behavior Model and New Definitions of
Organizational cultures” the author mainly focus on corporate culture, critical masses
of people . the author says that corporate culture is a good way to create relation ship
between employees . for instance in a MNC company if they select people from the
same place it wont help for the firm to grew up. Employee wont learn anything new in
corporate culture every country people will be given equal opportunity .so that
employee will gain some knowledge they will learn people culture in various part of
the world there life style ,food what is the language they are speaking in their country
critical masses will represent share holders ,suppliers, distributors ,brokers and clients
.
Rein De Cooman in his article “Journal of Vocational Behavior” the
author focus on the article mainly on person organization fit , socialization, work
values, new entrants. Author is adding support to his article by taking survey to nine
teacher training institute and their job description while in the first month survey 241
of the employees were satisfied with their job and two years later 142 were said that
they were not satisfied with what they were doing . every individual must love there
job if not even though they got high salary they wont get job satisfaction.
Organization should arrange special arrangements to there employees like yearly
medical check up etc so that the organization will know about there employee fitness
condition. Employees must know there work values they should put there potential to
the organization . New employee to the company does not know many works as his
new to the organization experience candidates should train them . until they get full
trained the senior employee will have a tight work. Organization also should not
change there employees often.

Performance Appraisal:
Berrin Erdogan in his article “Antecedents and Consequences of justice
perceptions in performance appraisals” the author focus on performance appraisal and
organizational justice. Over the past seven decades performance appraisal plays a
main role in human resource management . In a organization appraisal is very
important to identify and judging the effectiveness of the organization. The author add
positive support to his document by three methods they are as follows “procedural
and interactional justice, distributive justice, antecedents of justice perceptions”.
Appraisal are done in organization to correct their mistakes .Every individual in the
company will took part in the appraisal . and their feed back will given special
importance in the management. So that there will be good relationship between
organization and the employee.

Alistair Thomson in his article “ Appraisal fro career grade

paediatricians” the author focus on personal development planning will continuing to
professional development. The author says that appraisal for career grade staff will
entirely differs from trainees. the aim of the appraisal is to “set out personal
development needs, career path and goals”. He also said in his article that if a guy is
getting promotion in a organization his relationship with colleagues have to take so
that it will be very useful to put appraisal fro a guy. In this article appraisal have taken
in a hospital for doctor. Many doctors have accepted that appraisal are taken to prove
positive experience. Some of sample questions fro doctor appraisal are “Am I good
doctor? Do I perform well? What resources and support do I need? On seeing the
appraisal it is very useful to the doctor to rectify is mistakes and it will give positive
result about the doctor.

GL Mathieson in his article “Benefits analysis” the author focus on multi-

criteria, multi- methodology, investment appraisal and judgement. In this article the
author finds that benefits analysis is a systematic method in formatting complex multi
factor investment appraisal problems were arise in non financial benefits. The author
said that problem solving is directly through elicitation method. In military should
find what is the presenting problem going on and they should elicate what is to be
done and they should not treat every problem in a same model they should use
different models in solving problems so that they can solve the problem and finally
there will be a good solution to the soldiers. This article is about taking decision in
military or management of equipment capability and research.

ASSESMENT

Dave Bartram is his article “Assessment in Organizations” in this article

the author tells about the exact performance of current(post hire assessment) and
potential future employees (pre hire assessment). He is adding support to is article by
adding “Levy -Leboyer” survey 1994 he founds that selection process in Europe they
use application forms for interview. He said that “selection and assessment is based
on identifying, defining, and measuring individual differences in terms of specific
work-related constructs that are relevant to successful job performance” he strongly
says in the article that assessment is done to seethe quality of the employee it should
not be done in based on their personality. This assessment is taken in SHL group of
PLC
Mary Dunlop in his article “HR Best Practices” he said about the best ways
of practice a hr. If a employee is recruiting in the organization the new employee must
furnish the original certificates to the hr department in three days if he is a foreigner
the hr should check with the work permit of the employer whether the particular
employee has valid work permit. The employee must know about the compensation
insurance so that if any accident happens in work place he can claim. If a employee is
joining newly hr person should tell about his job nature his take home salary sick
holiday .the author also said if the employee is joining in contract though he knows he
is contract employee it’s the duty of the hr to tell again to the employee. Before he is
involved in work he must be give proper training so he will get a idea of the job
nature and he will get some experience .if a worker is directly involved in work there
is a chance of accidents. Tell him the safety measures to use before working. Make
sure all the employees are using safety.
Kimberly L. Geeslin in his article “ Pedagogy” this article is based on a
foreign language class room self assessment. Recent survey as been take in a
Spanish language class in Indiana .once the class over the assessment have been
taken to students where many have not understood what the teacher have thought in
the class . on saying this the teacher should not get angry over the students , where as
he/she should change his way of teaching. Author says once the lecturer over teacher
should ask questions so that teacher will understood immediate what the students
observe.

REWARDING:
Byung – Do Kim in his article “Reward Programs and Tacit Collusion”
the author strongly says that reward is promotional tool of the employees. The author
said that it is mainly used in all FMCG products like cigarette companies credit cards.
Once the employee have achieved target the management should encourage the
employee by giving some bonus or gifts. So it will encourage the employee to achieve
again . he should be praised before all employees. And others should not get fed up
they should all so be motivated.
Edward E. Lawler III and Christopher G. Worley in their article
identified about the organization changes will engage the employees and rewarding
system. Article said that motivation is the mail tool for the employees. Most effective
tools of the employee are bonus, gifts. organizations which wish to perform well and
change effectively need to create systems that reward both performance and change.

Daniel C. Krawczyk “Reward modulation of prefrontal and visual

association cortex during an incentive working memory task” the author focus on
reward, prefrontal cortex, visual association cortex, working memory. The author
finds that the organization should visual all the aspects of the employee and they
should be rewarded then and there . employees should maintain the memory they
should be given example to others staffs .

Methodology:
The systematic case in the study is to alternate the problem involving with Essence
HRM Departments and alternate the best practices from the global market by using
the benchmark with Essence policy. The article analysis gives Louie some practical
suggestion to developing their branch performance.

ANALYSIS
RECRUITMENT
“ The process of attracting individuals on a timely basis ,in sufficient
numbers ,and with appropriate qualification ,and encouraging them to apply for jobs
with an organization”.

Essence restaurant fails to use external recruitment methods. As the author

said Louie can try to implement “external recruitment” method in Essence chain of
hotels.
External Source of Recruitment Methods
  Professional Association Employment Exchange
 Walk-ins, Talk -ins, Write-ins Consultants.
 Placement Agencies
External Recruitment Methods
 Advertising
 Employment Agencies – Private and Public
 Special Events
 Internships
 Executive Search Firms
By using above external recruitment methods Louie can Recruit for Essence chain
of hotels .Amie is using external recruitment method where as she don’t have proper
set of questions to interview the external candidate. So Louie should arrange set of
structured interview to external candidates.

According to the case Amie can see the candidate personal information, gender,
and ethnicity in Essence chain of restaurant .Amie is not seeing candidate personal
information she wants a employee to work .Louie should see to it. As the author said
he should see candidate gender ethnicity So that employee will work for the
organization for very long time.

According to the case said Amie did not used the valuable source to recruit
employee. The author said referral a employee is best way to recruit a candidate.
Where Amie fails to follow it.

SELECTION:
“The process of choosing people with the best chances of succeeding in a job
or on a training course” Bartram and Lindley 1994, 2004,2007.

According to the case Amie is not screening the candidates properly .She doesn’t
have proper structured questions to interview candidates .Her way of interviewing
candidates is not in the professional way. Amie don’t have proper induction so he
cant interview in professional way.
According to the case Amie fails to implement multi culture way of selecting
candidates to the Essence chain of restaurant .Though Amie have good name with
customers and management none of his employee like her way of behavior with
employee. She will force the workers to work over time.

According to the case Amie fails to see employee personal works and she didn’t see
understood employee situation. She force employees to work over time when they
refuse to work over time she fired two employees and it is not valid reason to take a
employee from the organization.

PERFORMANCE APPRAISAL
According to the case Essence restaurant does not have Essence does not have proper
appraisal .the author suggest three ways of performance appraisal to grew the
organization where as they are not following any one of the above methods.

According to the case the whole Essence recruitment team have recruited Amie
without any proper training. The author said that appraisal for experience staff will
entirely differs from senior employees .For them appraisal are done in three ways they
are as follows personal development needs, career path and goals. From this we
clearly observes that the whole essence restaurant doesn’t have proper performance
appraisal. Chief Chef wont like Amie the line manager.
Essence does not have Elicitation method it is the best method the
author recommends. This method will be used in solving problems then and there. All
these problem occurs in Essence because they are not taking performance appraisal
then and their. Louie has come for Amie first year annual appraisal where as if Louie
have come every quarterly appraisal these problem may sort long back.

ASSESMENT
According to the case in Essence Amie have just given a paper
advertisement to recruit a employee. Where the author said a useful way of
recruitment is to fill “application form” and it is the best practice in Europe. Where
Amie fails to use this method.

In Essence chain of restaurant they fails to check employee certificates.

They are not checking employee work permit. Not explaining company policy clear to
the employee. Where Amie is conducting interview often as he always look new for
new employee.

According to the case Amie never worried about her behavior with
colleagues. She fails to conduct her own appraisal with colleagues. If she have done
this there will be a good understanding between all staffs. She fails to conduct her
own appraisal.

REWARD
According to the case Amie fails to encourage his employees. She have
sacked experience employees. For not working over time as this not business ethics.
In Essence west end restaurant Amie worked has a one man show. Where as there is
no team work.
According to the case the most effective tool of is motivation the workers
where Amie never motivated any employee of Essence. Though she have good name
with the organization and customers . No one in the restaurant will like Amie.
 According to the case Essence do not have any rewarding system. The author
said there are three methods of rewarding systems where essence do not following
any of the above one method.
CONCLUSION
This report is about Essence Restaurant Human resource problems. The
organization loss experience staffs because of Amie line manager. They are having
problems in all segments and a solution is given to every segment to rectify. The
global practices will give good result to the organization. This report is based on
modern method of recruitment which is practiced on the organization. The methods
are very easy to implement in Essence restaurant.

RECOMMENDATIONS:
Recruitment:
 External way of recruitment like walk-in, Talk-in, internship ,
executive firm search can be implemented.

 Candidates CV must been monitored and should recruit.

 Employee referral scheme can be implemented.

Selection:
 structured interviews to the recruitment team.

 Multi culture way of recruiting can be implemented.

 Candidate personal details should also be noted by the HR team.

Performance:
 Employee relationship must be build by conducting games
celebrating common function.

 Performance appraisal should be in done in modern based system and

the result to be announce in person.

 All employee must be given equal opportunity to tell there suggestion

to organization.
Assessment:
 Proper induction and training must given to the employees by the
organization.

 Aim of the assessment is to develop the individual career. They can

self evaluate there behavior on seeing the assessment.

 Appraisal must be take every month. And a effective 360 degree

appraisal by the year end.

Rewarding:
 Motivating the employee must be implemented.

 Management should directly involve in rewarding system.

 Rewarding system can be implemented by giving incentive or gifts.