Contemporary HRM of HungryHouse

Part A:

1.     Current Human Resource (HR) Challenges:

This presentation “Contemporary HRM of HungryHouse” slides pack profiles about my client organization, which is HungryHouse. This presentation identifies the key HR challenges that it currently faces. Evaluating one of the main themes A challenges affecting the workplace and recommending how the organization addresses the challenges

Read more: International Human Resource Management of Walmart

2.     Hungryhouse Background:

The Hungryhouse company is an online takeaway and food order firm that deals with the market of the UK. The company delivers the services that were founded in 2006. In 2018, the company merged with “Just Eat,” as it is the most essential and practical term for clear decisions. The company aims to provide food orders at a better time and higher quality.

The company has an image that motivates it to reach complete success and determine better plans related to the most reliable techniques. There is a small service charge that offers the complete service through better and more valuable techniques.

3.     Mission and Vision Statement:

To provide the best food delivery services, the mission and vision of the company are developing. It is the most reliable and valuable practice that improves organizational success. The mission and vision of the company directly ensure success and boost overall planning. The business’s success and reputation depend on internal and external responses through broad capabilities.

To provide quicker and maximize profit, the company’s comprehensive resources become raised. The company’s mission is to provide an excellent service that builds the image of Hungryhouse company and offers the best food delivery services.

4.     Location in which the Firm Operates:

Hungryhouse is a UK-based small enterprise company. The food delivery firm runs its operations across the UK and can implement the full service for order taking. Analyzing social media companies helps to raise the firm’s image among the customer’s market. Customers call the office of the Hungryhouse for the best food delivery products.

After ordering taking from the customers, the salesman of the Hungryhouse is responsible for observing the better entitles services dealing with the real values. To encourage organizational success and measure the most reliable parties, the company’s success increases.

5.     Company’s Image in the Consumer Market:

In the consumer market, the Hungryhouse is a very fast delivery process of food that serves the better areas of businesses. To improve organizational success and manage the most valuable operations, business decisions become strong. The organization’s consumers help build the strong planning required to deal with reliable sources.

The profitability chances become raised after satisfying the customers in the proper records. Hungryhouse is the most important part that increases the organizational values and updates the specific decisions. Food consumption becomes the most appropriate and reliable platform for organizational success.

6.     Acquired Company Sources:

Hungryhouse is a UK-based fast-food company that ran its operations in 2006. Lake and Charles are the main founders of Hungryhouse, which increased the business’s performance and observed the reliable values in the appropriate plan. In 2016, Just Eat announced that the business represented the internal environment and acquired the firm from Delivery Hero.

Various substitutes affected the progress of the Hungryhouse company in the consumer market, which raised the overall success techniques as the most sustainable planning. To build the areas of substitute, the firm’s reputation becomes raised as the integral parts or processes.

7.     Human Resource (HR) Challenges Faced by Hungryhouse:

Various challenges related to HRM that is affected by the company. Hungryhouse is an online food delivery company that improves its HR operations. Due to the mismanagement and the lack of resources for the HR experts, the company’s overall capabilities are affected negatively.

To raise the business values and update the better decisions, the company’s success becomes raise. The shifts in workplace culture and the hiring of skilled workers engaged with the real success of the business are the major terms that affect the business values as the core challenges of human resource management.

8.     Cultural Shifts in the Workplace and Digital Disruption:

• Workplace cultural shifts: The cultural shift creates a challenging situation for the Hungryhouse company. To develop the appropriate plan and boost the broad change, the business decisions become strong. The food delivery company should improve the workplace culture to motivate the employees. There are a lot of practices offered by the business in the required eras of success.
• Digital disruption: Another challenge that affects Hungryhouse HR is the digital disruption of the organization’s culture. The management and entire practices directly deal with overall success in the HRM eras. So, digital disruption affects the business-associated parties as the most proper planning.

9.     Employee Motivation and Engagement:

• Management of the employees: Hungryhouse is an online food devilry company that runs its operations in the market of UK. Employee management is important for organizational success and the overall processes of business decisions. Hungryhouse is an online food devilry company that observed HR activities’ strategic and reliable plans.
• Lack of motivation: The company’s employees must be motivated to raise their competency to work in the boundary of Hungryhouse and boost the working progress. Their motivation must be developed to raise the organizational success and manage the employee’s working practices. Motivated employees are the keys to gaining higher success.

10.      Impact of Company on the Organizational Culture:

All of these challenges that suffering by the Hungryhouse company directly affect the business decisions and are based on the core competencies. An organization’s culture is a set of values, beliefs, andassumptions that the key members of the firm share. The organizational decisions analyze the long-term development process of the entire enterprise.

Hungryhouse is a fast-food company that improves its organizational plans and determines better capabilities after resolving HR challenges. To raise the organizational success and manage the internal capabilities as authentic resources. HR challenges improve business decisions and update internal growth networks.

11.     Cultural Advantages and Disadvantages

The culture of organizations suffers some different benefits and drawbacks. The company’s resources decreased by offering the best discounts and learning opportunities which created the business decisions and improved the firm’s planning. The company’s organizational culture also creates some drawbacks that affect business performance.

Exploration of the activities and lack of motivation of the employees are the key terms that affect the business’s strengths and core decisions. The challenges of HRM of Hungryhouse Company impact the business operations and its overall techniques. The development of human resource activities implements the internal plans of the firm.

12.      Important Areas of the Company that the Company Faced:

The business HR challenges impact various areas. The company was facing huge challenges related to the cultural aspects of the business. Under the broad complex strategies, the company’s proper strategies become affected. By optimizing the engagement of the employees and building the proper treatment, the company’s overall success becomes raised.

Hungryhouse Company improves organizational success by maintaining the environment and the level of engagement of broad decisions. The business must manage the organizational values and update the internal responses.

13.     Impact of Organizational Culture on Firm:

The recent challenges affect the business’s performance and generate the firm’s true effectiveness. Food declivity services provided by the Hungryhouse company improve the business capabilities and ensure better areas of success. Investing a lot of amounts in the employee’s engagement activities makes business responsiveness reliable.

Boosting the environmental aspects and effectiveness of the organization, the management or HR team directly raises the business decisions and its values. The organization’s culture helps to improve the internal values and boost the reliable trends in the proper decisions that change the broad medium capabilities.

14.      Organizational Practices Done by Hungryhouse:

The organizational practices of Hungryhouse depend on the HRM practices and improve the organizational decisions related to the essential resources. The management develops broad strengths to enable positive responses and generate the proper commitment from the employees. The efforts of the business capabilities of Hungryhouse raise the broad techniques.

The analysis of organizational practices helps improve the firm’s culture for the number of employees working within the company’s boundaries.  The food order-taking services of Hungryhouse also improve the UK’s economy, raising the entire trends of the business. The development of sustainable trends directly boosts organizational practices in the given areas.

15.     Recommendations for the Hungryhouse:

With the use of organizational practices and maintaining better techniques, the firm’s overall planning becomes raised. By treating the employees, promoting a positive work environment, creating diversity, and encouraging the entire innovation, organizational decisions increase. To create a positive work environment and generate opportunities for the entire development, the business strengths become strongly admired.

All of these suggestions help a company to resolve the HR challenges and improve the food delivery processes in the market of the United Kingdom. Encouraging creativity and innovation with proper employee training about taking and placing orders are the main ways to resolve the challenges.

16.     Conclusion: Contemporary HRM of HungryHouse

In this presentation part, there is Hungryhouse, the food order-taking and delivery service company is selected that runs all the functions in the market of the United Kingdom. The company started its operations in the year 2006. The company’s advanced decisions are strengthened by developing better practices and encouraging organizational decisions.

Various HR challenges that the Hungryhouse company faces in managing the employees as well as the culture of the organization. The HR team should implement the recommendations to solve the current challenges and develop higher success in the future. Hungryhouse is one of the top food service delivery companies that was acquired by Delivery Hero firm.

Part B:

1.0.       Introduction:

Having submitted my presentation about slide-pack on the organization to the strategic leadership team at HungryHouse, I have written a report to evaluate the impact of two main HR challenges that I believe will influence the workplace environment over the next 5 years. Flexible employment as well as workforce automation are the key further challenges that affected the workplace.

• Flexible employment (Theme B challenge): It is the theme B challenge that relates to working from home, job performance, job sharing with early finishes, and picking the own hours of the job as remote working. The analysis of flexible employment improves the employment perspective and generates ether strong content that relates to broad operations and reliable plans. The opportunity for work flexibility means the company refocuses on their working time policies as well as agile work practices referring to the broad changes.
• Workforce automation (Theme C challenge): Work automation is the emergence of artificial intelligence as well as automation. Employees feel safe and productive through the workforce automation process. As the technologies are developed, there is a strategic objective of the business can be classified. Contemporary companies need to evaluate the growth they and their workers will adapt to the process of requirements for higher c0ongointive skills in the year 2030.

So, all the activities and operations that rely on remote working directly ensure greater plans and build the most valuable aspects of the business’s success. An employment opportunity can be driven through possible actions or outcomes.

2.0. Theme B Challenges: Flexible employment:

2.1. Flexible working:

Flexible working means it can take many forms such as working from home, adjustable stat as well as finish time of the work, and condensed work weeks. It is one of the most suitable and demanding terms recognized by the business in the future. There are different advances to flexible working arrangements like the improved work-life balance and enhancement of work productivity.

In the next five years, HungryHouse can get strong attention from the employees after treating them very effectively. It refers to the arrangement of employment that allows the employees to work when, how, and where for a long time they want. Hungry House is a UK local brand that improves business classification and observes clear records as required in the future.

Flexible working practices mean part-time work or working as enacted by the employees. Employees of the company are the most vital part that improves the performance and generates the Beter practices in the given operations. In the contemporary workplace, flexible working is an accepted way of contracting with the workers to deliver the best outcomes for the business.

Flexibleemployment describes the non-tractional arrangement of the working that breaks the rigid structure of 9 to 5 as well as 5 days a week. In the gig economy, flexible working is appealing to the emergent workforce, particularly millennials and post-millennials. In the UK, flexible working is becoming increasingly popular that resolving challenging situations and improving better plans.

Flexible working means choosing the best option that can serve the given areas of the business and observing the most interpersonal areas.

One of the major challenges faced by the HungryHouse with the flexible work environment is the short-term relationship with the employees as well as the management parties. To transform certain operations and expand the core values as per required in the vision, the firm’s core competencies become increase. The positive work environment can flow with the work environment and reality of the gig economy which means a higher return for flexibility.

To fulfill the personal needs of the employees, the entire management of the business can accurately compensate the broad terms as it requires in the future. To proceed with the greater action plan and generate satisfaction from the employees, it is necessary to develop a flexible work environment.

2.2. Open culture and job sharing:

An open culture under a flexible work environment also creates a challenging situation for the company. Because everyone has their own will of working after selecting the time. The trend of remote working becomes increasing in the UK but it decreases the work productivity of the employees because they select the hours in which they are free or easily work.

But sometimes, the needs of the employees can’t match with the requirements of the business. HungryHouse promotes a flexible work environment but in the future, it can face the challenge of that open culture that decreases the structured system of the business. So, the management of time and particular resources are certain challenges for business competencies.

Open culture and the sharing of the job are the components of the flexible work arrangements that motivate the employees to utilize their learning with the company’s abilities and transform the operations.

The instability of the financial position of the company is the issue that appears through the flexible work arrangements. HungryHouse is a company that develops different practices to motivate the employees in terms to proceed with the changes and organize the broad categories that can be referred to in the future.

The flexible work environment improves the satisfaction level of HungryHouse company’s employees because they get the opportunity to select their days of the week and the hours in which they can provide an efficient work system. In the next five years, the challenges for the HungryHouse HRM system can be resolved after giving the productivity areas of the employees.

One of the major issues that get by the HR area of the company is the lack of engagement of the workers in flexible working. HungryHouse production and its sales are affected by these challenges of HRM so, there is a strong and possible plan is developed that raises instant action and raise clear progresses in the future.

All the activities and functions are utilized in the future which helps to create a greater level of business success. Promoted the efficiency of the business along with the gig economy, employees have been forced to defend their positions as it is the most effective area of the work. So, the businesses decided to adopt this model that can help to produce efficient and talented employees after giving them the open culture system.

2.3. Recommendations for flexible employment:

To evaluate the worker’s flexibility and improve the overall engagement at HungryHouse, here are some recommendations that are given.

• By investigating the key practices of working in a flexible manner that promote a remote willingness and control the restrictive environment of worker performance as conducting the meets analysis of all the research journals in the last 5 years as the regional; market.
• To evaluate the quality of the worm practices and observe the effect of the online walking system that can boost valuable change in the future. The strong performance of the business can be collaborated through the analysis of past studies.
• Designs the approach of the cafeteria in which the benefits as well as rewards along the employees to deiced which benefits they wish to select intolerance to the wring in a flexible environment. By giving priorities to the employees and offering a variety of benefits, the overall performance of the business success becomes increases. So, working in a flexible environment directly motivates the company’s strategic abilities and its preferred areas of success that deal with the authentic decisions of the business variety. In the future, the flexible work environment spread all over rather the world and the concept of being an office becomes reduce.

3.0. Theme C Challenge: Workforce automation:

3.1. Algorithmic Allocation (technology of Artificial Intelligence):

Another challenge that affects tractional businesses is workforce automation. There are a lot of businesses that use application or machine learning systems to serve their customers. Even the employees also feel relaxed by working in the automated system. HungryHouse is a traditional business or local food shop in the UK so, it faces the challenges to manage the employee’s needs after reviewing the other’s processes of work automation.

Now, with the development of the web, the creation of strong business applications, and the use of an artificial intelligence robotics system, the business feels related to its employees. Due to the higher work automation, the opportunities for work and employment becomes decrease from time to time because it served the greater competencies of the business practices.

To transform the overall possibilities and update the internal practices, the business classification becomes increased. An algorithm allocation is the sequence of instructions that humans telling to the computer about what to do, it relates to the decision-making of humans and the associated parties of the business.

HungryHouse uses the algorithm system to dispatch the orders to the deliveries of food without any type of involvement of humans. These types of systems are now enabling the implementation of transaction-based exchanges as an efficient or machine learning emerging system.

3.2. Employee satisfaction as saving time and money:

Algorithmic allocation systems help businesses to prove their clear learning abilities and transform the best practices toward the entire flow of the business processes. The use of online platform imposes greater work practices and transform certain albites related to the given era of success.

As the controlled flexibility of the working behavior, the overall business classification can be observed in the future. To improve the satisfaction of the employees and save time as well as money, the work automation process is best.

In the next five years, HungryHouse also proceed with its operations as a work automation system. There are skilled and trained employees required to manage the operations of automation and proceed with the broad plans for the business’s success.

HRM of the HungryHouse proceed with the greater actions as it required to give the priorities to the businesses. As the impact of working relationships, the business classification can be strongly updated. To enhance business values and improve clear practices, organizational capabilities can be valued.

3.3. Workforce digitization:

Online platforms impose controls in terms of how the workers are managed or rewarded tier efforts. By exploring the impact of online platforms on the principal actors, it is examined that the dynamics of interaction among the riders, restaurants, and customers are providing space fully. HungryHouse facing the challenge of developing the digital workforce due to the traditional business model.

But in the next year, all the businesses of the UK can classify the major operations as the adaptable team of software robotics. The digital workforce must be supported to resolve HR issues and the employee’s day-to-day activities. It is an adaptable team of all the software robotics that works together in the boundary of a corporation with the human employees to accomplish the processes of repeated.

HungryHouse facing the issue of the lack of HRM competencies to develop the digital workforce. It refers to the application of some technologies for automation working alongside the human workforce.
. The process of business success evolved from car manufacturing robots and now be seen in our day-to-date life in the form of particular things like digital assistance.

The digital transformation will be appearing in the next 5 years. Eben most of the businesses in the UK transformed their operations to digitalization competencies. It is the process that improves the business’s success and generates a broad reputation as it is required to integrate positive terms.

The worker’s employment relationships are regulated as the challenge for HungryHouse workforce automation. Customers will directly interact with the robotics and the working abilities of the employees becomes decrease.

But with the replacement of human instructions, the overall competencies of the business practices become the change that can be served to transform the broad plans and boost the internal growth activities in the future. HungryHouse is a local food trailer brand in the UK that takes too much time for developing workforce automation.

3.4. Digital HRM practices:

In addition to the process in which there is a gig economy company directly facilitates the operations with the consequent HRM implications, people analytics are embedded as the significant source of HR data. To make particular decisions and regarding certain practices, the business strengths and its possible values can be transformed in the future.

For the process of takes allocation, the HRM team can use the automation process’s employee management and give them their tasks, which are organized based on the core strengths of the employee’s skills, the recent environment can be analyzed in the future.

Various digital HRM practices motivate business classifications and observe the internal plans as it maintains better practices in the future. Various digital HRM practices increase the business classification and observe the most reliable plans as recorded in the future.

3.5. Recommendations for workforce automation:

In the gig-based economy, to develop the emerging practices of human resource management, innovation solutions recommend the following strategies or steps.

• By identifying the challenge people-focused that facing by the workers and conducting an analytical audit of the data through the online platform as determining the key HR issues to date by the end of March 2020.
• To highlight as well as clarified the ambiguities between the worker-controlled and management-controlled operations by running a series of focus groups that workers can attend to analyze the present views.
• Confuting the view of the organization as an automated work system and reviewing the benefits or expectations of engaging the workplace.
• By raising the awareness of the employees about the importance of the automated and remote-based work system.

4.0. Conclusion and recommendation (as organizational impact):

4.1. Strategic objectives and effectiveness:

HungryHouse strategic aspiration for continuing growth in the transactional market will be increased by the recommendations made in this portfolio.

• Gibing the voice to workers: To give the proper facility of the artifacts and enhance the culture of the organization, the workers can raise their voices. To identify the characteristics of the organization and encourage workers to work more productivity, the productivity contribution will reduce. It investigates the help of organizational competencies and the sense of inclines.
• Enhancing the work efforts: The flexible working arrangement is hightide to operate the business practices. Promoting the work-life balance and improving the means of organizational success the current perspective of the business classification becomes raised. It can offer or recruit rh greater work practices as suitable reorients.

4.2. Concluding comments:

The business model of HungryHouse operations works as well as enables an effective method to sustain the delivered meal. Employees want more incentives from the company as changing the trends. due to the technological platforms, the company can provide great and detailed portal areas. In the gig economy, the form of work is changing as the traditional psychological contract.

In the gig economy companies, HRM could resource or redevelop their relationship with the business to transform the broad categories as the adequate practices on the big data extracted to improve the HR decisions making. Enhancing the expectations of the workers and boosting the organizational aspiration, the business strengths become increase. Resolving the HR challenges, themes B and C refer to the different elements as recommended ways.