Human Resourse Mangement

Communication played a key role in galvanizing this change and there were regular road shows and other top down communication initiatives that lead to an open communication structure within the organization. This has resulted in developing an open culture within the organization which would benefit them in the long run  There have been many trainings and briefings that are given to the line managers who form an important part of the business model. This has also resulted in interdepartmental communication where the employees can voice out their opinion and at the same time can make sure that changes would be made to deal with the challenges.As the organization grows large in size there will be many issues that would crop up and the company should be prepared to make the changes so that they can sustain in the market. In case of the current structure of Restarant Co, one of the main weaknesses in the existing structure is that even though the line managers are an important part of the overall business, some of the major decisions that are related to business are taken without their consent. This has led to dissatisfaction amongst the line managers They are the ones who are dealing with the day to day affairs if the business and hence they should be made an important part in the business decision making so that the management can get an actual picture of the same. For example, as the business grew the supply from the vendors were made centralized thus taking the control away from the line managers; in one way this can give room for the company to negotiate with vendors as the order size would increase but at the same time the line managers who have to meet the customer quality standards have no say in this process.Another major flaw that is there in the system is that the line managers feel too overloaded about their responsibilities as they have been made to handle many more things. This can be resolved by relieving them of some of the duties and let them focus on the business development of the company. Most of the line managers complain saying that these duties were forced upon them and it wasn’t informed prior This clearly shows that they are not a part of the major decision making setup. This should change as the managers will have a feeling of being left out and this can stop them from dong that extra bit to make these changes successful.The branches were not given importance based on the business transactions that they have. Larger branches should be given more attention as they will have to serve more customers and hence the support system for them should be more as compared to that of others. This is not happening in case of Restaurant Co as the larger branches have been complaining about the support that they are getting from the manage ment .EIP system even though it has been successful has not achieved the desired results due to the fact that the line managers had limited powers and hence they were not able to take the decisions on their own. They will have to wait for the command from the headquarters before making any decisions. This made the whole setup of EIP ineffective to certain extends. Some of the operational decisions taken by the top management were not in lines with the needs of the business as many line managers were unhappy about the same. This can happen if the top management is not taking the views of the people who are actually working and is on the field. They have to ensure that the major business decisions should be made post consultation with the line managers making the supply chain operations centralized has also created problems as there were delays in delivery of the raw materials and also the line managers were complaining that they did not understand the needs of the branches. This should have been left to the discretion of the individual branches as they can predict the demand of the raw materials in a better manner. The business demanded a more informal approach but the top management was keen on having a professional approach for its HR policies. It has been found that some of the policy decisions that the top management made was inconsistent and this also has resulted in employee dies-satisfactionOne thing that is clear from the case that the management has not made any plans when they were expensing. In the event of a company expansion they would have planned the entire process in a better manner. In this case they have been identifying the requirements as and when they come and they have been trying to deal with it This has resulted in most of the line managers being overloaded with work and employees complaining about changes in the process overnight. This in turn creates a lot of ambiguity in the organization and can lead to rash decisions that can go wrong.  The employees also don’t have a clear picture of how the business operations are going to change as they are not being included while taking the decisions Due to the lack of support by the management non dealing with many operational issues., the branches are not able to look at the improvement in the existing setup rather they have been wasting there time and energy in getting these operational issue sorted out. Either the senior management is not taking these issues seriously or the line managers have not portrayed the importance of these issues so that these were unattended for so long Despite all these weaknesses the business managed to grow in size and volume just because they had a strong base. Going forward the management has to ensure that they prioritize these needs and make sure that they attend to them at the earliest. One of the immediate things that the company has to look at is that they will have to ensure that more control be given to the line managers and they should be made an important part of the decision making process. The top management should reassess where they would like to take the company in the next few years and this should be communicated to the employees beforehand so that any changes in the existing process would be accepted with the long term goals of the company. They should also reassess the training needs of the employees based on the recent changes that have happened and this should be done with immediate effect.Restaurant Co has managed to spread their existence across the country by delighting the customers and ensuring that the service levels are at the best. As they have grown bigger in size there emerged various problems that is quite normal  The management has devised various programs to bring about the change to match these demands. Some were successful and some weren’t. The EIP program and open communication culture that they have developed within the organization are the highlights in this case  By having informal interactions with the employees the management has made sure that the corporate goals are being passed on to the employees effectively. There are some drawbacks as well. The line managers getting over loaded with work and them having limited access and control on daily proceeding is something the management has to immediately work on. There are several training programs and development programs that the management has planned for the employees. They should make sure that these training programs should be based on the requirements of the employees and necessary changes have to be made.