The paper “ Pizza Hut - Right Direction of the Human Resources Management Strategy, Processes, and Systems” is an impressive variant of case study on human resources. Having been in existence for the past close to six decades now, Pizza Hut is an American Restaurant Chain which also doubles up as an international franchise (Pizza Hut, 2017). While it deals in other meals such as sandwiches and beverages, Pizza Hut is mainly known for its variety of Pizzas which is its main product. There are at least 18,000 Pizza Hut outlets around the globe with at least 6,000 of them being in the US.
This restaurant chain employs over 350,000 employees in its outlets globally. Pizza Hut’ s vision mainly focuses on excellent service for customer satisfaction (Pizza Hut, 2017). Their HR vision, however, seems to focus more on employee development and motivation which is a fundamental precursor to its customer satisfaction (Pizza HUT, 2017). In its resolve to foster the HR Vision, Pizza Hut has adopted a Human Resource Management (HRM) strategy that focuses on just that. While this has been instrumental in reducing the overall staff turnover in the restaurant chain, the strategy has not achieved much in attracting and retaining Gen Y staff.
It is currently losing a lot of valuable talent to its competitors. This research paper, therefore, critically evaluates Pizza Hut’ s HRM Strategy, system & process in light of contemporary HRM practice and associated ethical issues. Based on the analysis presented, recommendations are then proposed accordingly. Pizza Hut HRM Strategy Critical Analysis Pizza Hut’ s HRM Strategy is discussed and critiqued under five main sub-sections i. e. Recruitment & Selection, Training & Development, Performance Appraisal, Reward Methodology, and Dismissal. Recruitment and SelectionPizza Hut’ s recruitment and selection process are founded on its HR Vision which is in turn founded on the organization’ s overall Vision.
According to Pizza Hut (2017), Pizza Hut’ s Vision is “ To improve the well-being of our customers, community, and people connected to our enterprise. ” It’ s HR Vision, however, is “ To foster a work environment which attracts and inspires excellence in people so that together we realize the plan to win” (2017). In addition to the general traits that employers look for during recruitment, Pizza Hut also recruits people who are creative, knowledgeable, excellent learners and teachers, and clear communicators.
They should also have the burning desire to grow and develop since it is through their individual growth that the organization also grows. Its selection process is purely based on merit followed by thorough in-house training for the new recruits especially for the in-experienced employees (Pizza Hut, 2017). Pizza Hut does both internal and external recruitment in which it posts jobs internally for internal recruitment and uses print media, website, and internship programs for external recruitment (Pizza Hut, 2017).
While these information sources are formal enough, they may not be quite appealing to the Gen Y candidates to whom the Social Media is more effective (Sawyer, Evans, & Bosua, 2014; Lefter, Marincas & Puia, 2007). Pizza Hut HR’ s selection process entails six main steps i. e. Shortlisting, Written Test, First Oral Interview, Practical On-Job Trial, Referee Confirmations, and Final Oral Interview (Pizza Hut, 2017). During shortlisting, the HR Manager selects from a pool of applicants those candidates that meet the specified qualifications as advertised. The successful candidates at this stage are provided with a written test to assess their general writing and thinking skills.
They are then invited for the initial oral interview with the Restaurant Manager who assesses their ability to communicate effectively. The fourth step involves a hands-on experience by the applicant in a Pizza Hut restaurant so as for the organization to assess the candidate’ s capability. The validation of referees is then done for each applicant and call-backs done. The selection process ends with a final oral interview in which each applicant faces a panel of three or four interviewers after which the successful candidates are taken in.
Orientation is then done for these successful to acquaint themselves with the work environment, rules, and regulations through a Pizza Hut Orientation handbook (Pizza Hut, 2017). While this six-step selection process is thorough and suitable for the successful selection of the right candidates, most Gen Y employees may consider it to be a too procedural and only appealing to Gen X staff who are believed to be too formal (Kumar, 2011; Massy & Harrison, 2014).