The HR Consultant Essay Example for Free

The HR Consultant Essay worldTexas Roadhouse is a chain restaurant through prohibited the United States. thither argon approximately 340 locations in everywhere 46 states, and they are quickly expanding. Its menu specializes in steaks and ribs, as salubrious as adding a westward atmosphere for guests to enjoy. In the restaurant business, there are numerous different positions held by a assortment of different people. thither are cooks, dish washers, bus boys, hostesses, bart final stageers, servers, and withal nightly instruction. On average each(prenominal) night, there are approximately 19 servers, 6 bus boys, 6 hostesses, 3 bartenders, and large measuring rod of kitchen staff. All of these different positions are crucial in the nightly success of the company. Without any of these positions, the restaurant would not be able to run as smoothly.Objectives of The studyIn this report we are trying to demote out the way to increase efficiency and effectiveness of the rest aurant using five models-1) ego-Efficacy model2) LMX sham3) farm out Characteristics Model4) Goal Setting ModelStrategic Mapping Using ModelsSelf-Efficacy ModelThe landmark self-efficacy is used to describe an individual(a)s perception of how competent they find themselves and their abilities to discover complex tasks. mickle with strong self-efficacy are much likely to accept much responsibility and accept more contest tasks. They also believe that no obstacles behind get in the way from stopping them achieve their goals. Individuals with dispirited self-efficacy are more apt to looking as difficult tasks as intimidating and do not believe they that are capable of achieving psycheal success. Overall, self-efficacy plays an important role in influencing the tasks that people perform and how well they perform them. The most important factor that is impacting through self-efficacy is persistence. This is found important because the lavishlyer the person apprehends the mselves on the scale, the more persistent that they get out be with performing a complex task. compendium and Recommendations as per Self Efficacy modelSelf-efficacy is something that is important in any organization. However, it is important at Texas Roadhouse to hire individuals who overhear a High train of self-efficacy so that employee perceives themselves capable of achieving many complex tasks. This could prove to be an issue in spite of appearance the organization because individuals could become bored or feel not challenged by the tasks designated in their position, which could lead to thwarting for the employees and employer. Hence, Challenging tasks should be given to such(prenominal) individuals.1) The individuals with moderate level of self-efficacy provides opportunity for the organization to designate tasks to that are challenging but also still attainable. It is good to hire large no. of employees in this category. There were terce individuals who scored close t o the lower end of the self-efficacy scale. 2) The individuals with low self-efficacy move pose a problem for Texas Roadhouse as they might hinder the productivity and success of the organization. Hence, in ramble to ensure more confident and compulsive individuals, Texas Roadhouse could moderately delegate more difficult tasks to these individuals in order to boost their confidence and the way they perceive themselves. Also, they could provide more positive feedback in their product lines and reinforce that the individual is doing well at their put-on.2) Leader-Member ExchangeThe drawing card-member give-and-take (LMX) is a model that suggests that leaders develop different relationships with each of their subjects through a series of work-related transactions. There are two important groups to consider that a subordinate may fall under depending on which phase they fit into. The in group is defined as a low number of subordinates with elevated LMX relationships. The second group is kn receive as the out group in which the number of subordinates is large and contains relatively low level LMX relationships. Employees who find themselves in the out-group are likely to face high job turnover. This should be important to all management because high turnover is a very large investment for the organization. The level of LMX has a signifi discharget relationship to subordinates satisfaction with their manager. Employees with low-quality LMX are more likely to become dis well-off, less moved, and more prone to quitting.Whereas employees with high level LMX are likely to be satisfied with their work, more motivated, and committed to staying and contribute to the organization. LMX has three critical components which are mutual nerve, contribution to work activities, and professional respect. When a subordinate has high mutual affection for a greatest, the subordinate likes the superior as a person and will frequently come to the superiors defense if attac ked. High contribution to work activities comes into play when a subordinate goes above and beyond their job description to help the superior out. High Professional Respect is when the superior admires the subordinates fellowship and competence of the job. Analysis and Recommendation as per LMX1) The Texas Roadhouse management does take footfall to increase the mutual affection score of its staff else they will likely to enter the realm of the out group which could potentially lead to the employee leaving the organization because Why stay at an organization if youre not happy with your manager? 2) One way management can increase the mutual affection is to take a more active role and listen to the complaints of the employees and to take the time to establish supporting and trusting relationships with the employees.3) An otherwise suggestion might be to engage the staff in police squad build activities and icebreakers. We can conclude that the superiors and managers of Texas Roa dhouse are not providing proper support to their staff and needs to make a drastic change soon because the organization as a whole could be affected. 4) Some practicable solutions include taking the time to reassess what kind of support is needed for staff. One way to do this is anonymous comment cards. Have all the employees fill out comment cards anonymously and discover specific instances where an employee failed to receive support. This mustiness be down anonymously by the employer because the employee might be disinclined to respond for fear of termination.5) The manager may hurl a tendency to interact with other employees in an unprofessional manner. The manager can decrease this perception by keeping to policy or by adjusting his/her interactions in front of employees. 6) Management needs to do a bring out job of developing collapse relationships with its employees. Some improvement strategies include the use of assertive communication, appropriate communication openne ss, and constructive feedback with all of the subordinates. wrinkle Characteristics ModelThe job characteristics model has to do with the idea of increasing the amounts of five job characteristics skill variety, task identity, task significance, autonomy and feedback in a job. Skill variety can be defined as the degree to which a job requires an assortment of skills in order for an employee to carry out the task at hand. Task identity is the extent to which a job requires an employee to complete a task from beginning to end with a visible, tangible outcome. Task significance is the extent to which an employee perceives the job as having an impact on the lives of other individuals, if it makes a difference in society, within or outside of the organization. Autonomy is the level to which a job provides empowerment and discretion to an employee by choosing their own way to complete and schedule a task. Job feedback is the pee-pee information about how effective an employees surgical process is.The different levels of these five job characteristics affect three important psychological states. The first, to experience meaningfulness of the tasks performed, second, to experience personal responsibility for results of the task at hand, and last is the knowledge of the results of task performance. If all three psychological states are positive, strong work motivation based on self-generated rewards is triggered. If they are in the negative zone, meaning the job is not meaningful, lacks responsibility or feedback, the job is incomplete, which does not strongly motivate an employee. This model can be related to Texas Roadhouse since it looks into how well an employee has the opportunity to be motivated to work in the restaurant. It highlights the areas that need work in the restaurant and what the employees enjoy or shun about working there. It also demonstrates which employees are content with working there for a while and which believe it as a stepping stone towar ds another opportunity that has not yet befallen upon them.Analysis and Recommendations as per Job Characteristic Model 1) The model demonstrates a need for change in the structure of Texas Roadhouse in order to increase their employees motivation to continue their work there. Generally, there are two main approaches recommended to superiors for calculating/redesigning jobs which are vertical loading and the formation of natural work teams. Vertical loading is when tasks that were considered reserved for management level staff are delegated to all employees. It includes the power to set schedules, decide work methods, breaks, and seek solutions to their own problems. Natural work teams combines individual jobs into a unit which are logical and meaningful including geographic location, types of business, organizational, alphabetic or numerical, customer groups.If Texas Roadhouse implemented vertical loading into their structure and gave their employees the opportunity to decide the ir own breaks and more flexible schedules, it could aid in their desire to maintain their positions at the restaurant. Most of the employees are pretty satisfied with the way things are run at Texas Roadhouse, however, according to the data, one of the biggest issues the employees have with Texas Roadhouse is the lack of variety, out of twenty dollar sign bill surveys eleven scored less than a four on the scale. The employees also feel that they do not have the opportunity to see projects through to completion which affects their task identity characteristic. This can be fixed with a simple solution, which is to allow employees to complete a task before assigning them another.Goal Setting ModelGoal place context of use is a very integral part of any job. Whether you are attempting to better yourself or complete a project, tantrum goals is one of the most helpful tools to assist you throughout the process. Goal setting can definitely help a business such as Texas Roadhouse in rais ing their standards for employees which will end up helping the bottom line. The goal setting model that we used for our survey seems to have a big impact on job performance. fit in to the model, if employees felt good about the goals they set, they were better at their jobs.Five essential pieces must come together in order for the managers to gain benefits of a goal setting program. The first piece is that the person must be knowledgeable about the emergence of the specified goal and have the sufficient capacity to attain the goal. The second step is that the person must be committed to the goal, especially if the goal is difficult. The third step is that people need feedback on their goals. According to the text, employees will raise their performance because they are afraid they will have past performance.The forth step is that complex tasks must be broken up into simpler more short term goals so that the goals can be attained. It is declared in the text that employees are more responsive when they know about their progress. The 5th and final piece is to have a situation constraint. One of the most important aspects of a leader is to ensure that employees have the resources to attain their goals and to help eliminate any troubles that may lie in the way. at one time to discuss some of the benefits that goal setting can have on performance. One of the consequences of goal setting is that it motivates individuals to achieve high performance. Some of the benefits stem from developing difficult goals. When it comes to Texas Roadhouse, such goal setting can be setting goals for a certain dollar amount each table waited on per person. The benefits can be such as encouraging people to develop action plans to reach a goal, focusing peoples attention on goal-relevant action, and encouraging people to develop action plans to reach these goals.Having such goal setting systems in place, you will have to be able to adequately reward your employees. much(prenominal) reward systems could be like the high-performance work system which is used to describe a well-established method of motivation with new technology that links pay and performance. This isnt very easy to do, especially when considering the many factors. Such factors could ask questions such as, do you reward individually or as a team.Analysis and Recommendation as per Goal Setting ModelGoing through a few of the move that go into goal setting and based on the results provided from the study, we have developed some tributes for the restaurant. The first recommendation is to put groups of waiters and hostesses into teams in order to create an atmosphere of meritocracy. When there are teams, its easier to have tasks through and team members will have the mentality of if I scratch your back you scratch mine.Going on with more of the recommendations through the analysis of the process of effective goal setting, a proper high performance work reward system must be put into place in ord er to motivate employees. Our recommendation for the work reward system is a system that rewards waitresses on the amount of money per person that they serve. So for example if a team earns on average $15 per customer and another team earns $20 per customer, we reward the team with the $20 per customer with a bonus on top of their universal tips.To further develop their goals, we can get input for the teams on how they would like to improve the model because it is stated that the more input the employees feel like they are giving, the more they would buy into the program. To improve on that, we would also make the goals a little bit more challenging. For example we could expect a higher dollar amount per customer over last month. For example a ten percent increase could be viable. The last of our recommendations is to give each employee a step by step plan on how to achieve their goals and to give them a monthly review.These recommendations would help Texas Roadhouse by improving t heir trust between one another, their individual and team goals by giving them more input which leads to more buy-in and lastly, it helps them raise their revenue by setting higher goals for each customer.Works CitedBernardin, H. John, Joyce E. A. Russell. Human Resource Management An Experiential Approach. McGraw-Hill Irwin, 2013.