RAMADA MULTAN

RAMADA Multan
Brief History:
Mr. Touseef and Mr. Toqeer invested in the fast food 25 years ago with the name of Lassani .Mr. Touseef started his own separated business LFC(Lassani fried chicken) in 1998 and registered it in 2003 with the motive to provide quality food with reasonable prices in Multan market. They divided LFC operations into Bar BQ, Chinese and Pakistani food varieties. They have 13 branches with the name of Lassani and only two registered branches of LFC located at Chungi no 7 and cantt in Multan. They have future plan to launch Lassani as nationwide business having branches at all the big cities of Pakistan.

Introduction:
Lasani Fried Chichen starts work in 1998. it is a local organization situated a head office in Multan and also a sub office in only Multan. Since the time it starts work it captured a big market in Bar BQ and food sector due to its best services and affordable prices.

Human Resource Department in LFC:

There is no formal system of managing the human resource force. It is the example of traditional organization where all work is done manually and without any formal planning. Planning related to HR is done only by the Mr. Touseef, the owner of the LFC.

Hierarchy Structure in LFC:

LFC divisional Structure:

LFC is a centralized organization where all decisions are taken by one individual called Chief Executive or Boss. And he takes all decisions without consulting any person in the organization. So, It leads towards the organization

Two Way Linkage.

Relation between HR and strategic management:

The relationship between HR and strategic management starts from three questions? 1. Where to compete? The market of LFC is also a product market and has a

strong position against its rivals by providing a good environment.

2. How to compete? They are competing in quality, reliability and delivery as well as reasonable cost compared to market rivals. 3. With what we compete? They have no HR department and save big portion of their profits by investing in operations.

Figure B.

Figure B shows the hierarchy of LFC.

Work analysis:
The work at LFC is divided into three main categories such that Restaurant Section Finance Section General Manager

Restaurant Section:
The restaurant section further consists of Restaurant manager Head cook

Restaurant Manager:
The responsibilities of restaurant manager are; Assign work and duties to the team which is working in the restaurant. Provide ingredients and beverages. Analyze the performance of the team members.

Head Cook:
To maintain the quality. Watch out kitchen operations. To provide guidance to the cooks in their tasks.

Finance Section:
All cash related activities are a part of finance section. Order placement and fulfillment are controlled by finance section.

General Manager:
General Manager control and coordinate the functions of both sections; finance and restaurant.

Job analysis:

Information about the job characteristics and applicants characteristics is necessary for performing the task and in LFC information is gathered by associated responsible.

Nature of information:

Information about the job is conducted by the people familiar with the job like restaurant manager, finance manager and general manager etc.

Sources of Job Analysis information:

Strategic Human Resources Management

In LFC linkage between management and boss is two way linkage. As shown in figure B 1

Administrative Linkage

One-way Linkage

Two-way Linkage

Integrative Linkage

Strategic planning

Strategic planning

Strategic planning

Strategic planning

HRM function

HRM function

HRM function

HRM function

Figure B 1

Implementation Variables
Task:
In shifts simple tasks are divided among workers. And workers are asked to perform their task adequately and if someone is failed to fulfill his task then there are punishments like salary deductions and if he continues negligence then he may be fired from the LFC.

People:
People over here are not enough qualified and skilled even the Restaurant Manager at LFC is only an experienced person having no proper qualification. He is only intermediate but has the experience of 15 years in hoteling thats why he has occupied the Restaurant Manager post.

Reward System:
There is reward system for employees to motivate and encourage them. Salary and Best of Month are two basic rewards for the employees. Best of Month award is given to that employee who has best performance among other employees.

Job Design
Mechanistic Approach:
In LFC tasks are designed so simple that are easy to perform. These tasks are assigned by Restaurant manager.

Motivational Approach:
As you know motivation toward work plays an important role in achieving organizational goals. Different factors are used to motivate people. There are two factors which are used to increase motivation levels of employees in LFC. In LFC Payroll, salary and benefits are not sufficient to motivate the employees. Usually salaries are minor than the Govt. Regulations because the employees are not well educated and low skilled. So LFC management compensates them with fewer wages. Working environment refers to working pressure and relation with subordinates and officers in the organization. In LFC the working environment is strict and officers are not friendly with the subordinates.

Human Resource Planning

Labor Forecast:
They dont have any proper method of human resource forecasting. In case of labor surplus and labor shortage they do the following activities.

Labor shortage:
In case of labor shortage they did not hire the new employees but use the Over Time strategy; by extending the time duration of existing employees.

Labor surplus:
In case of labor surplus they transfer their workers to the unregistered branches of the Lasani Gardens.

Recruitment & Selection at KFC

Recruitment Process:
The recruitment process of LFC includes the steps shown in the following figure;

Vacancy Characteristic s Job choic e Applicant characteristic s

Personal policies

Recruiter trait behavior

Recruitment source

Figure A3. Recruitment process

In LFC there are three areas where decision is made such that Personal policies. Recruiter trait. Recruitment source.

Personal policies:
LFC use both internal and external recruitment policy.

LFC uses internal recruiting process and employees are promoted to the upper vacancies on the basis of experience. They also use the referrals for recruiting purpose.

Recruitment Sources:
For internal hiring they promote their existing employees. But in case of external hiring them always uses the referrals. They did not put their vacancy in any kind of advertising media.

Recruiter Traits & Behavior:

Vacancy is very much dependent on the recruiter trait. Here a high level of biasness is possible. Therefore the recruitment is very much dependent the on the recruiter traits.

Applicants Characteristics:
There is no high level of skills or education is required for applying in the LFC. As we already mention that their restaurant manager is only an intermediate person. Not a very much qualified person. Therefore in applying for the job in LFC the applicant characteristics are not a matter of importance.

Selection at LFC:
They use the following methods which are given below;

For managers and other employees:

For managers and other workers they conduct only interview. There are no any other selection criteria like aptitude test etc. they just use the interview as a selection method.

For cook:
For cook they use the sample test as a selection method. First they take a cooking test from selected person and then on the bases of the result of test they make selection decision.

Training
In LFC they fully focus on quality and price and service of the product. There is no continues learning in the organization because the workers that are working in the restaurant can not be promoted into other sections of the organization.

Assessment Needs:
Need assessment is checked out on the bases of task analysis. It is observed that is there lack in cooking exist? Task given to employees are not fully fulfilled. Training Methods:

Training to new cook is given by head cook to meet the standards of local market, food quality set by LFC management.
Hands on method:

On the job training:

On the job training is the most important method used in LFC to provide training. On the job training is given to the employees at LFC because of no proper arrangements for training separately.

I. Training newly hired cooks. II. Upgrading the skills of the existing cooks when new product, food item or recipe is introduced.

Performance Management
Performance management is necessary for getting detailed information about how well an employee is doing his job.

Performance Appraisal:
In LFC Performance of an employee is judged only on the basis of result criteria such that results of the particular task assigned to the employee. An objective is given to meet by the employee and then it is judged how much task has completed. Then its actual performance is analyzed with past ones.

Source of information:
In LFC there are mainly two sources of information; Customer feedback Restaurant Manager

Performance Measure Criteria:

Restaurant manager analyze the performance measure criteria on the basis of results that either performance of an employee is Reliable Valid Acceptable

Poor

Performance Feedback:
The performance of restaurant staff is measured by restaurant manager. He gives feedback to employees on individual orientation basis not in group orientation basis. If performance of employee is poor then he is warned by restaurant manager and is expected to improve himself in the future but if performance remains continuously poor then he is fired.

Pay Structure Decisions

Pay Level:
Pay level at LFC varies with the posts and job structure and the minimum pay level of restaurant staff is RS 4500.

Developing Pay Levels

Any organization faces two important competitive challenges in deciding what to pay its employees: Product Market Competition Labor Market Competition The LFC relies on product market competition and they always try to sell their products and services at a quantity and a price that will bring a sufficient return on their investment. Their major focus is on product market competition not on labor market competition.

Employee Development
Approaches to Employee Development Job Experience:
In LFC there is no proper employee development procedure and most employees development occurs through their own job experiences.

Transfer:
Sometimes they transfer employees form one branch to another and sometimes from registered to unregistered branches.

Promotions:
In LFC employees are promoted on the basis of their work experience and their responsibilities and compensations are increased accordingly.

LFC Strengths & Weaknesses

Strengths of LFC:
Promoting the local taste. Low prices of the packages. Clean and good environment. Efficient and quick service. Home delivery.

Weaknesses of LFC:
Uneducated and unskilled staff. No HR person is hired Centralized system No care for the employees. Low wage rate/salary No extra benefits are given to the employees They did not provide proper training to its employees. No career development at LFC. Always use referral basis recruitment so they have lack of skilled employees.

LFC

Recommendations:
They should hire educated staff and should set an education standard for applicants. There should be such learning activities that enhance the skills of the employees. In order to make proper HR practices they should hire HR personnel. There should be panel of well educated of planning members. The system should not be centralized and there should be flexibility in work procedures. They should provide proper incentives to the employees. The wage rate should be according to the Govt. regulations. There should be career development programmers at LFC.