22,526 research outputs found

    Identify the HR factors that affect employee turnover in MasterHouse restaurant.

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    For organisations that seek reduction in employee turnover, it is crucial to identify which specific factors have the greatest impact on the staff turnover rate of the organisation. Similarly, after identifying influencing factors, it is also very important to formulate HR processes and policies based on the actual situation of the organisation. The aim of this research is to identify the HR factors that affect employee turnover rate in MasterHouse restaurant. High employee turnover rate will affect the performance of the organisation’s employees and the decline of daily functions, it will also increase the cost of organisation recruitment on-boarding and training. The purpose of this research is to identify the specific factors that affect employee turnover in MasterHouse and develop a practical plan for MasterHouse restaurant to improve employee loyalty and reduce employee turnover through the organisation’s human resources processes and policies. This research will lead to an understanding of the factors affecting the turnover rate of MasterHouse through secondary research, then researchers will collect data through quantitative research, and develop a strategic plan for MasterHouse to reduce employee turnover. The researcher will use questionnaires to investigate the HR strategies of MasterHouse and employees’ views on MasterHouse current HR process and policies. This research will involve five factors that affect employee turnover rate: Long-term relationships, benchmark, work-life balance, talent management, rewards and motivation. The researcher then connected and compared survey results with information in the literature and developed a practical plan for MasterHouse to reduce employee turnover rate

    Keeping profits in New Zealand

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    The tourism industry is the second biggest for New Zealand and is expected to regain the top spot if current, exponential growth continues. Online travel agencies (OTAs) such as those owned by Expedia Inc. and Booking Holdings Inc. facilitate this boom by encouraging travellers to visit beautiful locations, but are taking huge chunks of this income away from the local Gross-Domestic Product (GDP) in the commission they charge on every night of accommodation booked. One of the largest consumers of New Zealand’s tourism industry is Chinese nationals. This study looks at feasibility of a small player developing an app in a market full of large corporates that are dominating the playing field. The primary research used mixed methods and sought to reach 120 questionnaire respondents and 10 interview participants which uncovered thoughts on stakeholders on either side of the discussion, the China-based potential customers and the New Zealand-based accommodation providers. Preliminary results indicate that Chinese nationals are often likely to conduct thorough research when making decisions about international travel and a large portion are enthused about the prospect of regular international travel. Accommodation providers in New Zealand are rarely hesitant to support a local OTA as they are often frustrated with the poor service received from the large corporates. Developing an app that is based in China and attempts to market the New Zealand tourism industry will be a difficult proposition but is plausible with the implementation of a marketing plan that is strategically thought out

    To find a better way of training and development for a small retail business in the health product industry

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    This research is aimed at finding out how to bring a better training and development process to a small retail business in the health product industry to increase the effectiveness of employees' performance. The study was carried out at Dekang Nutrition Ltd. Currently,it has set up three physical stores in Rototuna, Hamilton. Dekang also has a 300-square-metre warehouse and delivery centre at Te Rapa, and operates two sales platforms online. This research uses qualitative methods. The primary qualitative method that used is interview. The study found out that the type of training needed to be changed, as the current training system is not enough for employees to keep up with rapid changes in the external environment. It also provides an insight into the lack of systematic follow up. The study recommends Dekang to have a mentoring/buddy system for training and to develop an evaluation system for employees to have a clear idea of their own performance in a timely manner. Also, the study recommends that Dekang have a clear career pathway to help employees improve

    Measuring level of satisfaction

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    Customers are the ones to judge their level of satisfaction. Now times have changed and organisations have realized the value of retaining customers. This project is about knowing the level of customer satisfaction in a dairy shop, Melville Price Cutter, situated at 17 Bader Street, Hamilton. The information was gained by doing a survey of 50 customers who came to the dairy. Results obtained from this survey showed that most of the customers visited the dairy twice a week. 35% of the surveyed people were visiting the shop twice a week. When asked why they visit the dairy for shopping, the majority answer was time and location. 40% of the customers thought going to the dairy was time saving or should be very quick. 30% used the dairy for shopping because of its location. Customers preferred the nearest location to shop at a dairy. The results showed that customers who came to the dairy were always in hurry. They did not have time to go to supermarkets, so they expected to get quick service from the dairy. Customer felt happy when they were served quickly and they did not have to be in a queue. They liked deals where they could take advantage of cheap prices

    Importance and impacts of visual merchandising for customers at The Warehouse

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    The benefits of visual merchandising have been well discussed in previous literature. For large retail service providers this topic is of special importance. Evidence of challenges for consumers to locate the product that they need has been observed in The Warehouse, Te Rapa. The purpose of this research report is to assess the importance of visual merchandising on customers’ purchasing behaviour at The Warehouse, Te Rapa. In addition, visual merchandising strategies to increase sales at The Warehouse are offered, based on the findings of this study. The primary data for this research project was gathered from 50 questionnaires, which were distributed among customers at The Warehouse, Te Rapa. Many different aspects of visual merchandising, including window displays of the store, floor merchandising, mannequin displays, signage and promotional banners, were reviewed. The results of this report suggest that there is a direct relationship between how the products are displayed and sales

    Could social media improve New Save Supermarket’s Asian market segment?

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    Social media has become a part of people’s daily life. It is a multi-functional tool for people, who use social media to communicate with others, share content, and consume information in real time. Social media can be used not only by ordinary people but is also a useful marketing tool for businesses, according to previous research. New Save Supermarket is in the city centre, Hamilton. It is the oldest of Hamilton’s large-scale Asian grocery shops. The Asian community is New Save’s target market. This research is to investigate the possibility of using social media to attract more Asian consumers to shop at New Save. In this research, online questionnaires are used to collect data and the thoughts of the customers. The findings of this study indicate that WeChat and Facebook are the primary social media platforms that most customers use. Currently, there are few customers who know of and follow New Save’s WeChat account and Facebook page. Respondents think New Save’s social media do not convey enough information or update regularly enough. They agree that social media advertisements will attract regular shopping. This research suggests that New Save should create a strong social media presence, posting more and useful information for customers, updating regularly, and interacting with customers via social media

    Implementing measures of cost control (food & labour) for small restaurant businesses

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    In 2012, Auckland Region Restaurant Record estimated that there were 2000 restaurants in the Auckland area. Therefore, with fierce competition in the market, it is important for small restaurants to think how they can save costs and be more competitive. This research aims to identify feasible measurements for small restaurant businesses to control food and labour costs in order to possess advantages in the competitive environment. This research contains both quantitative and qualitative research by convenience-based sampling methods. The researched restaurants are located in Hamilton. To analyse the answers from the participants, the responses will be compared with results shown in the literature review and displayed as graphs. Due to limited time and resources, the sample selecting, size and location will be limited. The tentative results from the research illustrate that few of the researched restaurants take measures to deal with food waste and leftovers. They usually dispose of waste into the rubbish bin. Apart from participants who are unaware of inventory storage systems, they adopt FIFO as their storage inventory method. Moreover, employees are not happy if their wages/working hours are cut down, and some of them will decrease their working quality or efficiency. Consequently, restaurants need to balance between employee wages and work efficiency

    An examination of the inventory management system at Dominos

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    The aim of this research project is to examine the Inventory Management at Dominos, Te Awamutu. This is a franchise business well known for affordable pizzas. Firstly, I checked the background of this business and its daily operations to get to know with business. A SWOT analysis was conducted to identify factors affecting the business activities of the firm. An internal and external analysis was carried to find out strengths, weakness, opportunities and threats for the business. This leads to other theories like sourcing of inventory and supply chains. For this research the primary methods used to collect data were informal interviews and discussion with the manager. This information is privileged to business, therefore qualitative research methods were used. After analysing the data in the inventory system a further literature study was undertaken to find the solution to identified problems. This research was conducted within a short amount of time. In this research, ethics are considered while interviewing staff and collecting data. It also mentions the cost of research. In the end recommendations are suggested on the basis of the conclusions, found by analysing findings

    Evaluation of the effectiveness of online video screening process in a regional city council: Specifically evaluating the fairness of the system

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    In the past few years, a regional City Council has seen the increasing importance of online video screening platforms like Sonru speed up the current recruitment process. Articles published describe online system as an advantage to the organisation and to potential candidates. Different themes were also identified in the literature to help maximise the result. This study investigates the evaluation of online video screening for staff recruitment in the city council, specifically evaluating the fairness of the system. Interviews were conducted with the engineering manager and HR operation and candidate support manager, as they have thorough knowledge about the current system in place. A questionnaire was sent out to employees in the Engineering department who were employed in the last 12 months using the online system. Experiential data will help gather more reliable results, as it describes the researcher’s own experience with the current online video screening process. Data gathered from secondary research describes online video screening as fast, efficient and cost effective. It also provides more flexibility for potential candidates in terms of time and place of conducting the interview

    The drivers of motivation

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    This project has been completed for a medium-sized supermarket located on the southern side of Hamilton. They currently have 83 people employed to work there. The reason for researching the drivers of motivation is so employers can begin to understand the best ways to motivate their individual employees The aim of the project was to analyse what drives motivation in the workplace and to provide recommendations for the supermarket. Both a questionnaire and interview were used, the questionnaire with the purpose of gathering a large amount of quantitative data in a short period of time and the interview to build on the results received from the questionnaires and provide qualitative data. Only employees in the grocery and checkout departments were asked to participate. Results from the questionnaire and interview showed that when it came to store culture, most staff felt that it could improve, that the store’s values were not being displayed, and that if store culture improved they would be better motivated. The store culture was also identified as an important motivator, especially for the staff over 26 years of age. When data concerning training and development was analysed, it was found that both training and career development were important motivators, with most staff wishing to undertake training and/or career development opportunities if they arose. From the analyses of the results for the reward and recognition questions, the staff indicated they felt they were not valued as employees and would prefer to receive more feedback to help increase their motivation. Pay was the last motivator to be analysed. The respondents indicated that they felt an increase in their pay rate would improve their motivation. However, upon further analysis through the interview, it was found although initially they would be motivated whether this would permanently improve their motivation was questionable. There were three recommendations for the organisation. These were, to implement a reward and recognition programme that addressed meeting the three motivational needs of the staff mentioned above, rewards and recognition, pay, and training and development. The second was to improve store culture, which would involve taking existing store values and establishing them into everyday life at the supermarket, so they become a shared set of values by them team. The third was to undertake further research to investigate how the motivational needs for the supermarket industry, a typical low skill, entry level job may differ to that of a higher skill job
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