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

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

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

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

A competitor analysis

This study develops a new marketing strategy to combat the action of the threats associated with the market and making the business diversified within the market. The main aim of the research is enhancing profit by reducing competition of a liquor store. The Porter five forces model suggests looking beyond the competitors of the market and learning about their impact. This can be used as a tool for performing analysis of the external as well as the internal environment of the liquor store, which is small retail outlet. This creates firm impact on the overall performance of the activity of the organisation. In the research both quantitative and qualitative approaches are used. The liquor store can enhance their market share by way of diversification of their operation in less competitive markets in New Zealand. It is also concluded that the analysis of suppliers must be performed by the organisation in order to find the best supplier for their required products, at reliable and affordable prices. The buyers or customers create an important part of the business of a liquor store. This study makes an effort to develop a new and effective marketing strategy to combat the action of several threats associated with the market and diversifying the business within the market. This strategy would also help the brand with new store openings

High staff turnover at a central city motel

This study aims to investigate the high staff turnover at a central city motel and to develop a human resource strategy to improve retention. The study uses a qualitative approach in which data was collected through semi-structured interviews and was analysed by themes to obtain results. The thematic analysis of results led to finding causes of high employee turnover at the motel and also helped in recommending strategies to curb the issue. The study found that career advancement and work-life balance were the main factors affecting employee turnover. It also found other factors such as training and motivation lead to high turnover. The study recommends that to retain staff at a central city motel, a strategic human resource plan to develop a career pathway should be adopted. Also, to reduce the struggle between work and personal interests, steps to create a balance should be explored. Research must be conducted on a broader platform to analyse employees from other motels and the hospitality industry to determine their views on high staff turnover

Investigating the training and development of O24U NZ Ltd to improve employees’ performance

The topic of this research is to investigate the training and development of O24U to improve employees’ performance. This research aims to: firstly, investigate the process of O24U NZ Ltd using training and development; secondly, to research the relationship between the training and development and employees’ performance; and finally, to identify several recommendations on training and development to improve employees’ performance. O24U NZ Ltd was founded in 2015. and is located at Hamilton CBD. It mainly provides healthcare products made in New Zealand and Australia. There are four people currently working for the store, and there are about 20 competitors of O24U, such as Green, Sunshine and DeKang, in Hamilton. Literature for the review was chosen through the scope (training and development, healthcare product industry in New Zealand and China, strategic human resource management (SHRM) and benchmarking). The researcher conducted four interviews to gather the necessary data for this study (3 employees of O24U and one staff member from one of the competitors). The data were analysed through inductive thematic analysis. Six themes were analysed: the purpose, type and issues of training and development, on-boarding, SHRM and the benefits of Oceanian healthcare products. The researcher found that training and development are vital for any organisation, on-the-job training has become the most popular approach to operating training and development programmes, and the main function of SHRM is to manage employees’ values creation capacities. Several recommendations are made which include five aspects (situation of the store, using systems, stocktaking, packaging and cleaning)

Developing a business strategy to increase customer loyalty for Q variety stores

Q Variety Stores started as a small $2 shop in 2012, and now it has expanded to eight branches and one franchise all over New Zealand. As the business grows, Q Variety Stores is also facing more increased competition from its peers in the industry. Recent research acknowledged customer loyalty as one of the most significant factors for the success of an organisation, because it can bring many benefits and retain existing customers. Therefore, this research aims to investigate strategies to improve customer loyalty for Q Variety Stores. The author conducted a questionnaire to customers in eight branches to get feedback and provided a specific loyalty programme in the survey for customers’ feedback. A key finding shows that Q Variety Stores already have had some loyal customers, but there is still room for improvement. The questionnaire also revealed that customers’ acceptance of the hypothetical loyalty programme is low, but most of them are fond of some other mature customer loyalty programmes with other suppliers. It is concluded that a loyalty programme that won’t cost customers a lot may work at Q Variety Stores, and it should provide customers with the benefits that actually meet their needs

Safety culture at a local organisation

New Zealand is facing a serious issue each week, there are 16 loved ones who cannot go home due to occupational health and safety related accidents and diseases; each year, on average we lose 600-900 people to workplace health and safety related incidents and illnesses. This shows that businesses have not been taking health and safety as seriously as they should have been, often at the cost of their own human capital. Therefore, this research project aims to prevent this from happening at a Local Organisation through the identification of the organisation’s current state of safety culture, the identification of changes needed to be made in order to improve their safety culture, and suggestions of how to sustain those changes so that the Local Organisation could accomplish a strong and sustainable safety culture that is beyond compliance within five years’ time. The method of data collection utilised to achieve this research aim was interviews with the staff members of the organisation. Tentative results from the analysis of the data gathered from the interviews at this stage indicate that the Local Organisation has signs of weak safety culture that are correlated to the values they have adopted, and basic assumptions held by the members of the organisation. To improve this situation, the implementation of a five-year safety culture change plan is recommended

Implementing a human resource plan

This research involved evaluating the human resource management practices and processes within an organisation. The organisation is a well-established life sciences organisation located in New Zealand. The organisation manufactures an insert device which is sold to over 60 countries. The organisation has experienced significant changes, and these changes to the organisation are still in the process of being implemented. The organisation has a clear and focussed business strategy and human resource plan however, the plan has not been implemented. The changes to the organisation have affected the motivation of the employees, job insecurities with the restructuring of the organisation, and employees have experienced an inability to adapt and change. Communication from senior management was initially on a regular basis however, the communication is now less. An audit of human resource systems is recommended, to review current practices and to provide statistical data and information, to senior management to establish the motivation and engagement levels of all employees. The organisation adheres to strict compliance and regulatory guidelines. Therefore health and safety procedures and processes are established, employees are trained during induction and receive ongoing health and safety training. There are robust reporting systems in place for incidents and hazards, a no blame culture is encouraged and employees are comfortable reporting health and safety concerns. The management team support a positive health and safety culture and encourages continuous improvements. For the organisation to evolve its brand and to achieve its vision of attracting and retaining top talent, encouraging collaboration, communication and engaging employees, this report recommends, the human resource plan to be communicated to employees as soon as possible. Communication from senior management should be on a regular basis and results continually reinforced. Senior management should become more visible to the employees on the shop floor

How to gain competitive advantage through crossborder e-commerce between New Zealand and China?

With the popularization of the Internet and the explosive growth of cross-border e-commerce, this research project discusses how an organisation can gain competitive advantage through cross-border e-commerce. This study will investigate PESTEL analysis` content and the significance of Porter`s Five Forces in competition. Also, the research identifies e-commerce and three models of e-commerce and evaluate the cross-border business in New Zealand. Also, this research project evaluates some of the business strategies provided by lecturers. According to the report, the impact of political factors is easily overlooked, and there is high competitiveness between C2C and B2C. Also, the researcher found that the target group of cross-border e-commerce business in New Zealand is single. To gain more competitive advantages and stand out of this industry, the organisation needs to increase customer awareness on political factors, improve service quality, and increase target group. This report is completed by mixed methods which including interview, and the online questionnaire to obtain information and resources. Participants include shop manager, employee, and customers. The 62 customers are all Chinese because the organisation only focuses on the Chinese market

Evaluating whether a change in organisational structure would improve its competitive advantage

The core impartial of this report to identify inventory issues of Super Liquor Hillcrest store. Many areas regarding with storage issues have been discussed in this report the things behind inventory issues are also described. This report is also shown how such scopes can be useful for solving the inventory issues. The Super Liquor Hillcrest is located at Cambridge road in Hillcrest. Due to less storage space the store is suffering from many difficulties. The given scopes in this report explain how to get rid from inventory issues. Some methods have also been used to get the proper information regarding inventory issues. Observation and interviews are done in this report. The graphs and charts are being made to collect the proper knowledge. Some main points have been given which show connections between inventory issues and scopes .This is based on the findings, recommendations that can be used in order to solve the inventory issues