Delivery in day(s): 5
Pinkberry is an international brand that is quite popular for its top-notch frozen yogurt business. Actually, this brand is the inventor of the delicious flavoured cuisine of frozen yogurt with dry toppings, fruit toppings, shaved ice and other products. Shelly Hwang and Young Lee established this brand which first store was opened in the year 2005. With impressive quality of yogurt and unique style of presentation, Pinkberry has become the high-flying brand which is recognized as the top retailer across the globe in this business sector (Beardwell et al., 2001).
Pinkberry has now approximately 250 stores in twenty-seven different states and across nineteen countries all over the world. In different types of shops, kiosks as well as at airports, flexible stores of Pinkberry can be found. This brand provides broad-spectrum opportunities in various states and countries across the globe. The expert teams of the organization are offering support and training programs to its franchisees. As the franchisees of the brand are on the rise, this eminent company has been providing dedicated supportive operations for sustainable growth and globalization of the brand Pinkberry (Langford et al., 2014).
HR planning of Pinkberry mainly involves information collecting, recognizing and making the necessary objectives as well as the several decisions that help this organization to achieve the provided business objectives (Budhwar & Debrah, 2013). The major and key aspects related to HR of Pinkberry are always focused in the sector of HRM which comprises certain factors, like-
Number of employees in Pinkberry
In this 21st century, these planning help the organization to achieve the goals and get succeeded in this competitive era. Strategic planning of staff management is prepared by the HR practitioners with the help of HR program. This program in Pinkberry supports the career planning of the staffs and also helps them to understand the objectives of Pinkberry systematically. It also gives support to the administration of HR department’s actions. Motivational theories are well-suited with the program which generates interests in case of the employees for the ultimate progress of Pinkberry. Changes in an organization are a critical part because members of staff sometimes can’t get accustomed to it. Therefore, HR planning in a company is necessary to be level with the necessary changes. It changes the personnel composition in line with the corresponding changes in the organizational level (Kerzner, 2013).
Goals of the HR Planning by Pinkberry
In large organization, it is suggested to go for the team roles while the recruitment and selection procedure is going on. However, it has been noticed that they hardly pay any kind of attention to this factor while they principally focus on the factor known as- Job Experience. Many large organizations conduct interviews but professionals suggest that only interviews are not the proper way of recruitment and selection and they should go for the assessment because through this the skills and decision-making abilities of a candidate can be recognized. However, due to the issues of time as well as cost many organizations ignore the facts related to assessment (Armstrong & Taylor, 2014).
Mostly, the recruitment and selection processes of large sized organizations get varied depending upon several factors like- Size of an organization, pool of applicants, results, organizational structure based on the working line like- straight line structure for particular duties, supporting line structure with line managers and other staffs as well as departments etc.
Pinkberry’s recruitment and selection process is quite different from other organizations and the selection process is carried out on the basis of technical abilities (Langford et al., 2014).
Recruitment process of Pinkberry is based on two different sources, one is internal and other one is external. In case of internal sources emphasis is given to the recommendation of current employees as well as former employees. Other internal sources are- referrals and candidates who have applied previously, while external sources is about promotional activities or advertising the recruitment in newspapers and several top-notch employment agencies. Online advertisement of recruitment is a special thinking of Pinkberry due to the high-tech approach of advertisement (Budhwar & Debrah, 2013).
The major criteria of selection of Pinkberry are-
The selection process is then conducted by the HRs of Pinkberry with the diverse modern techniques of employment.
There are three major selection levels through which Pinkberry selects candidates according to their skills in the Yogurt business. Lower level of selection is about contractual recruitment that is on temporary or short-term basis. Other examples of this level of selection are- Employee selection on the basis of hours and months, selection processes of applicants for overseas training and the readiness of applicants on working in different shifts (Varma & Budhwar, 2013).
In top level selection process of Pinkberry, job experience is the key element which is given more emphasis. The four-factor methods for checking the abilities of a candidate is the main part here, where understanding ability, management ability, ability of right decision and ability of providing training to the other employees who are at the lower levels are the key areas. Long-term employees are selected with this level of selection process by conducting tests, assessment, personal interviews and technical interviews as these candidates work as the top level management system in Pinkberry and for this high skilled workers are needed with technical knowledge (Armstrong & Taylor, 2014).
According to the “path-goal model”, reward management is positively related to the performance of an employee in the organization and from the fundamental explanation of motivational theories states that motivation is related to the performance of an employee and thereby the cognitive theory states that reward management is directly proportional to the motivation.
Motivation is the major element by which the behaviour of an employee gets influenced by looking at others. The offering power of Pinkberry makes the reward management and along with it maintains the higher level of motivation inside every employee by recognizing their personal requirements as well as individual goals. Motivation theories are categorized in to two important parts; one is content theories which are about what is motivation and what are the factors involved and process theories which are about the motivational processes. Reward management is for the achievement of employees which they get throughout their jobs. Both financial and non-financial incentives like- payment incentives, salary raise, bonuses by Pinkberry as well as promotion, praise and other accomplishment incentives respectively are offered to the employees. Maslow and Herzberg theories of motivation are based on the concept of reward to the employees through immense motivation by emphasizing the hygiene factor and job satisfaction as well as providing decision-making responsibilities to the members of staff (Langford et al., 2014).
Job evaluation is a process by which sizes related to different jobs in Pinkberry are determined and defined. Equitable ranking and grade systems along with pay structures are designed with the job evaluation. Systematic techniques are carried out for this particular kind of evaluation. The motive of the program is clarified to the employees along with its significance. Then, a group of all the expert and visionary HRs and staffs are provided with the works for the purpose of evaluation that belong to every department of Pinkberry.
There are two major types of job evaluation processes conducted by the group assigned by Pinkberry that are- Analytical and Non analytical. Analytical evaluation is for the points ranking, comparison on the basis of factors and non-analytical evaluation is about job grading, ranking, classification and other comparisons (Armstrong & Taylor, 2014).
Some other factors are there in case of Pinkberry those determine the pay and these factors influence the pay structure of the employees as well as create the difference of roles in Pinkberry. Those factors are- Size, Seniority and position, talents as well as experience, profitability, performance of the employee and many others.
Different reward systems have different types of approaches in the organizational life. While, there are organizations who think pay is the only motivator for greater performance and sustainable development whereas Pinkberry thinks both financial and nonfinancial reward systems are necessary to keep the employees motivated.
For monitoring of the performance of employees within an organization, there are various methods which are conducted by different organizations in different manner. It helps to improve the efficiency of the employees and some of those methods are-
There are several reasons for which employment termination may be happened in case of organization like- Pinkberry. Among those reasons most of the reasons have strong link with the predicaments associated with the Human Resource Management sector.
There are different styles of voluntary exit procedures associated with large organizations. Some of them are- handing out resignation and exit interviews. In case of receiving a resignation notice, the line manager contacts the HR department as soon as possible. The employee has to send the latter to the line manager and he will acknowledge the letter but it should be on writing and then he will forward the resignation letter to the cafter keeping a copy. Then he will confirm the last working date of the employee and the HR department will send a termination form so that the payroll will be offered at the right time. This process is the exit procedure that has been followed in case of Pinkberry and other many larger organizations (Langford et al., 2014).
However, several other large organizations conduct exit interviews with which the employee will be invited to the organization for voluntary leave, then some questionnaires will be put in front of him and the staff has to give his comments honestly and a member of the HR team will be there to conduct the interview. Then the Pinkberry Human Resource Management Assignment of the interview will be sent for evaluation to the line manager and according to his feedback result will come.
There are diverse laws associated with the legal and regulatory framework on Human Resource Management. That are-
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Boselie, P. (2014). Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Cowling, A., & Mailer, C. (Eds.). (2013). Managing human resources. Routledge.
Assignment help UK offers free sample assignments did by us in past. Get advantage from them first see our assignment help portfolio and second understand assignment writing tips, order us for online assignment help now