HR Trends in the Restaurant Business

In 2013, HR departments across all industries, including the restaurant industry, are beginning to see several HR trends taking place. Increasingly, HR departments are becoming aware of the important role of technology in helping to allow for strategic and efficient HR operations. There are many options available, such as software and applications designed to manage employee information. These often include programs which track and manage FMLA leave, performance appraisal, time and attendance, health care coverage, workers compensation, payroll administration and HR related tasks. There many applications available, including web based systems which manage the recruiting process, and which include candidate resume searches, applicant-tracking and other features. The benefits of these is how they provide companies with efficient and often paperless recruiting processes using remote platforms which manage the process providing real-time intelligence an immediate access to data.

Other HR trends include the need for business and HR department to respond and adapt to change quickly. This is particularly important for companies to stay ahead of their competitors with many companies reporting difficulty providing training to their staff to match the standards of their competitors within the current market. Similarly, many new business, and those which are struggling to develop their company, are trying to find ways to quickly establish HR departments quickly and trusting the running of these by outsourcing. This allows the company to turn their attention towards running their business and keeping up with their competitors whilst often providing more cost effective than in-house departments. Software solutions, such as ICON fastrak, enable HR departments to be set up and running within as little as two weeks.

An important consideration for HR departments is the quality of data managed within their departments. Many companies are choosing to utilize ‘master data management’ which allows companies to link all critical data into a master file and which provides a bridge between several personnel departments and multiple systems. This allows personnel departments, particularly those within larger companies more efficient storage and easy access to information, including providing an ability to share ‘good practice’, particularly pertinent for larger firms.

As part of these HR trends, HR departments are increasingly being called upon to look towards results and outcomes. Software and programs used by these departments often include analytic and reporting within its framework. This allows a business to determine the contribution of the HR department, helping to analyze HR data and allow for more strategic decision making. It also helps to ensure that HR departments are able to provide workforce solutions to meet the goals of the company. These HR analytic methods may be used to determine how to motivate the current workforce, the criteria used within the recruitment process and provide analyses of current assessment methods used within the recruitment process, to determine if changes could be made to ensure the companies is attracting and hiring the best employees.

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