Current Company Culture
Beefsteak is an authentic company that believes that vegetables are not as boring as many people think. They are beautiful, fresh, and nutritious. At the moment, the company culture lacks organizational responsibility and unity which is caused by the fact that there are many individuals working on the same project. Employees may feel disconnected from the main purpose of the business and have misunderstandings between each other. Therefore, in order to stay popular on the market, Beefsteak has to put significant effort into creating a positive company culture through constant growth and human development programs. This strategy will the business to transmit core values and become the best fast-casual restaurant in the industry.
Ways to Improve the Culture
By looking at the problems that currently exist in the Beefsteak company culture, it can be concluded that the main goal of improving it is to make all employees and managers feel connected and transmit the core values through their operations. Some of the possible techniques that can contribute to the advancement of the culture are establishing and communicating values effectively, empowering and encouraging workers to do their best, developing strong professional relationships, and promoting trust and democracy in the company. By implementing these methods, Beefsteak will be able to create a positive and growing culture that will manage challenges successfully.
The Strategic Human Capital Analysis
The strategic human capital analysis should reinforce the culture through several elements, such as recruitment, training, retention, team development, and organizational responsibility. Beefsteak should primarily focus on recruiting candidates that share the already established company values, understand the importance of trustful relationships, are experienced as well as supportive and kind individuals. In addition, all hired employees must complete specific training during which they should learn more about the company history, culture, and job responsibilities. This strategy will allow Beefsteak to make the workers prepared for any unpredictable complications or changes.
Moving on, in order to ensure the retention of employees in the company, individuals have to be provided with specific benefits. Due to the current disconnection, people are not able to communicate their preferences; however, once their desires are understood, the management will be able to satisfy all the needs of the workers and keep them in the business for a longer time. Furthermore, Beefsteak has to invest in giving its team an opportunity for professional and personal development. Certain programs will allow the company to grow and adapt to various changes happening on the market. Finally, to ensure a positive culture, employees need to have a high level of organizational responsibility. Workers have to be educated about the importance of communication, trust, and transparency and understand their influence on the outcomes of company activities.
Contemporary Human Capital and Predictive Analysis
It can be stated that the implementation of contemporary human capital practices can lead to positive changes for the company culture. As mentioned by Delery and Roumpi (2017), various human resource management practices and their combinations are associated with high levels of organizational success and effectiveness of operations. A positive culture with the constant transmission of core values can be achieved by implementing an appropriate human capital system that includes training, empowerment, and support of employees (Delery & Roumpi, 2017). It can be predicted that in case Beefsteak uses different human capital techniques, it will successfully manage the problems of disconnection and miscommunication between the workers.
Potential Global Expansion
Due to the current company’s success on the market, it is possible that Beefsteak will start operating on the international level. While this expansion will be considered a huge success for the business, it can bring several complications to the company culture. One of the most obvious issues that can arise is a larger decrease in unity within the company. The number of individuals working for Beefsteak will grow; therefore, it will be harder to communicate the main goals and values to everyone. Thus, the management has to be prepared for the changes and adapt to them immediately by implementing techniques that will connect workers together and encourage them to establish strong professional relationships.
Proposal for the Company’s Ideal Culture
After considering all the company’s areas for improvement and various human capital strategies, the overall proposal for the company’s ideal culture can be organized. The creation of culture starts from recruitment; therefore, Beefsteak has selected its employees carefully. Once the candidates are hired, they have to go through a two-week training session during which they will learn about different aspects of their job and company requirements. After that, a positive employee journey has to be ensured. All workers have to be able to communicate their ideas and preferences to the management and receive financial and health benefits from the company. Besides, Beefsteak has to be clear about its expectations and organize weekly meetings that will include supportive and educational discussions about the core values of the business.
Conclusion
Overall, positive company culture is an essential element of any organization that is supported by effective human resource practices. Even though Beefsteak is a popular business in the restaurant market, it suffers from problems in a culture like any other big company. For this reason, it is essential to implement various strategies and development programs that would create a positive working environment for employees and contribute to their professional and personal growth. The presented proposal takes into consideration different steps of creating a positive culture and provides human capital suggestions improving communication and relationships within the company.
Reference
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and competitive advantage: is the field going in circles? Human Resource Management Journal, 27(1), 1-21. Web.