Critically review the situation at RestaurantCo and identify the Essay

critically review the shoes at RestaurantCo and identify the strengths and weaknesses of its approach to managing human reso - Essay ExampleTheoretically, the dimension of valet Resource Management (HRM) helps in linking the functions of human resource with the determined organisational objectives in order to improve the effect of the organisation on the whole. Apart from linking the human resource functions with the strategic objectives of the firm, it further assists the organization in establishing a proper understanding amidst the superiors and the supervisors working within it. HRM further helps in maintaining a coordinated relation amidst the external factors that contribute substantially to the organizational development and success (Bratton, n.d.). With the continually growing significance and complexities in the HRM dimension, the adaption of Employees Involvement and Participation (EIP) is often argued to contribute in differentiating a comp whatevers internal strengths by enhancing the flexibility of the workforce to adjust with the external business environmental changes. The notion behind the concept of EIP concentrates on the fact that effective involvement and participation of the workforce would lead towards the achievement of the organizational goals and efficiencies. The concept of bar the imposing and informal EIP link further can be regarded as an important part of any(prenominal) organization, as it helps in evaluating the employees performances over a certain standard of time, in comparison with pre-set standards or goals. nominal EIP is further considered to be those practises, where the managers of a division consult with the employees before implementing a new work praxis within the set working environment whereas, informal EIP signifies that decision-making passage, where the managers do not follow any formal procedure to gather suggestions from the subordinates (Storey, 2007). In this essay, the discussion henceforth will i ntend to critically evaluate the situation of RestaurantCo and to identify the strengths and weakness of its approaches in that locationon. The discussion will further aim at assessing links between corporal strategies, culture, HR policy and management practices at the workplace level of RestaurantCo with EIP. Corporate Strategies and Culture In corporal strategies, authority is considered to be highly important to practice an effective decision making procedure. Authority is broadly speaking considered as an obligation to act on behalf of a department or agency or any higher level of authority within an organization. Furthermore, authority is the key to the managerial job they endure the serious of indulging into the decision-making process being in the top level management. Delegation of authority is basically the process of allocating the work and transferring the rights from the higher authority to the lower level employees within an organizational context that inculcates EIP related aspects to a considerable extent. This form of strategy is usually adapted by the top level management when there is an over load of work or is viewed in large industries where assigning managers for a single department is very essential maintaining a linkage between the organisations short-term or semipermanent objectives and the workforce performances. Correspondingly, it has been viewed that today