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3. Propose a "Total Rewards" package for a Waiter that includes one benefit for immediate well-being and one for long-term retention. Justify how this package makes the company competitive.

Human Resource Management

Master of Business Administration (MBA)

Understanding the distinctions between selection processes for operational and managerial roles is essential for building a capable and ethical workforce. This task invites MBA learners to examine how evaluation methods shift as job responsibilities expand, especially within fast-paced service environments. If you are aiming to strengthen your analytical approach or refine the structure of your HRM coursework, you may explore our specialised HR Assignment Guidance. For broader academic support, our detailed resource How to Write an HRM Assignment offers step-by-step insights that help students produce clear, well-reasoned and academically aligned submissions.

Case Study: "Memorable Kitchen"

Focus Areas: Talent Management, Recruitment & Selection, Compensation & Benefits , Corporate Social Responsibility (CSR)

Company Background

"Memorable Kitchen" is a well-known franchise restaurant chain in our city, famous for its not only healthy and delicious foods but also various popular traditional foods in Myanmar. With 5 successful branches, the business is booming. The owner has an ambitious expansion plan: to open 5 new branches within the next two years. The owner knows that the company`s growth rests on people and they are facing a human capital crisis that could derail their expansion.

The Human Resource Challenge

The owner realizes that this growth depends entirely on people. However, Memorable Kitchen is facing a human resource crisis that threatens its expansion:

• High Turnover: Experienced and talented Chefs are leaving towards other restaurants, and new hires often quit within the first three months.
• Talent Shortage: There is a constant struggle to find reliable Cashiers and Waiter.
• Lack of HR Systems: The owner has been managing everything personally and now lacks a formal system for Talent Acquisition, Onboarding, Compensation, and Retention.

Your task, as an HR consultant, is to develop a simple but effective HR strategy to solve these problems.

Assignment Questions

1. For the roles of Chef, Cashier, Waiter, Purchaser, and Manager, design a recruitment strategy by selecting two modern recruitment channels. Justify your choice of each channel and explain how it will effectively reach qualified candidates in the hospitality industry.
2. Compare the key differences in a selection process for a Cashier versus a Manager. For the Cashier role, design a simple two-stage selection process and create one situational question to assess integrity.
3. Propose a "Total Rewards" package for a Waiter that includes one benefit for immediate well-being and one for long-term retention. Justify how this package makes the company competitive.
4. Furthermore, judge and recommend one low-cost CSR initiative to support the local community and one internal policy to ensure ethical staff treatment.

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Master of Business Administration (MBA) Program

Assignment Instructions

Assignment Instructions
Font type	Times New Roman
Font Size (Heading) / Body	14 Point 12 Point
Line Spacing	Before - 0     Spacing - 1.5 After - 0
Number of Words	3000–5000 (excluding content and references)
Page Set-up	Left - 1.5" Right - 1" Top - 1" Bottom - 1"
Page No.	Bottom and Center
Plagiarism (similarity index)	20%

Submission & Referencing Guidelines

• ✔ Referencing is required and please describe exactly.
• ✔ Own writing should be used in presentation.
• ✔ The assignment should be printed single sided.
• ✔ New paragraphs are to be marked by skipping a line.
• ✔ Headlines are to be written from the left margin, not centered.
• ✔ Reference – APA style

Reference Formats

• Text Books: Author (Year), name of text book, edition, publisher
• Journal: Author (Year), Title of research paper, Name of Journal, Vol ( ) No ( ), Page No
• Website: http............. (Retrieved date)

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Frequently Asked Questions

How does the selection process differ when evaluating frontline staff compared to managerial candidates?

Frontline roles such as Cashiers typically emphasise reliability, accuracy and customer-handling skills, which can be assessed quickly through short interviews and practical tests. Managerial roles require deeper evaluation, including leadership capability, decision-making judgement and operational oversight, which makes the process more layered and competency-focused.

Why is a two-stage selection process appropriate for the Cashier position?

A two-stage process reduces unnecessary complexity while still verifying essential competencies. The first stage screens communication and behavioural fit, while the second stage assesses integrity and practical handling of transactions. This approach balances efficiency with safeguarding organisational trust.

How can integrity be effectively assessed for customer-facing roles like Cashiers?

Integrity can be evaluated through scenario-based questions that present realistic ethical dilemmas. Candidates are assessed on the reasoning behind their choices, not just the final answer, allowing employers to judge honesty, responsibility and alignment with organisational values.