Human resource management in the coffee shop franchise business cases study Siam Oil Product Co., Ltd.

Abstract

          This research aims to study human resource management, including human resource planning, job analysis and design, recruitment and selection, human resource development, and performance management. The sample group used in this research consisted of executives at the regional level, district executives, and store managers, totaling 20 participants.

          The research findings indicate that human resource planning involves the process of preparing manpower information and acquiring the necessary personnel for the organization, both in the short term and the long run. Task analysis and design are crucial processes in managing organizational tasks. Job analysis aims to understand job roles and their essential functions. Job design, on the other hand, aims to create the most efficient and effective work environment. Optimizing job roles to align with employees' skills and abilities can significantly enhance organizational performance. Recruitment and selection play vital roles in acquiring suitable human resources with the necessary qualifications and abilities to work effectively. Human resource development is achieved through training, workshops for idea exchange, observation of work in other organizations or competitor shops, self-development, and fostering teamwork. Employee competency development within the organization encompasses knowledge, skills, abilities, and other work-related characteristics. The process of aligning employee performance with the organization's goals comprises the following steps: 1. Organizational goal setting, 2. Key Performance Indicator (KPI) setting, 3. Performance measurement, 4. Providing feedback, 5. Developing action plans, and 6. Monitoring progress. The development and planning process of compensation policies will primarily focus on employees who support the organization's goals and the recruitment of potential employees. Researching competitors and markets is necessary to determine compensation based on talent conditions. Having good and responsible employees, along with maintaining a reasonable turnover rate, is crucial. Compensation should include fixed and variable components, with targeted compensation sufficient for fair and appropriate payment of the minimum wage in each area, considering the nature of work and individual abilities. Organizing benefits and welfare programs to ensure employee comfort and career stability holds significant importance for the organization.