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Week 5 Discussion: Human Resources, Job Design and Work Measurement

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Please note the following – applicable to all DB posts:

  • First post should be no later than Tuesday.
  • Total of three postsminimum, including the initial post, on three different days, in response to two different students or the
  • Students must post before viewing others.
  • Note:

You must post early enough to give your fellow students time to read your initial post and comment on it; then, you must respond to their comment(s) or question(s) regarding your point of view. This is a must!

  • These are open discussion topics. Do not think of these topics as questions you must answer.  The forum is meant for you to express your learning and questions and conclusions you have.
  • Do not go to some website and copy and paste. Use your learning this week to apply your analytical skills in order to further your learning.
  • Your initial post should be about 800 words.
  • Formatting and style is APA.  Ensure that all external sources are properly cited within the text and is referenced appropriately at the end of the paper, including your course materials.

Discussion Topic

Read the Case “Hard Rock’s Human Resource Strategy” – CH 10 and respond to the following:

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  • In your opinion, what core values and culture does the company promote?
  • Detail Hard Rock’s overall strategy to enhance growth and profitability
  • Present your perspective on how the HR Department supports the company’s overall strategy

Show your understanding of the OM chapter concepts and the specific case situation


Hard Rock’s Human Resource Strategy

Everyone – managers and hourly employees alike – who goes to work for Hard Rock Café takes Rock 101, an initial 2-day training class. There they receive their wallet-sized “ Hard Rock Values” card which they carry at all times. The Hard Rock value system is to bring a fun, healthy, nurturing environment into the Hard Rock Café culture( This initial course and many other courses help employees develop both personally and professionally. The human resource department plays a critical role in any service organization, but at Hard Rock, with its “experience strategy”, the human resource department takes on added importance. Long before Jim Knight, manager of corporate training, begins the class, the human resource strategy of Hard Rock has had an impact. Hard Rock’s strategic plan includes building a culture that allows for acceptance of substantial diversity and individuality. From a human resources perspective, this has the benefit of enlarging the pool of applicants as well as contributing to the Hard Rock culture. Creating a work environment above and beyond a paycheck is a unique challenge. Outstanding pay and benefits are a start, but the key is to provide an environment that works for the employees. This includes benefits that start for part-timers who work at least 19 hours per week ( while others in the industry start at 35 hours per week); a unique respect for individuality; continuing training; and a high level of internal promotions – some 60% of the managers are promoted from hourly employee ranks. The company’s training is very specific, with job-oriented interactive CDs covering kitchen, retail, and front-of-the-house service. Outside volunteer work is especially encouraged to foster a bond between the workers, their community, and issues of importance to them. Applicants also are screened on their interest in music and their ability to tell a story. Hard Rock builds on a hiring criterion of bright, positive-attitude, self-motivated individuals with an employee bill of rights and substantial employee empowerment. The result is a unique culture and work environment which, no doubt, contributes to the low turnover of hourly people – one –half the industry average. The layout, memorabilia, music, and videos are important elements in the Hard Rock “ experience,” but it fall on the waiters and waitresses to make the experience come alive. They are particularly focused on providing an authentic and memorable dining experience. Like Southwest Airlines, Hard Rock is looking for people with a cause – People who like to serve. By succeeding with its human resource strategy. Hard Rock obtains a competitive advantage.


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