人力资源管理一直是企业成功的重要环节。如今，影响公司成功的因素很多，有效管理人力资源只是其中之一（Werner，Schuler&Jackson 2012）。同时，人力资源管理的理论也发展得相当完备。在企业内部，人力资源管理是通过人力资源政策和管理实践来实现的，它与企业文化和企业战略紧密相连。战略人力资源管理必须与整个企业的经营战略保持一致。公司的高级管理人员也可以通过人力资源政策来管理文化。Restaurantco是一家大型餐饮公司，在英国拥有300多家分支机构，员工分布在小型机构。由于它起源于一个小的家族企业，并经历了特许经营，在各个机构中形成了管理与非管理之间的非正式文化和非正式关系，使得非正式的eip比正式的eip更为重要。所有权的变化导致了一种重新聚焦的商业战略，旨在创造公司价值，从而引发运营变化。本文首先探讨了企业战略、文化与人力资源政策和管理实践的关系，然后指出了其人力资源管理方法的优缺点，试图对餐饮企业的战略人力资源管理进行批判性分析。

HR Assignment代写: 餐厅人力资源管理方法的批判性分析

Human resource management is always a very important sector in business success. Nowadays, many factors influence the success of a company and managing human resources effectively is just one of them (Werner, Schuler & Jackson 2012). Meanwhile the theory of human resource management has evolved to be fairly complete. Within a corporation, the human resource management which is realized by human resource policies and management practices is closely linked with culture and corporate strategy. Strategic human resource management must stay in line with the business strategy of the whole corporation. And the senior management in a company can also manage culture through human resource policies. RestaurantCo is a large restaurant company with more than 300 branches across UK with employees distributed in small establishments. Since it originated from a small family owned business and experienced franchised operations, the informal culture and informal relationship between management and non-management developed at each establishment, which makes informal EIP more significant than formal EIP. Changes in ownership led to a refocused business strategy aimed at building company value which invokes operational changes. The essay first discusses the relations between the corporate strategy, culture and the human resource policies and management practices and then identifies the strengths and weakness of its approach to managing human resources, trying to provide a critical analysis of the strategic human resource management in RestaurantCo.