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Executive Summary

Vegan Kitchen's agility model allows for quick adaptation to market changes,

and the company's leadership should adopt an agile style to improve communication

and collaboration across departments. Technological progress and operational

excellence can be boosted by instituting flexible policies and practices in the

workplace. Expansion strategies, such as entering new markets, adding new products

or services, establishing an online presence, or forming partnerships with similar

businesses, can all be uncovered by conducting a SWOT analysis. The economic,

legal, demographic, environmental, sociocultural, technological, political, global, and

international events are all examples of external factors that Vegan Kitchen should

consider. Vegan Kitchen, like other UK restaurants, will be impacted by the spread of

COVID-19, and as such, must comply with employment laws designed to safeguard

employees while also giving due consideration to veganism and plant-based diets.
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Elevator Pitch

Preston's Vegan Kitchen, a low-cost vegan restaurant and takeaway, has lost

revenue as a result of the pandemic and changing consumer behavior. To survive in

the fast food and restaurant industry, they must rebrand and become a desirable

employer. 

Our 24-month HRM strategic plan will help Vegan Kitchen survive. We'll

develop a workforce strategy to hire top talent, optimize operations, and improve

customer service. Vegan Kitchen can use industry trends to stay ahead of the

competition.

Our HR professionals assist hospitality businesses in achieving success. We

help SMEs like the Vegan Kitchen. Our business-specific recommendations are data-

driven.
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Our comprehensive HRM strategy meets both Vegan Kitchen's immediate and

long-term needs. Our strategy boosts operational efficiency, customer satisfaction,

and employer appeal. We'll execute and meet business objectives.

Contact us to learn how our 24-month HRM strategic plan can help your

company succeed and rebrand.

 Organizational agility

According to various studies, the concept of organizational agility is becoming

increasingly important in the modern workplace (Mohd et al., 2021). Vegan Kitchen's

organizational agility model entails creating a structure that can quickly adjust to the

ever-evolving nature of the business world. This strategy highlights the value of a

flexible and adaptable workforce that can quickly adapt to new opportunities and

challenges as they arise. Organizations need to be flexible and take advantage of new

technologies to deal with unforeseen challenges and opportunities. In addition to the

effective and strategic use of information technology (IT), such as cloud computing,

this also necessitates adaptability in work procedures, documentation processes, and

decision-making (Appelbaum et al., 2017).

An organizational agility model for Vegan Kitchen can be developed by

focusing on key factors that promote agility. Leadership is essential in creating a

culture of flexibility and facilitating effective institutional operation (Young, 2013).

Vegan Kitchen's leaders should be encouraged to adopt an agile leadership style that

values flexibility, quick decision-making, and innovation. This could be accomplished

through leadership training and development programs (Joiner, 2019).

Vegan Kitchen needs to foster an environment of experimentation and

constant enhancement if it is to become a nimble organization. This necessitates

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investing in employee training and development, encouraging cross-departmental

collaboration and communication, and encouraging experimentation and risk-taking

(Arsawan et al., 2022). Further, Vegan Kitchen needs to implement a decentralized

decision-making strategy that gives employees of all ranks the authority to make

deliberate choices under pressure. To accomplish this, the current, hierarchical

organizational structure must be replaced with one that is flatter and more adaptable

(Rishipal, 2014).

Employee productivity is another crucial factor, as it has been shown to

correlate strongly with organizational flexibility. Worker roles and responsibilities at

Vegan Kitchen can be optimized to better facilitate communication and collaboration

across departments. Organizational agility can be fostered through improvements to

HR policies and employee training programs (Nethavhani, 2022).

Vegan Kitchen should also prioritize technological advancement and achieve

technical excellence in operational performance. One way to achieve this goal is to

create a work environment and set of Human resource policies that encourage

adaptability and flexibility in the face of constant change. By prioritizing these

elements, Vegan Kitchen will be able to create a model of organizational agility that

will allow it to respond rapidly to shifts in the marketplace and ultimately lead to

long-term success. This will also include the implementation of cloud-based systems

for inventory management, online ordering, and customer relationship management,

as well as the use of social media and other digital platforms to engage customers and

promote the brand (Liu et al., 2018).

The Vegan Kitchen opted to use the Organizational Agility framework

because it facilitates rapid response to shifting market conditions. Vegan Kitchen,

being a small business, had to be adaptable in the face of the COVID-19 pandemic,
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shifting consumer preferences, and the requirement to keep employees.

Organizational Agility helped us zero in on areas where we could make the biggest

impact, like training employees to be more versatile and adaptable, encouraging a

culture of experimentation and new ideas, and forging stronger ties with vendors and

other stakeholders. Vegan Kitchen can better adapt to the ever-changing restaurant

industry by concentrating on these areas and using them to their advantage.

The Organizational Agility model also assisted in determining what obstacles,

such as a lack of resources or employee resistance to change, might be encountered

during the rollout of the HRM strategic plan. Because of this, we were able to

anticipate these difficulties and take measures to lessen their effect on the company

(Nijssen and Paauwe, 2012).

Theoretical perspectives that support the importance of organizational agility

include contingency theory, which emphasizes that effective organizational design

and management depends on the specific situation the company is facing (Shafiee

Kristensen, Shafiee and Shafiee, 2021), resource-based theory, which regards

organizational agility as a valuable, rare, inimitable, and non-substitutable resource

that can contribute to organizational success (Edwards, 2013), and dynamic capability

theory, which indicates that an organization's ability to adapt and change in response

to its environment is a key driver of long-term success and that organizational agility

is a key component of dynamic capability (Dyduch et al., 2021).

Environmental Analysis – internal and external 

Vegan Kitchen's 24-month HRM strategic plan requires a thorough analysis of

the internal and external environments and relevant stakeholders.

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Internal Environmental Analysis: To begin, a SWOT analysis will be conducted to

assess the internal strengths and weaknesses of the organization, as well as any

opportunities and threats it may face (Gurel, 2017). 

Strengths:

 Vegan Kitchen has a unique selling point in the market, offering plant-based and

healthy food options.

 The company has a loyal customer base.

 The management team has extensive experience in the food industry and is

dedicated to sustainable business practices.

 Vegan Kitchen has a streamlined and efficient supply chain management system,

ensuring fresh and high-quality ingredients for its menu.

Weaknesses:

 The limited menu options may lead to a lack of variety and a decrease in

customer retention.

 Vegan Kitchen has limited marketing and advertising efforts, resulting in low

brand awareness and fewer customers.

 The company relies heavily on a small number of suppliers, creating a risk of

supply chain disruptions.

Opportunities:

 There is an increasing demand for healthy and plant-based food options,

providing an opportunity for Vegan Kitchen to expand its customer base.

 Vegan Kitchen can explore new menu options and introduce innovative dishes to

attract more customers.

 The company can expand its geographical presence by opening new locations in

different areas.
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 Vegan Kitchen can develop a strong online presence and implement targeted

digital marketing strategies to increase brand awareness and attract more

customers.

 The company can partner with other businesses and organizations to promote its

brand and increase its market reach.

Threats:

 The food industry is highly competitive, with many established players and new

entrants constantly entering the market.

 Changes in consumer preferences or health trends could decrease demand for

plant-based food options.

 The company may face increased competition from other plant-based food

restaurants.

 The rising cost of ingredients and raw materials may negatively impact the

company's profitability.

 The global pandemic and economic uncertainties may negatively impact the food

industry and consumer spending.

External Environmental Analysis

For the external analysis, the ELDEST PIG framework will be utilized as an

external environmental analysis to help Vegan Kitchen understand the factors that

may affect its operations and performance. Vegan Kitchen needs to conduct this

analysis to inform its strategic decisions.

Economic: The economic impact of COVID-19 on the restaurant industry in the UK

should be considered. With lockdowns and restrictions on indoor dining, the

restaurant industry has been hit hard, and many establishments have been forced to
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close down or change their business models. Vegan Kitchen will need to assess the

economic climate and adjust its strategy accordingly to ensure financial sustainability.

Legal: Vegan Kitchen, as an employer in the UK, must comply with several

employment laws and regulations to protect the rights of its employees and avoid

legal risks. The relevant laws include the National Minimum Wage Act, the Working

Time Regulations, and anti-discrimination laws. Failure to comply with these laws

may result in legal action and negatively impact the well-being of employees.

Complying with these laws can contribute to a positive work environment and the

sustainability of the restaurant. They will also need to consider food safety regulations

and other legal requirements related to operating a restaurant in the UK.

Demographic: Vegan Kitchen will need to consider the demographics of its target

market and adjust its menu, pricing, and marketing strategy accordingly.

Environmental: Vegan Kitchen will need to assess its environmental impact and

implement sustainable practices, such as reducing waste and using locally-sourced

ingredients, to appeal to customers who prioritize environmentally-friendly practices.

Socio-cultural: Vegan Kitchen will need to consider the increasing popularity of

veganism and changing attitudes towards plant-based diets. They will also need to be

aware of any cultural factors that may impact their business, such as the diversity of

their customer base.

Technological: Vegan Kitchen will need to consider the impact of social media on its

marketing strategy and may need to invest in technology to enhance its customer

experience, such as offering online ordering and payment options.

Political: Vegan Kitchen will need to be aware of any policies or regulations that may

impact their business, such as taxes and labor laws. They may also need to consider

the impact of Brexit on their supply chain and logistics.

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International and Global: Vegan Kitchen will need to be aware of any global events

that may affect its business, such as the COVID-19 pandemic, and may need to adjust

its strategy accordingly to ensure long-term sustainability.

Competitor Analysis: In addition, competitor analysis will be conducted to examine

the strengths and weaknesses of other vegan restaurants in the area (Abba, 2021). This

will help identify any gaps in the market that Vegan Kitchen can exploit, as well as

potential areas for improvement.

Stakeholder Analysis: Stakeholder analysis will identify and prioritize the interests

and needs of relevant stakeholders, such as employees, customers, suppliers, and the

local community (Tillmann, 2016). Stakeholder analysis is essential for identifying

and understanding Vegan Kitchen's stakeholders. Stakeholders are people, groups, or

organizations that benefit or are affected by the Vegan Kitchen.

The power/interest matrix aids stakeholder analysis. It involves mapping

stakeholders by interest in the Vegan Kitchen's activities and power or influence over

the organization. This analysis determines stakeholder engagement and

communication needs (Almutairi et al., 2019).

Customers are an important stakeholder group for Vegan Kitchen. Since they

regularly use Vegan Kitchen, they have a vested interest in the business. Thus, the

Vegan Kitchen must satisfy customers.

Employees are another key Vegan Kitchen stakeholder. They care about the

Vegan Kitchen because their livelihoods depend on it. To maximize productivity,

employees must be well-paid, trained, and motivated.

Suppliers provide the Vegan Kitchen's raw materials and other inputs, making

them important stakeholders. A stable supply chain requires good supplier relations.
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Lastly, regulatory bodies such as the Health and Safety Executive (HSE) and

the Food Standards Agency (FSA) are also crucial stakeholders for the Vegan

Kitchen. Compliance with these bodies' regulations is critical to avoid fines and

reputational damage.

Industry Analysis

The competitiveness and allure of an industry can be assessed using Porter's

Five Forces framework. It considers five key factors: the threat of new entrants,

supplier bargaining power, buyer bargaining power, the threat of substitute products

or services, and competitive rivalry intensity (Omsa, 2021).

Threat of New Entrants: New vegan restaurants pose a moderate threat. The vegan

restaurant market is saturated despite low entry barriers like plant-based ingredients

and minimal regulations. New entrants may succeed if they can differentiate

themselves through unique offerings, branding, or location.

Bargaining Power of Suppliers: Vegan Kitchen suppliers have moderate bargaining

power. As plant-based food demand rises, suppliers may have more bargaining power.

Vegan Kitchen can work with suppliers or find other ingredients to address this.

Bargaining Power of Buyers: Vegan Kitchen buyers have moderate bargaining

power. Despite growing interest in plant-based foods, vegan and non-vegan

restaurants compete. Vegan Kitchen can attract customers by offering unique

products, marketing, and promotions.

Threat of Substitutes: Vegan Kitchen faces moderate substitutes. Eating at home or

ordering delivery are alternatives to dining out, but not vegan food. Vegan Kitchen

can stand out by offering a unique, high-quality dining experience.

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Rivalry among Competitors: Vegan restaurants are competitive. As more

restaurants enter the market, existing restaurants compete by offering unique offerings

and marketing strategies. Vegan Kitchen can compete by providing excellent food,

service, and a unique dining experience.

Human Resource Management Workforce Plan

The Vegan Kitchen needs a workforce plan that is tailored to its specific

requirements, as indicated by the results of the environmental analysis and the input

of relevant stakeholders. This strategy should be based on solid evidence and take into

account any applicable employment laws in the United Kingdom.

Workforce planning begins with identifying and recruiting people who have the

necessary expertise and experience for the business. For the most qualified applicants

to be chosen as quickly as possible, the hiring procedure needs to be streamlined

(Jaillet, Loke and Sim, 2021). The first step in developing a workforce strategy is to

determine what kinds of employees the company will need and what skills they'll

need to achieve its goals. To accomplish this, it will be necessary to conduct a

thorough evaluation of the current workforce to determine where there are skill,

knowledge, and experience gaps. With this information, the company can better plan

for hiring the right people to support its continued expansion (Inara Namaliyeva,

2015).

Vegan Kitchen needs to invest in its staff's professional growth to maximize

output and efficiency. As a result, current staff members will gain more marketable

skills and have more opportunities for career growth within the organization.

Fostering a positive work environment, encouraging teamwork, and recognizing and

rewarding exceptional performance are all ways to increase employee engagement

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and motivation. Taking these steps will increase employee satisfaction and help the

company compete for the best talent (Walters and Rodriguez, 2017).

Vegan Kitchen’s contracts and policies should be in line with the Equality Act

2010 and the National Minimum Wage Act 1998, among others, to reduce the

possibility of legal action being taken against the business. Moreover, the company

needs to protect its employees and meet regulatory requirements by enforcing a

stringent health and safety policy. The Equality Act 2010 is a relevant piece of

legislation in the United Kingdom because it prevents age, gender, race, religion, and

disability discrimination in the workplace. It is essential that the company has an

inclusive workplace culture and conducts a fair and objective hiring process (Knight,

2017).

The company should implement a flexible workforce model that permits

remote work and flexible scheduling in light of environmental analysis and

stakeholder feedback. Employees will be better able to maintain a healthy work-life

balance as a result, which should lead to higher levels of output and contentment on

the job (Davidescu et al., 2020).

The company should also have a succession plan in place to ensure that key

positions are filled in the event of unanticipated departures or retirements. This can be

accomplished in two ways: by cultivating existing employees or by seeking out and

hiring new talent (Maphisa, Zwane and Nyide, 2017).

The workforce plan should contain strategies for managing the workforce

effectively, such as performance management, employee engagement, and succession

planning. When it comes to managing employees' performances, a company can do

things like lay out what is expected of each worker, give them regular feedback on

how they're doing, and provide training and education to help them grow in their
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roles. This could make it more likely that workers are invested in the company's

success and motivated to make meaningful contributions to that growth (Rathnakara

and Arachchige, 2020).

To increase employee engagement, the company could foster a positive

company culture, offer opportunities for employee growth and development, and

recognize and reward employees for their contributions. Potentially, this would boost

morale and dedication to the company's mission among employees (Adrian Putra

Ariussanto et al., 2020).

The company should also have a strategy in place for succession planning.

This could entail identifying employees who have the potential to take on leadership

roles in the future and developing their skills to prepare them for those roles. The

company can ensure it has the long-term success, growth, and expansion it needs by

investing in the development of talented employees (Oluwaseun Oduwusi, 2018).

Furthermore, it is essential to have an open and transparent communication channel

with the workforce to ensure that they comprehend the company's goals and

objectives and how they can contribute to their achievement (Musheke and Phiri,

2021).

Conclusion

The Vegan Kitchen's HRM strategic plan incorporates stakeholder feedback

and environmental analysis. The plan aims to recruit and retain top talent, boost

productivity and engagement, comply with laws, adopt a flexible workforce model,

and create a succession plan. To achieve company goals, the plan starts with job roles

and responsibilities. Fairness and inclusivity are essential in company culture and

hiring. To increase productivity, the company should pay well and train employees.

Employee engagement, succession planning, and performance management are

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included. To ensure employees understand their goals and how they can help, the

company should communicate openly and transparently.

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