Managing HRM Policies and Grievances in Tyrone Superstores Ltd

This report discusses the importance of robust HRM policies and their link to HRM strategy in Tyrone Superstores Ltd. It also explores the use of different employment contracts and how the company manages grievance and disciplinary issues.

Report Writing

Table of Contents
INTRODUCTION.......................................................................................................................................3
Organization needs robust and progressive HRM Policies and how they are linked to HRM strategy....3
Use of typical employment contract with their benefits and disadvantages.............................................4
How company manages grievance and disciplinary issues......................................................................5
CONCLUSION...........................................................................................................................................6
REFERENCES............................................................................................................................................7

INTRODUCTION
Business management refers to a discipline that constituted planning, organizing,
analyzing the different types of the operations that is done in the organization. All these
programs help in understanding the fundamental skills that is essential to efficiently manage or
run an enterprise. This report is based on the Tyrone superstores Ltd that is one of the prominent
food superstore in UK. It has currently 14 stores where more than thousands of employees are
working. This report is based on real life approached that is used in the business to engage,
attract, deploy and retain people that help in achieving the organization and gain the sustainable
competitive advantage. It includes HRM strategy that is need by an organization to robust and
progressive policies. After, it shows the employment contract that is used in the company for
their employees and employers. It also explains how a company can manage grievance and
disciplinary issues to manage their performance an morale in the workplace(Polonsky and
Waller, 2018).
Organization needs robust and progressive HRM Policies and how they are linked to HRM
strategy
HR Policies refers to principles that conduct rules and regulation which regulate the
whole organization and relationship with employees. In this top manager can set rules and
regulation for the shop level employees so that task can be accomplished in a specified time
period. There are various types of HRM policies that robust the needs of the organization. There
are various HRM policies that are linked to HRM strategies including training and development
and employment engagement. It can be explained below.
 Recruiting and hiring policy- It refers to the policy which shows the statement of how a
company can hire a candidate within a organization to fill the vacant job. In Tyrone
superstore manager need to hire a shop floor candidate who are skilled and have a enough
knowledge about how to handle the customers. In this they also provide training and
development session to give them more knowledge about the activities they perform. By
providing training employees are more encourages to do a work with efficiently and
effectively that gives the robust results to the company and enhances its revenues. These
shop floor employees can attract many customers and maintains a good relation with
them so that they feel comfortable to buy the products from them. It also don by the

employee engagement in the firm because of this there is no conflicts arise(Trevino and
Nelson, 2016).
 Salary and bonuses – It is the HRM policies that are related to the employees. By giving
the salary and bonus to their employee enhance the company image and its profits. In
Tyrone superstore, they face the problem related to employee turnover because the
employees will not get the salary on time and there are unsocial hours of works. To
reduce this problem organization follow a culture related to employee engagement where
every staff members relations are good this activities helps in earning the profits and
enhance the profits of the firm. they adopted the policy related to national minimum wage
where they equally pay to their employees according to their work, and provide a regular
and flexible working hours. All this helps in maintaining the relations and improves the
performance of every individual in the enterprise.
 Effective working culture - It is an effective policy that is taken by every organization
for enhancing their productiveness and image in the market place. In Tyrone superstore,
manager can use friendly and flexible culture in their working place and motivates them
to work their best. In this they maintain the employee relations and timely providing the
training and development session so that they cannot face any issue related to this. By
employee engagement there is reduction in employee turnover and improves the
individual performance of working. This HR policy is linked with the strategy of human
resources manager that is connected with productive outcomes. This helps in robust the
whole organization by properly manages the work(Verma, 2017).
Use of typical employment contract with their benefits and disadvantages
 Zero Hours - It refers to a contract that is used by the organization where an employer
does not provide the regular work to their employee. They get the work on the call basis
and when there is more work load. In this a person can sign an agreement and according
to that they will available for work when required without any working hours for works
are specified. This contract is grown in UK in recent some years in superstores, hotels,
catering etc. In this can be done in the national minimum wage act 1998. Tyrone
superstore is used this type of employee contract when there is a season and have work
load. It contains benefits and drawbacks for both employee and an employer(Mehta and
Chugan, 2015).

o Advantage
For employers- the major benefit of zero hours contract is that it helps in dealing
the unforeseen event. For example – if there is increase in demand in the outlet
manager of Tyrone superstore manages their work very smoothly by hiring on the
basis of this contact.
For employees– It is beneficial for the workers also as they provide flexibility
and also give them an opportunity to work without having and signing any
commitments. It is beneficial for the interns who work in Tyrone superstore that
they have no commitments regarding the work also they get many opportunities.
o Disadvantage
for employers - the main drawback for them is to convince the employees for
work on urgent basis. In Tyrone superstore, it is the main problem that is faced by
the employers.
For employees- Unpredictable hours are the major drawback for employees in
this manager calls them on last minute that is for ideal for everyday.
 Part time – It refers to the contract in the form of employment that only carries fewer
hours of work than a full time work. In this they work only for 30-35 hours in a week. In
context of Tyrone superstore, they mainly depend on the part-time workers where female
and casual workers are working in a shop floor levels. It contains some benefits and
drawbacks for both employee and employer that can be following.
o Advantage
For employee- It helps in managing their work life with their personal life. It is
beneficial for women and students. For Tyrone superstore , manager can hire
women’s and students who need the job and give their best(Abdul‐Halim and et.
al., 2016).
For employer – it helps in cover the urgent periods efficiently and balances the
work life for the employers. In Tyrone superstore that mainly hire for part-time
jobs to women and college students that helps in efficiently complete their work.
o Disadvantage

For employee – the main disadvantage for the employees by this contract is that it
negatively affects their income and advancement. In Tyrone superstore it can
majorly affect their part time employees’ salary.
For employer – they may face the problem related ti under staffing at a times. In
Tyrone superstore, manager can find this problem when the work load is more.
 Term time working – It refers to that arrangement of work when a person take a contract
to work in a firm for a particular year or a number of weeks either on full time or part-
time basis. In Tyrone superstore, this type of contract is used for experienced one so that
they earns high profits(Paauwe and Boon, 2018).
o Advantage
For employee – it helps in increases the employee morale and productivity of
work because in this they get the contract froms the firm.
For employer - it helps in reducing the employee turnover this will helps in
eliminating the cost for hiring a new employee in the Tyrone superstore.
o Disadvantage
For employee – sometimes it will affect the employee’s carrier and their relations
with other staff members.
For employer – by using this contract it is very difficult for the employers to
scheduling the meetings and coordination the project with their staff members in
the organization.
How company manages grievance and disciplinary issues
Grievance refers to the dissatisfaction and injustice feeling of and employee in the
organization at the time of working. For this they file a complaint and formally presented to the
top level managers. Disciplinary issue refers to the management complaint against their
employee. In Tyrone superstore, employees feels that their grievances are not taking seriously
and because of this they feel demotivated and leave the organization. in this company all the
grievances are seen by the store manager. To reduce and manage this problem company can
undertake some measures that helps in managing this issues that can be follow(Chowhan, 2016).
 To manage the issue related to grievance and disciplinary it is must to communicate
properly in the working place. for this both manager and employee can communicate

each other by copying, posting and noted in the employee handbook(Wood, Saundry and
Latreille, 2017).
 Verbal counseling is the main source to manage and organize the issue in the business
enterprise. In this an experienced person can ask the problem to the candidate who face
the issue and than that experienced man take the responsibility to solve the problem
related to them. It can boost the employee morale. It also shows the fair decisions this
will reduce the turnover and increase the performance of an employees within the
working environment(Cooke, Xie and Duan 2016).
 Taking an exit interview- in this human resource manager can take a exit interview when
their leave the organization. It is an type of feedback when one employee can leave the
job. In this they generally ask the question related to leaving their job and weakness of
the organization so that in future they can improve it. This helps in improving the
employee morale and merely helps in handling all the problems related to the grievances.
It is an important activity that a HR of a company can do(De Cuyper and Isaksson, 2017).
 Observation- It is the best way to manage the grievances in the working environment of
the organization. in this top authority focuses on the employee behavior. In Tyrone
superstore, manager need to focus on this to reduce the problem related to the
disciplinary and grievance issue. It helps in knowing the pulse of the employees and
provides the various clues about the actions and behavior towards their managers and the
subordinates.
 GRIP box- It is the prominent way to reduce the issue related to the grievance and
disciplinary by placing the suggestion box where employees who face any issue can drop
their message and this message is sent to the top authority. In Tyrone superstore, manager
can place the box where the workers are working so that if they face any problem that can
write their problem and delivers it to the managers(Morgenroth, 2018).
CONCLUSION
From the above mentioned report it should be concluded that managing the business
activities is very important for the organization to be successful. In this a firm needs to organize,
manage and control all the activities in the company so that they will earn more and more profits
and it also enhanced the productivity and proficiency. This report explains the HRM policies that

are interlinked with strategy of human resource management. It also gives the employee contract
like zero hours, part-time work etc. that helps in understanding the type of employee and
employers. At last it shows the managing grievances and disciplinary issues that help in
maintaining the productivity and proficiency of the company. It also retains, encourages and
motivates employees for good working so that the firm will achieve its task and enhances their
profits and revenues.

REFERENCES
Books & Journal
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effects of HRM strategy on HR labour costs. Canadian Journal of Administrative
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Cooke, F.L., Xie, Y. and Duan, H., 2016. Workers’ grievances and resolution mechanisms in
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De Cuyper, N. and Isaksson, K., 2017. Employment contracts and well-being among European
workers. Routledge.
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Morgenroth, S., 2018. Employment Contracts and Further Legal Sources. In Key aspects of
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Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human resource
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Polonsky, M.J. and Waller, D.S., 2018. Designing and managing a research project: A business
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Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to do
it right. John Wiley & Sons.
Verma, A., 2017. What do unions do to the workplace? Union effects on management and HRM
policies. In What Do Unions Do? (pp. 275-311). Routledge.
Wood, S., Saundry, R. and Latreille, P., 2017. The management of discipline and grievances in
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