Human Resource Management UKCBC HND in Business Unit 21: Human Resource Management in Zara

Human Resource Management
UKCBC
HND in Business
Unit 21: Human Resource Management
July 2016
Table of Contents
Introduction......................................................................................................................................3
Task 01.............................................................................................................................................3
1.1 Distinguish between personnel management and human resource management..................3
1.2 How HRM functions help Zara in achieving its purposes................................................3
1.3 Evaluate the role and responsibilities of line managers in Zara...........................................3
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1.4 Analyze the impact of the legal and regulatory framework in human resource management
.....................................................................................................................................................4
Task 2...............................................................................................................................................4
2.1 Analyze the reasons for human resource planning in Zara..................................................4
2.2 Outline the stages involved in planning Human Resource Requirements.............................4
2.3 Compare the recruitment and selection process in Zara and Rupali Exchange...............4
2.4 Evaluate the effectiveness of the recruitment and selection techniques in Zara and Rupali
Exchange......................................................................................................................................4
Task 03.............................................................................................................................................5
3.1 Assess the link between motivational theory and reward at Zara........................................5
3.2 Evaluate the process of job evaluation and other factors determining pay at Zara..............5
3.3 Assess the effectiveness reward system Zara.......................................................................5
3.4 Examine the methods Zara uses to monitor employee performance..................................5
Task 4...............................................................................................................................................5
4.1 Identify the reasons for cessation of Faisal's employment contract with The Chicken
Master..........................................................................................................................................5
4.2 Describe the employment exit procedure used by The Chicken Master and Zara plc.......5
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangement in organizations like Chicken Master.....................................................................5
Conclusion.......................................................................................................................................5
References........................................................................................................................................5
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Introduction
Human resource management is main aspect in business. The key preparation of human resource
management is to gain insistent profit for the business by developing effective strategies for the
work services (Cooke, 2012). This report focuses on a number of human resource factors
focusing on two demanding organizations , provided name Zara, and Rupali Exchange. Zara is
a summit business garments business in UK, wherever Rupali Exchange is a little confidential
enterprise business . This assignment is grouped into four major tasks. Firstly, this report
distinguishes personal management with human resource by the human resource management
principles for achieving the Zara’s aspires. In addition, this part concentrates the purpose or
accountability of executives or the strength of legal or autocratic arrangement on human resource
management movements in Zara. Secondly, this note concentrates the reasons of human
resource training with procedures of set up human resource needs. Afterward, this part assesses
and contrasts the service or selection process in Zara with Rupali Exchange. Thirdly, this
assignment assesses the association between inspiring theory and reward at Zara. Subsequently,
this part evaluates the improvement of employment evaluation at Zara. Next, this part assesses
the effectiveness of reward systems at Zara or considers the procedures Zara concern to
monitor employees operate. Fourthly, this report distinguishes the reasons for termination service
contract in the Chicken Master. Finally, this report explains utilize opening events or considers
the strength of legal arrangement on staff cessation contract.
Task 01
1.1 Distinguish between personnel management and human resource management
PM HRM
PM believes the staff as effort for
achieving business aims.
HRM believes the staffs as expensive sources
for achieving business aims.
PM concentrates on staff pleasure,
separation of staffs, enlarged manufacture,
or schedule purposes.
HRM concentrates on the managerial
purposes, group job, society, staff
contribution, or planned purposes to assemble
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business objects.
PM is considered as the traditional human
resource management process.
HRM is measured as the present method of
managing the employees at places of works.
PM focuses on employee engagement and
relationship with the employers and
workplaces.
HRM focuses on employment or selection ,
training or improvement, employee
motivation and administration.
How personal management (PM) differ the HRM at Zara and Rupali Exchange
In, Rupali Exchange, equally PM and HRM are effective jointly as a section. According to
Rupali Exchange (2016), Rupali Exchange’s owner is responsible to commitment with every the
personal management and human resource management authority. All employee associated
objects including employee relationship, employment or selection, expense method, training and
improvement, and conflictions in Rupali Exchange are major by the owner of the organization.
There is no challenging between HR department and personal management department.
In Zara, HRM’s major duty is to recruit or select employee from several places and
environments. According to Zara Annual Report (2015), this staffs are motivated and
knowledgeable people from confined areas. Next, HRM is liable for instruction and development
of the staffs. Subsequently, HRM evaluates the proficiency or staffs activities or gain significant
authority. In contrast, personal management of Zara emphasizes on operating motives or acts
day by day company authority.
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1.2 How HRM functions help Zara in achieving its purposes
According to Meudell and Callen (2014) suggestions, human resource management principles
play significant role in achieving the roles of association including Zara. Human resource
management helps in several behaviors that are explained as hereunder:
Reward and incentives
According to Parry (2014) notes, recruiting effectual or proficient recompense as well as
motivation work is one of the main purposes of HRM. HR section of Zara has initiated
effectual encouragements or recompense activity for the staffs. Therefore, employees at Zara
are more encouraged or engaged in evaluate to the opponents. The elevated motivation or
preservation stage at Zara provides the business achievement with developed act (Zara
Annual Reports, 2015).
Recruitment and selection
As Parry (2014) notes, HRM’s major responsibility at Zara is recruit or select the right staffs for
the several areas on the right time. The methods of employment recruit the motivated or skillful
employee and give them inspiration. These methods motivate the employees of Zara.
Additionally, the employments methods are lower prices productive or period massive, which
keep an election for Zara Company.
According to Zara (2015), In contrast, the selection method at Gregg selects and recruits staffs
from educationally several places. Consequently, Zara can gain different details or exercises
and can gain sustainable aggressive regarding. Additionally, the measured recruitment or
selection helps Zara to reveal the motivated or knowledgably employees.
Motivation
According to Parry (2014), HRM’s major motive is to encourage the work forces at areas of
works. Zara’s HRM recruitment performs executes evaluation from timely and respects their
inspiration phase to their say. When it overlooks that the staffs are not motivated in several
methods, it contains significant authority or motivates the inspiration in all phase. Additionally,
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when any disagreement occur at Zara’s place of work, the HRM observes the aspects very
doubtfully, or companies the aspect stimulating or promote them to decide the agreements in on
kind way.
Communication and Engagement
According to Parry (2014) notes, HRM hit important role to the world to the employees to
enhance well-built relationship or unite them in the organization. Zara HRM communicate to
the staffs during different technique as well as increase better correlation or selection them in the
organization for extensive time. This better relationship or selection assists Zara to gain
improved proficiency and perform from its workers (Zara, 2016).
Training and development
The HR sector of Zara is accountable for training or improvement of its workers (Parry, 2014).
HR sections act examine or observe on the guidance or development desires on common base
and provide capable instruction as required. This is for the motive which staffs gain knowledge
or compliant on the Zara motives during this teaching or development. In addition, this teaching
or development actions at Zara continue to operate all over improved proficiency at place of
employment or distended in common organizational performances (Zara, 2016).
1.3 Evaluate the role and responsibilities of line managers in Zara and how it
supports human resource management functions
As Steven (2015) notes, managers are those who work in the concentrate of sector leaders or
employees in a management. The major responsibility of manager to communication the
important management about the performance of team helps note their activities this human
being. In addition, the responsibilities of managers are: 1) daily staffs’ company; 2) conducting
function operating cost; 3) giving technical ability; 4) employment section or schedules of a
company; 5) employment method organization; 6) brilliance assessment; 7) customer selling;
and assess working performance. The place of line managers in a service is illustrated in
summarize below:
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Diagram: Line manager position at organizations Source: Steven (2015)
In Zara, line managers knock important purpose in the accomplishment of employment. Firstly,
line executives at Zara give a large amount in the act or development of HR techniques or
methods. Next, lines managers assess or make sure person performance as well as give in
determining executes increase of individuals. This is the responsibility of Zara’s manager to
expand stronger relationship with the employees to increase their requirement, maintenance or
truthfulness and job satisfaction. If staffs at Zara’s rules are not satisfied with leaders, they are
de-motivated or overcome their inspiration to demonstrate better performance at work places.
The managers are also responsible for making staffs schedules, managing individual works,
conducting any confliction improved. If any workers supply unwell label or not present for
lengthy times, the leaders should proof the essential information and want to details the locale
leaders. Adding, leaders at Zara desire to confirmation the works of the staffs or need
reporting to the senior leader. In short, the manager at Zara is responsible to make safe or
hospitable place of works for the staffs, where the staffs ought to treat as the family workers
(Zara, 2016).
How line managers’ responsibility support HRM functions
Employee engagement
The method leaders obtain to manage their employees is the generally important matters in
employee selection. Leaders create the administrative development for their teams. If leaders
focus on their employees’ knowledge’s or maintain discharge contact, they are supplementary
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possible to unite or maintain their employees. Leaders who focus on the indifferent methods of
employee performance, micromanage their employee and search for to enhance their individual
situation will create disconnected or displeased employees. Human resources measure employee
selection all over evaluations; however appointment is created by leaders.
Performance appraisal
Although performance assessment techniques may be considered by human resource managers,
they are accomplished by leaders. Employees’ performance or behaviors are measured by
directly leaders. Answer is given in a conversation discussion among the employee or leader. For
reply to be capable, it must be spoken in an actual or logical process. If leaders’ explain impartial
or way the assessment as a mark group uses, the assessment method will lose trustworthiness.
Discipline employees
Guideline in workplaces begins when a leader starts his vision with his team. These visions may
be continued by methods or technologies created by the human resource subdivision.
Alternatively, the leader's reassurance to completing the rules is extra possible to manage
personnel performance and act than any flat worker conduct. If he conducts to get administrator
corrective act beside a team connect, his own act will be throwing back at him.
Performance related pay
When an employment has an act-associated distribute arrangement, the executive has an
significant purpose in determining if his instantly notes will get, with supreme skilful workers
obtaining extra enhance. Performance grading from leader can manage the amount of broaden
employees’ ordinary human resources. For an act-associated distribute method to be authentic, it
must be invented as lawful or article. Leaders need teaching to confirm that their gradings are
involved on purpose standard or are not unfair or prejudiced.
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1.4 Analyze the impact of the legal and regulatory framework in human resource
management
As Mathis and Jackson (2010) suggest, organizations' need to follow many legal or regulatory
framework. The major ones are assemblage as lining, employee regulations, worker
development, reward honors, employee protection or imbursement. This configuration is
illustrated in the stature below:
Diagram: Legal Framework in HRM Source: Mathis and Jackson (2010)
The legal and regulatory framework plays important role in the success of business human
resource management including Zara. The staffing related regulation such as Employment Act
2008 forces the Zara to strictly follows this act during the recruitment and selection process and
job termination process. The employee development related regulations such as National
Minimum Wage Act 1998 motivate the staff at workplace and retain them for long time basis.
The employee relation related act such as Race Related Act200 and Sex Discrimination Act 1997
ensures the workplace free from any kind of discrimination, which improve the employee
relations and improve the employee performance in the workplace. The compensation related
regulation such as Equal Pay Act 1970 ensures that the staffs are getting fair treatment from their
employees, which improve their motivation and performance. Finally, regulations related to
employee maintenance and welfare such as Contract Labor Act 1970 and Child Labor Act 1986
support both Zara and its workers to ensure capable workers.
The above mentions regulations affect the HRM of Zara in different ways. Firstly, HRM of Zara
needs to follow these legal and regulatory framework which take time and spend a huge amount
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of money. This is because Zara needs to implement its procedures and policies according to these
legal and regulatory framework. In addition, Zara needs to train and develop its employees on
these legal and regulatory issues which is cost effective and time consuming. On the other hand,
if the Zara fails to obey these legal and regulatory framework, it will may be the cause of big
financial and reputation damage for Zara. These may come from tribunal and business
stakeholders.
Task 2
2.1 Analyze the reasons for human resource planning in Zara
Human resource setting up presents to a process that assessment human resource need
systematically to explain a variety of staffs essential, aptitude necessary, flexibility essential.
There are a number of reasons of human resource training in association like Zara. First, human
resource research assists Zara to find out the essential quantity of staffs with aptitude or expert
necessary.
Second, it assists the organizations to use their resources proficiently or protect the employees to
improve protection. Third, human resource development concerns staff development or
improvement during instruction to improvement or are triumphant. Fourth, it helps organizations
to motivate the employees for disburse improvement, improved effectiveness, as well as support.
The human resource training process which can be occupied by organizations for example Zara
is illustrated in the stature below:
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Diagram: Human Resource Planning Process Source: Lecture Notes.
2.2 Outline the stages involved in planning Human Resource Requirements
Human resource training tenders to a process that assessment human resource need
systematically to explain a number of workers’ essential, aptitudes essential, flexibility needed.
According to Gallagher et al. (2013) suggestions, organization should follow six steps human
resource training process which is illustrated in the stature.
Analyzing organizational objectives
In the prime step, human resource training should examine executive substances, aims, and
responsibility or vision. In this pace, human resource executives complete either inner or outer
business examines using equipment for instance SWOT analysis, Porter Five Forces analysis
tool, PESTLE analysis (Gallagher et al., 2013).
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Diagram: HRM planning process Source: (Gallagher et al., 2013).
Analyzing the inventory of HR
In this stage, the company including Zara conduct an analysis on the inventory level of its human
resources. This stage the present number of employees, the motivation and the efficiency of the
staffs are analysed. This section also focuses on the staff engagement, their faithfulness and
defenses (Gallagher et al., 2013).
Forecasting
In this stage, organizations including Zara evaluate the supply and demand curve of its their
employees and human resources. The labor market and employment market are analyzed in this
stage. The financial and economic circumstance are also investigated here (Gallagher et al.,
2013).
Defining skills gaps
In this stage, the employers identify the skills gaps among their employees. This stage also
considered what kind of training and mentoring needs to overcome the skills gaps (Gallagher et
al., 2013).
Formulating action plan
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The effective and appropriate action plan is formulated in this stage. The action plans are based
on the outcome of the previous stages (Gallagher et al., 2013).
Monitoring, Control and Feedback
In the final stage, companies including Zara evaluate, monitor and control the action plans taken
in the previous stage. If its needs any improve, this stage take the required actions and
contingency plans (Gallagher et al., 2013).
2.3 Compare the recruitment and selection process in Zara and Rupali Exchange
Rupali Exchange recruitment and selection process
Rupali Exchange is a little private enterprise organization. It has only four staffs. Thus, it does
not require utilizing the difficult phases like Zara. When any employees permit Rupali Exchange,
it just apprises to its present employees and questions them to suggest their family members,
friends and relatives. In addition, the managers of Rupali Exchange apprises to the respectives
and consumers to suggest any workers who would like to labor for Rupali Exchange. When any
applicant comes, Rupali Exchange just has an official argument and questions the applicant to
work for two/three hours as experiment. If the applicants can prove superior act in the tryout
works of two/three hours, Rupali Exchange enlists the applicant and explains the terminologies
and situations (Rupali Exchange, 2016).
Zara recruitment and selection process
In the phase of the employ, exterior candidates are revealed by the business by achieving
employees for suggestion; advertising condition on internet of the business as well as advertising
work in periodical explained “The Appointment Journal” and so on. Additionally to these
recruitments, Zara would as well produce concern of the mutual media as well as online
statement medium to advertise for the challenging position available in the Zara (Zara Annual
Report, 2015) .
Depending upon the kind of work for that management wants to be finished there would be
dissimilar service as well as recruitment approach established by Zara or this is rather varied
from a quantity of the major organizations working in the company. There are two methods of
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service in Zara that are internal employment and exterior employment. The principal phase of
management, Zara would emerge in the available personnel maintain of the business in that work
would be developed on the intranet or employees in the business would be accessible the similar
capability to create in the business (Zara Annual Report, 2015).
2.4 Evaluate the effectiveness of the recruitment and selection techniques in Zara
and Rupali Exchange
The effectiveness of the recruitment and selection techniques in Zara and Rupali Exchange are
described below:
Effectiveness of Rupali Exchange recruitment and selection process
Advantages:
 The process is cheap or needs less times which do not strength on company production.
 The path is rapid or easy process, where probable candidate may be motivated to utilize
throughout this plain method.
Disadvantages:
 The worker incomes may be important as the community come from outside environment
may not be customized with the Ruplai Exchange’s company.
 The management process ends the diversity or a variety of particulars and knowledge which
may also create skilfulness needs.
 Rupali Exchange cannot monitor equally responsible or secure applicant very rapidly.
Effectiveness of Zara recruitment and selection process
Advantages:
 Throughout outside management process, Zara’s methods represent communal from racially
diverse backdrops which give different knowledge or perceptions to the Zara Company.
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 Interior methods of Zara’s management or recruitment motivate its present employees or
increase their maintenance and truthfulness phase. This process gives extend effectiveness or
performance at work places
Disadvantages
 The worker incomes all through outside management process may be important as the
communal come from external environment may not be customized with the Zara
Company.
 The external process is wide or complicated process, where possible candidate may be de-
motivated to utilize throughout this complicated process.
 The inner management process explains the diversity or different particulars as well as
knowledge which may also create capability breaks.
 External process is rented capable or phase devastating which strength on in overload of
company production.
Task 03
3.1 Assess the link between motivational theory and reward at Zara
Motivation is external and internal issues which inspire wish or power in public to be frequently
involved and dedicated to a work, function or topic, or to create an attempt to achieve an aim. In
contrast, prize is a money idea that revisits or give way from an asset is relative to hazard.
Therefore, shareholders will command a superior recompense where the hazard of failure is
bigger. There are two motivational theories. These are: Maslow’s theory and Hertzberg’s theory.
These are the mainly general applied theories in companies. Motivation is the major procedures
of an organization. Employee is governance by leaders. Leaders explain their control to the
employees. Leader needs the pleasure of employees. Human resource management is probable
for the accomplished and aggravated employees in the Zara Company.
Motivation is a hypothetical construct applied to explicate performance. It discusses the causes
for public’s needs, events and wants. Motivation can also be described as one's way to
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performance or what reasons an individual to desire to recur performance. In accordance with
Maher as well as Meyer.
Motivation is a statement which is element of the admired civilization as few other emotional
methods are. There are numerous kinds of motivational theories. Herzberg theory describes the
functioning atmosphere and the motivation stage of employees is described. Herzberg’s theory is
described into two factors: hygiene and motivator. There are numerous dissimilarities between
the Herzberg theory and Maslow theory.
The major differences is that Maslow is more explicit in case of classifying the regions of
human require and contains fewer actual regions. Herzberg is additional explicit in what
physiological and actual possessions must be current to create motivation . In addition,
Herzberg's final aim is for motivation to be the existing approach between persons, as
Maslow's major aim is for wants to be assembled so as to a person to expand in a healthy
psychological and substantial method.
Maslow's theory is frequently offered as a pyramid in five layers, with the lowest level being the
mainly vital of needs and the climax the maximum need. When the lowest has been pleased,
human beings will then require gaining the needs for example Food and shelter, safety,
communal needs, confidence, Self-fulfillment. Herzberg was a psychologist, and he separated
human needs into two sectors depend around job place sectors. The first he explained "hygiene
needs." These comprise Maslow's first three tiers, particularly disburse, and job safety and
functioning situations. He did not consider these sectors devoted employees.
Zara Company applied both Maslow and Hertzberg’s theory. It accomplishes the staffs’ primary
human needs. For example, security needs emotional needs, admiration needs, self actualization
etc.
Zara supplies numerous types of awards to the employees. They also give sick expense,
reduction, public holiday, special act, paid sever etc.
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3.2 Evaluate the process of job evaluation and other factors determining pay at
Zara.
Job evaluation process at Zara
Zara applied different process for job evaluation in its workplaces. First of all, it describes the
dimension as well as values of works done by the staffs. This process is considered effective to
make a good relation with the employees. The outcome of this process help the management to
take effective planning in arrangement and management of activities and employee relationship
in the workplace. In addition, Zara applies work assessment procedures in a systematic way
understand the employee needs, the reasons of work assessment and their needs. The HR
manager involves in this process to evaluate the outcome of this process. In the next step, Zara
focuses on individual work in very section to assess them and to examine them focusing on the
organizational goals and objectives. Then, the HR managers find out the appropriate techniques
to improve the employee performance and work productivity. In this case, Zara applies mix of
non-analytical and analytical methods. As analytical method, it applies factor comparison,
proprietary brands, point rating, etc. In case of non-analytical method, it applies paired
comparison, job ranking, and job classification (Zara Annual Report, 2015).
Other factors determining pay
Employee performance
The employee performance vary from staff to staff. Companies provide rewards and incentives
to the staffs who perform well in the workplace. This means employee performance impact on
the pay determination by the company.
Skill and experiences
The roles and responsibilities of employees in the workplaces depend on their skills and
experiences. The skilled and experienced employees get higher positions and higher
wages/salaries.
Senior position
The senior management people get higher salaries than the frontline staffs or team members.
This means the seniority in the workplace impact on the pay determination.
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Company profitability
When the company gains higher profits, it decides to get higher salary/wages to its employees. In
other word, when business is down, it decides to cut wages/salaries and fire the staffs.
3.3 Assess in different contexts (for e.g. attracting talent, retention, motivation) how
effective is the reward systems at Zara
A reward is receiving incredible superior for liability a given work. It needs someone who has
the influence to provide the excellent object. It is the reverse of retribution. There are two kinds
of rewards. These are: Financial and Non-financial. Advantages, income, plus, wage, revenue
share, payment are the most significant factors of economic rewards. On the other hand, non-
financial parts are progression, stretchy working schedules, public holiday, take a trip, teaching,
motivation etc (Mullins, 2014).
Zara provide different kinds of recompenses to its employees. The regular for front line staffs at
Zara’s business salary give out 5-6 week paid holiday in a year. 26 weeks paternity or 4 weeks
paternity salary holiday, sick recompense, 50% staffs decrease on Zara’s possessions, salary
collection holiday, best worker award, encouragement, dine/lunch gatherings, lithe operation
periods, and so on. In differences with applicants, Zara has distended employee preservation or
a small profit that minimizes Zara’s operation costs. Zara has gained improved effectiveness
which maintains to gather managerial goals or objectives. Briefly, salaries provided by Zara are
supportive for either Zara or its staffs, or to enlarge effectiveness or wealth (Zara Annual
Report, 2015).
Attracting talent
The beyond explained rewards given by Zara to its staffs assist the organization to be a focus for
capacity from racially various environments. The more smart rewards are supplied by the Zara,
the more skills will be concerned towards Zara. Thus, Zara is conference to supply more smart
rewards to draw accomplished and knowledgeable individual from customers and outside
environment.
Retention
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As Mullins (2014) notes, smart compensation methods assist the companies to maintain their
employees for long time. In Zara, it has been capable to give smart rewards and maintain the
workers.
Motivation
Mullins (2014) stated that, smart rewards plans in companies inspire the staffs at job places. In
Zara, staffs are provoked because of its smart rewards supplied. Thus, staffs are dedicated and
committed in workplace and give better production and act.
3.4 Examine the methods Zara uses to monitor employee performance.
There are an amount of methods that are used by Zara to monitor their employees’
performances. Zara uses assessment and reply to examine their employees’ performance. In this
method Zara works a important person to vision the agreement of the staff; consequently this
person supplies plain reaction. By observing and supplying reply Zara can provide the right
figure to the employees of what is probable from them.
Diagram: Performance Management process at Zara Source: Lecture Notes.
Specify relevant aspects of performance
Mullins and Laurie (2016) noted that, evaluation or observing the employees’ works is one of the
efficient methods of observing staff work In Zara, the manager or officer overlook the staff
works for a helpful time.
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Provide performance feedback
Lastly, the administrator at Zara’s announcement on the personnel performance to the senior
manager. The elder manager or worried get necessary action as essential relied on the news
supplied by the leaders (Zara, 2016).
Problem solving and rewards
Provokes and awards at Zara differ relying on the presentation, location, and working schedules,
and maintenance stage. For example, the employees who work more than five years will achieve
five weeks, and lest less than five years the salaried feast will be four weeks (Zara Annual
Report, 2015).
Appraise performance
In the next phase, Zara supplies self-administration equipment to the staffs to confirm or
pursue their acts. Applying these equipment staffs at Zara can ensure whether they gathering the
plan supplied or commerce functions (Zara, 2016).
Review work progress
The third process of conducting performance at Zara is to re-assess the employee job process on
regular base.
Other performance management methods applied by Zara
Presentation assessment: Presentation assessment is other technique that applied by Zara to
conclude the real work act of a staff alongside selected presentation principles. In Zara staffs’
are conference to converse about their presentation to recognize power or fault, as well as to
make a arrangement how to develop faults or maximize powers.
360 degree appraisal method: Zara also applies a technique recognized as "360-degree
appraisal". In this technique every Zara’s shareholders assess a staff’s presentation or provide
them response. Such as, a director of one section obtains response from their executive from
human resource section or their group (Zara Annual Report, 2015).
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Task 4
4.1 Identify the reasons for termination of Faisal's employment contract with The
Chicken Master and generally explain other reasons for cessation of employment
Faisal at Chicken Master was fired on account of poor performance as well as misconduct. The
first cause is the poor performance of Faisal in the workplace. He was actually hired to improve
the performance of Chicken Master but he could not improve rather the performance was more
down. Chicken Master tried to train and coach him but he did not improve. The workplace was
to dirty, the kitchen was not clean and tidy, the food was not prepared maintaining the health and
safety policies. The second cause is Faisal was not allowed to use the prosperity of Chicken
Master but he did. He used Chicken Master Personal Computer for watching pornography, for
emailing to his wife, for working for his daughter homework, for designing his personal
business, etc. Thus, the authority, Mr. Bob, of Chicken Master decided to terminated his job.
Other reasons for cessation of employment
Gallangher et al. (2011) noted that, in usual worker’s work can be completed for a quantity of
reasons in companies including "The Chicken Master" or "Zara” that are explained as below:
 Voluntary retirement
As to Gallangher et al (2011) notes, one person staff in Chicken Master can control to go for
controlled withdrawal. In this case, the worker gets all benefits divided by the company.
 Layoff
Company may front mortalities or troubles to accessible in the violent market. In this phrase,
company may prefer to shut the shop. Therefore, organizations needs terminating the works of
the staffs in legalized approach (Gallangher et al., 2011).
 End of contract
As Gallangher et al (2011) states, association like Chicken Master can achieve working service
of staff, where the contract is completed.
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4.2 Describe the employment exit procedure used by The Chicken Master and Zara
plc
Zara’s exit procedure
Zara follows a number of steps in its exit procedures. When it decides to terminate a staff job,
first it consult with the staff and give notice for a certain time periods for improvement. This is
the first step. When the certain time finished and the staff cannot improve as the company
expectations, the Zara have second meeting and give again a certain time for improvement. This
is second stage. When the second stage finish and the staff cannot improvement to the
satisfactory level, then Zara goes in the final and third stage and give the final warning through
letters and give certain time to improve the performance. If the staff fails to improve within this
certain time, then Zara decides to terminate the jobs.
On the other hand, if any staff want to terminate the job by himself/herself, the staff should
follows the company procedures and should follow the company policies. Following the
company policy, the staff should inform to the line mangers before a certain time and should
give the written resignation letter.
Chicken Master's exit procedure
Chicken Master applies two steps process to terminate jobs a staff. In the first step, Chicken
Master finds out the causes of job terminations and then inform to the staff giving a certain time
to improve. By this time Chicken Master provides coaching and training to improve the staff
performance. In the second stage, when the staffs fail to meet the company expectations and do
not improve, the Chicken Master decides to terminate the jobs. On the other hand, what is the
termination process if the staffs want to leave the job by themselves, there is no specific direction
in the case scenario given in the questions papers.
4.3 Consider the impact of the legal and regulatory framework on employment
cessation arrangement in organizations like Chicken Master
There are several legal and regulatory frameworks in UK related to employment cessation in
organizations. Organizations including Chicken Master needs to get understanding and
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knowledge on these regulations and have apply appropriately in the workplace in case of
employment arrangement. Three key legal and regulatory frameworks are outlined here with
their effectiveness in employment cessation arrangement in Chicken Master.
Employment Rights Act 1996
Under this law staffs regarding Chicken Master is accountable to make sure worker rights when
it regulates to finish one's work. As Blackwood (2014) notes, the two examples supplied outside
explains which economic expulsion of the employees is possible yet instead of the ease of access
of the instruction rules business want to place by the rules controlled for the execution of the
employees. Chicken Master strictly follows the Employment Rights Act 1996 in recruitment and
selection process and in terminating jobs of any staffs. In addition, Chicken Master follows this
act in rewarding and employee rights, organizational behavior and workplace.
Working Time Regulations 1998
Below this perform companies are clear to bound functioning period or another essential needs.
Staffs are allowed to least four weeks waged holidays. Companies must make sure of sufficient
relax or free time to the companies. After that, companies must make sure equilibrium among
existence or job in conjunction with mental and substantial health and security. After providing
the facilities and privileges if any employees not pass to remain their promise with the
companies, companies have right to keep them or procedure service ends (Timothy Russell,
2015).
National Minimum Wage Act 1998
Below this proceed; companies have option to obtain as a minimum salary from the companies.
Companies are leap to give as a minimum salary set by the administration. If companies not pass
to disburse the least salary, they can get help from the courtyard, where court may fine to the
companies of large quantity. In contrast, after paying basic wages pursuing this proceed, if any
employee maintains or charge the companies, companies have option to keep them or get deed
alongside the staffs throughout service terminations (Timothy Russell, 2015).
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Conclusion
In a nutshell, this report differentiates personal management with human resource alongside the
human resource management functions for achieving the Zara’s objects. Additionally, this
report highlights the role or responsibility of managers and the strength of legal and regulatory
arrangement on human resource management movements in Zara. The subsequently part of
this report highlights the reasons of human resource training with strategies of training HR
wants. Next, this section differences or evaluates the service or collection process in Zara
with Rupali Exchange. The third section of these labor asses the link between inspiring theory
and reward at Zara. Afterward, this section evaluates the process of labor evaluation at Zara.
Followed by, this part assess the effectiveness of reward systems at Zara. Zara use to
monitor employee perform. The fourth section recognizes the reasons for termination service
contract. Lastly, this part shows occupy opening proceedings or considers the strength of legal
arrangement on worker cessation disagreement.
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