Strategic Human Resource Management

This assignment delves into the field of strategic human resource management (HRM). It requires students to analyze scholarly resources, including books and journal articles, focusing on the evolving nature of HRM research, best practices, and their influence on organizational success. Key themes include aligning HRM with business strategy, the impact of HRM on employee performance and retention, and emerging trends in the field.

Running head: HUMAN RESOURCE MANAGEMENT
1
HUMAN RESOURCE MANAGEMENT

Table of Contents
Introduction:.........................................................................................................................................4
Task 1:..................................................................................................................................................5
1.1.Differentiate between personnel management and human resource management giving
examples in two suitable organizations...............................................................................................5
1.2. Assess how human resource management functions help your chosen organization in achieving
its purpose............................................................................................................................................7
1.3. Evaluate the role and responsibilities of line managers in your organization or familiar
organization and how it supports human resource management functions.........................................8
1.4. Analyze how legal and regulatory framework impact on human resource management.............8
Task 2...................................................................................................................................................9
2.1 Analyze the reasons for human resource planning........................................................................9
2.2 Outline the stages involved in planning human resource requirements.......................................10
2.3 Compare the current recruitment and selection process in the organization with another
organization you recommending........................................................................................................12
2.4 Evaluate the effectiveness of the organization recruitment and selection techniques with another
organization you recommending........................................................................................................13
Task 3.................................................................................................................................................14
3.1 Find the connection between rewards at ASDA and motivational theory, the answer must show
the link that connects the two.............................................................................................................14
3.2 Evaluate the process of job evaluation and other factor deterring pay at ASDA........................15

3.3 What is the different context used for making the reward system effective by ASDA?.............17
3.4 Examine the methods ASDA or your chosen organization use to monitor employee
performance.......................................................................................................................................18
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:...................................................19
4.2 Define the employment exit procedure that is practiced by the Chicken Master........................21
4.3 What is the impact of the legal and regulatory framework on employee cessation procedure of
The Chicken Master?.........................................................................................................................21
Conclusion:........................................................................................................................................22
Reference list:....................................................................................................................................24

Introduction:
The report has exhibited an understanding about the differences between the human
resource management and personnel management with an identification of the environment for the
employees. It has chalked out the various things like the status of the HR and its personnel
department, a view about the departments with glancing to the clues like control practices, policies
and reward as well.
Moreover, the company has been identified in terms of its familiarity with some substantial
answers such as the goal of life, primary motivation and many more. Different mechanisms with an
understanding have been attained where identification of cessations have also been achieved.

Task 1:
Differentiate between personnel management and human resource management giving
examples in two suitable organizations.
Examples in two organizations: 1- HRM Asda 2-PM Caffe Anglais
According to the task requirements in the following paragraph will compare Human
Resurce Management as example Asda with Personnel Management as example Caffe Anglais.
As stated by Bratton and Gold (2012), the decision and the actions of management has a
direct impact on employees. It has been found that the employees are influenced or motivated by
the management decisions. The human resource management is considered as a part of the
organization. The basic activities of the human resource management are to manage the employees
to increase the productivity and efficiency.
The human resource department has different activities to manage the work place such as
recruitment, employee management, and employee motivation and employee termination. As stated
by Jiang et al. (2012, p.1265), Human resource management has implemented the strategy to
manage the effective use of the employee to achieve the goal of the organization. Kim (2012,
p.258) stated that human resource management has implemented effective recruitment and
selection process to recruit the employee. Human resource is proactive (make things to happen)
strategic (long term plan), incorporate personnel management tasks, is like a power , they follow
the scheme Policy-Rule-Action. The goal of HR is to maximize the employees level of efficiency.
In Asda, HRM is responsible for selection, effective recruitment, development, compensation.
Along with this, they are resource centered , do planning and monitoring so that an effective team
can be build in the organization. Further, they have to take some decisions like how many workers
are required, when we need new employees in the firm, why we need human resource and so on.
Personnel management is mainly reactive , traditional and routine, independent function of
an organization. Individuals are focus on their skills and knowledge so that they will be able to
provide quality services to their customers.

It can be well argued that personnel management is a part of human resource management.
Personnel management is an administrative functions of a company.
Caffe Anglais can be the best example for PM as it is the small family business where the
manager interacts with their employees so that they improve their relations with their subordinate.
Along with this, they are focuses on the individual needs and their potential so that quality services
can be ensured to the service users. Dealing with payroll, in accordance with employment law, and
handling related tasks.
In personnel management, employees should know time management strategies and
planning tactics so that they will be able to take effective decisions. Through this approach, workers
can manage their own activities in order to improve their own growth. On the other hand, HR
manager is the one who manage all the staff members. He can also conduct training and
development programs in the firm so that workers will be able to improve their core competencies.
From the above, it is quite clear that human resource management and personnel management are
completely different from each other.
On another hand, personnel management is acted as more administrative way. The main aim
of the personnel management is to maintain the communication between the management and
staffs. The personnel management basically deals with the employees about the payroll,
employment law and handling related tasks. As argued by Nica(2012, p.201), the activity of the
personnel management is very workforce centered whereas human resource works as a
management. The personnel management cannot identify the interest of the management. However,
focus of human resource management is on requirement and potentials of workforce.
1.2. Assess how human resource management functions help your chosen organization in
achieving its purpose.
The human resource management has divided the activities in different segment such as
recruitment process and employee management operation (Kaufman, 2012, p.61). ASDA has
conducted several operationswith the help of their Human resource management team that
consisted of:
 Recruitment management

 Employee management
 Shift management
 Attendance management
 Leave management and
 Payroll management
It has been noticed that the entire employee operation and performance of ASDA is
depending on the activities of the human resource management. In recruitment process, they have
undertaken operation in interviewing the job seekers and recruited them in the organization so that
they recruit talented people who are suitable for the job. After the recruitment process, human
resource management assigns the new joinee in different designations where line managers work
with the aim of managing employees. The human resource management has developed shift
management and payroll management to manage the employees in the organization (Muethel et al.
2012, p.526). They implemented training session to develop skill of each employee so that they will
be able to offer quality services to the customers. Through this, organization will be able to create a
strong base of consumers. On the other hand, human resource management has implemented the
employee motivational strategy to increase the employee performance and efficiency. Apart from
that, human resource management has implemented the flexible shifting strategy to provide the
employee satisfaction. And henceforth they remain geared up for serving the retail industry in every
possible ways with the sole intention of getting the best outcome in terms of revenue generation.
1.3. Evaluate the role and responsibilities of line managers in your organization or familiar
organization and how it supports human resource management functions.
As stated by Nica (2012, p.198), the ASDA have recruited the line managers whose role is
to look after the issues of the employees. Alike to HRM, the responsibility of the line managers is
to communicate between the employees and higher level managers. There are some of the
responsibilities of the line manager such as people management, managing operational cost,
providing technical expertise, organizational work allocation, monitoring work process and
checking quality and dealing with customers. Line manager can also provide opportunities to their
staff members by providing them training and development so they can enhance their core

competencies and offer quality services to their customers. They can encourage their workers by
involving them into decision making process and give them opportunity to put their ideas infront of
the top management. Along with this,the manager can take reviews from their staff members for
improving the performance. Some of the functions of the HR manager are recruitment, selection,
employee relation, training and development and so on. Line manager support all the activities that
are performed by the HR manager so that overall performance can be improved. They are one who
select the criteria for selecting and people and how training programs should be conducted in the
enterprise.
1.4. Analyze how legal and regulatory framework impact on human resource management.
It has been observed that popular retail organization ASDA has followed the employee
legislation for managing the employees. As stated by Banfield and Kay (2012), the employee
legislation is a piece of legislation which was developed by the government to protect the
employees rights at the work place. It has been found that human resource management of ASDA
has followed the Employment Relation Acts of 1999 and 2003 to protect the employees from any
kind of risk (Griffin and Pustay, 2012). On the other hand the human resource management has
followed the Sex Discrimination Act 1975 to protect the employees against the gender
discrimination. The human resource management has followed the Equal Pay Act 1970 to maintain
the same pay structure among the same team members (Flamholtz, 2012). The Disability
Discrimination Act 1995 and 2005 has been put into effect for prohibiting discriminations on
disability for accessing facilities, public good as well as services from the different arenas. The
Equality Act 2010 strengthens and simplifies the current legislation with an intention of protecting
individuals from any means of unfair treatment and thereafter promotes an equal and fair society.
The enterprise should follow these legislative rules and regulations so that they can ensure the safe
and healthy environment to their employees. The HR manager has to follow these acts along with
their own policies so that their growth can be improved.
 Training : If the proper training will be provided to the employees then it will be helpful for
them to develop and grow more.
 Monitoring, recruitment and selection : It is necessary to monitor the performance of
employees so as to keep them motivated. ASDA should also maintain proper process of
recruitment and selection for hiring of effective workforce.

 Legal requirement : Equality should be practiced in the organization so that every
employee should be able to have equal rights according to their needs and managers should
be trained for the giving the legal requirements to the employees.
The manager has to ensure equality to their workers by providing them appropriate training
and development at the workplace. Through this, motivation can be increased among all the
employees. Apart from this, manager has to monitor the recruitment and selection procedure that is
conducted by ASDA. The selection and recruitment process should be based on all the laws such as
equal pay act, 1970 and disability discrimination act, 1995. The process of the recruitment should
be same for all candidates who appear for the interview.
Task 2
2.1 Analyze the reasons for human resource planning
For analysing the topic let us first start with the definition of Human Resource Planning. It
is defined as a procedure which will be identifying the future as well as the current needs of human
resource to achieve its several goals. Human Resource Planning will be responding to the
significance of the strategies of business resources and planning as well for ensuring the supply and
accessibility of manforce number and their quality (Brewster and Mayrhofer, 2012). HRP will be
acting as a link relating both the complete strategic plan and HRM of an organization.
Planning of Human Resource:
It will be assessing the needs of future and current requirement of the organization so as to
find the total count of workers having the right skill, working at the right place and are present at
the right time so as to help the company in meeting with their right objectives and aims (Hendry,
2012).
Stages for planning workforce:
 The different stages included in planning of workforce include:
 Auditing the current number of staffs
 Analysis of the future number of workforce

 Identification of any kinds of skill gaps
 Implementation of the strategies for elimination of any gaps
2.2 Outline the stages involved in planning human resource requirements
Planning for human resource revolves making an assessment of the future and the current
needs of the labour of some organization to receive the following information:
 The actual count of workers
 Right skill
 Right place
 Right time
And this will be helping the human resource team in meeting all the objectives as well as
their aims.
Planning of Human Resource:
 HRP moves with a planning detailing the following things:
 For making an increment to the business volume
 Alterations to the required sets of skill
 Employee turnover
 Controlling of labour cost
The Benefits of Human Resource:
The several advantages include:
 Creation of talent team
 Preparation of a team for future use

 Contraction or expansion
 Cost cutting
 Succession planning
The planning process of human resource:
An organization is required to make a proper planning of human resource so that they can
ably meet all the business objectives with a gain to the competitive advantages of the competitors
The HRP will be making a comparison of the organization’s present status with that of the future
goals
Next it will be identifying the modifications and changes that are needed to be fetched so
that it can be meeting all the goals of the HRM
The different stages included in workforce planning initiates with auditing the current status
of workforce with analysis as its second stage. Here the future strength of the staff will be
determined with both the supply as well as the demand of the labour supply. Next it will be
identification of any kinds of gaps with the proper implementation of strategies in order to cut off
any kind of gaps (Armstrong and Taylor, 2014). The current workforce can be assessed with the
total number of employees in a functional area such as in human resource, finance, sales or
operations marketing. Next the abilities and skills get analysed wit roles and tasks getting
performed as per needed.
2.3 Compare the current recruitment and selection process in the organization with another
organization you recommending.
Recruitment: It is defined as a procedure with which individual candidates get
attracted offering the right skills at a perfect time for application of vacant positions in an
organization. An alternative for recruitment includes:
 Outsourcing of the total number of labours
 Reliant labour
 Employees working as part-time

 Employees performing as a full timer
 Staff working overtime
The cost of selection and recruitment would be replacing the technical, supervisory
and management workforces who can have their 50% salary share from the total salary afforded to
the whole organization (Mendenhall and Osland, 2012).
When the Human Resource will be indicating the various necessities for the
organizations and its additional labour, it will be offering several choices to select from. May be
this can be taken as the initial step in the recruitment and selection process but at times, hiring more
number of people all at the time does not makes a good decision to be taken for obtaining
additional labor (Truss et al. 2012). Might be it will be the practical reason for some organizations
to take into account the different alternatives for recruitment like contingent or outsourcing labor. If
such affects a temporary fluctuation over the volume of work, then the easiest solution will be
doing overtime by the employees who are existing, or working as part-time.
It has been observed that two market competitors such as TESCO and ASDA maintained
two different types’ recruitment process such as internal recruitment process and external
recruitment process. According to internal recruitment process, the human resource executives of
TESCO generally recruited the employees who are generally transferred, promoted through internal
job posting and re-employed after retirement. However, the recruitment process of ASDA is totally
different. The HR executives generally depend on external outsourcing through advertisement,
employee exchange, employment agencies, educational institution and recommendation. It has been
observed that internal recruitment process is cheap and less risky than external recruitment process.
TESCO is using some of the selection methods in order to hire a skilled candidate in the
organization. So, they are using presentation and work activities methods. On the other hand,
another retail industry is using test and interview method in order to recruit the applicant.
2.4 Evaluate the effectiveness of the organization recruitment and selection techniques with
another organization you recommending.
Recruitment for ASDA follows a procedure with which individuals get attracted in enough
numbers offering the right competency and have shown their level of expertise at the right point of
time.

The internal environment exhibits advantages where promotions are given to the employees
who have strived to make ASDA at the top level with enough terms of motivational tools provided
to each of them (Buller and McEvoy, 2012, p.44).
Through the recruitment and selection process, ASDA and TESCO will be able to select the
right employee for the right job so that overall performance can improved in an effective manner.
Some of the expenses are occurred due to selection and recruitment process and due to this
their cost for this method is increased. When TESCO is using internal recruitment method then they
can increase the motivation level among all the people so their overall performance can be
enhanced. The limitation of this method is that the retail industry will not be able to make the
strategies on the basis of new and creative ideas. Apart from this, ASDA is using external method
where they can hire skilled and more innovative candidates so their growth can be improved but
due to this internal motivation of workers cannot be achieved.
Diversity in terms of Recruitment:
A diverse workforce implies enhancement of creativity and thereof may be facilitating the
expansion within the global markets. Recruitment must be generating more number of applicants
from the largest varieties of individual where all the recruiters get trained for using the standards of
the objectives. Making an inclusion to the disabled as well as minority employees within the
‘recruitment flyers’ ensure that the interviews and ads comes in bi-lingual language (Stahl et al.
2012).
Task 3
3.1 Find the connection between rewards at ASDA and motivational theory, the answer must
show the link that connects the two.
Motivation is something that arouses and sustains the goal directed behavior in a person.
There are different motivational theories that help to motivate the employee to arouse and sustain
their determination to achieve a goal (Buller and McEvoy, 2012, p.45). These theories are really
helpful to the organizations as these helps to generate a quality performance by each employee of
the organization.

It has been observed that ASDA is the largest international UK based retail industry. This
organization already has 4.49 billion customers till the first quarter of 2013. This huge customer
base has been made by the organization through quality performance of the employees. They
believe that along with serving the customers, they also have to consider the satisfaction level of the
employees to create a health work culture (Kaufman, B.E., 2012). They motivate their employees
by creating a fun environment whilst they develop their career. It has been noticed that the
enterprise has followed Maslow’s hierarchy of need to motivate their employees. the human
resource management strictly monitored that the physiological needs, safety needs, belonging,
esteem needs and self-actualization have been maintained among the employees. Physiological
needs are related to the salary of employee and safety needs can be medical insurance and gratuity.
Belongingness and self esteem are related to the respect of all workers with each other. Along with
this, self actualization is related to the self satisfaction and fulfillment of all needs. By identifying
these needs of employees, the manager can increase the satisfaction among them. on another hand
the HR executives have implemented the financial reword strategy such as incentives, bonus,
hourly basis over time payment and salary increment to motivate their employees. as a result the
organization can provide better customer satisfaction than other broadband service providers.
ASDA has successfully understood the link between a motivated employee and customer
satisfaction. So they follow the Richard Branson’s that engage and motivate the employees by
providing them rewards and incentives and through this their satisfaction level can be increased
(Mendenhall and Osland, 2012). Virgin follows two dimensional reward procedures such as
 Financial rewards
 Non-financial rewards
Under the financial reward they include incentives, employee recognition, bonus etc and
under non-financial rewards they include insurance, travelling allowances, accommodation
allowance etc.
On another hand the human resource management department has implemented non-
financial reward system to motivate the employees. The HR executives often use recognition,
coaching and skill developing and mentoring to improve the performance level of the employees.
According to Hong et al. (2012, p.62), nonfinancial reward system is generally used to develop the

knowledge level of the employees to enhance the performance. Apart from that it also influence
employees to perform well and gather work experience.
3.2 Evaluate the process of job evaluation and other factor deterring pay at ASDA
Before understanding the value of the job, it is important to understand and analyze the job
which are being done in the ASDA. The analysis is important because it will help the management
of mentioned company to prepare the job description and job specification.
Job evaluation process starts from the objectives developed by the human resource
management based on the requirement of organization. After that the human resource management
analyze job role to new applicant. The job role analysis is based on two different factors such as job
description and job specification (Buller and McEvoy, 2012, p.46). In ASDA the entire recruitment
process has been conducted by the human resource management so that they can select the workers
as per their choice and their requirement. . After the recruitment process, the human resource
management has conducted wage survey on the new employees. After the training session, new
recruited employees are divided in different groups because the organization believes on team
performance rather than individual performance of employees.
Figure 1: Job evaluation proves

(Source: Buller and McEvoy, 2012, p.47)
The next query arises about what is job specification? ASDA prepares the list of candidate
qualification required for a specific job such as
 Education qualification
 Experience
 Initiative
 Physical effort
 Responsibilities
 Communication skills and emotional characteristics
Managers of the ASDA can complete the job evaluation with the help of job description and
job specification, which is a process of analyzing and assessing different jobs in a systematic
manner to determine their relative worth in an organization (Buller and McEvoy, 2012, p.44). This
process has a huge importance as it helps to rate the job’s critical and depending on that the salary
or the pay scale is determined. There are different methods of job evaluation such as
1) Analytical method: In this kind of method, manager of ASDA evaluate the performance of
their workers by providing them rank as per their that they performed.
 Point ranking method: In this points are given to the employees so that their performance
can be evaluated.
 Factor comparison method: In this, ranking is given on the basis of working conditions,
skills and so on.
2) Non analytical method:
 Ranking method: This is a simple method that is used by the organization in evaluating the
job of workers. In this job is compared on the basis of the objectives of the company.
 Job grading method: In this jobs are classified and evaluation is done on the basis of
differrent grades.

In the analytical method of job evaluation jobs are divided into indiviadual demand or
component, which is called factor and the score is given to each factor. The scores are ranked for
every job. It can provide defence to equal pay clain. Whereas, in the non analytical method of job
eveluation, there is a comparison of jobs with each other. A job heirarchy is then produced in such
manner so that the managers will get fair feel of job. This scheme is vulnerable for claiming equal
pay as there is no system of scoring to provide evidence of job ranking. It does not provide defence
for equal pay claim. It is noticed that HR department of ASDA follows terms and policies to
determine the pay structure of the employees. The pay structure is based on the performance and
experience of the employees. The experience of the employees increases their severity and the job
responsibilities. After monitoring the performance of the employees, the HR department selects the
reward of the employees. The extra amount is also added with their monthly pay scale. HR
executives have evaluated the factor through comparison method so that they can design a well
calculated salary for their employees. Therefore the salary and incentive motivate the employees
(Mendenhall and Osland, 2012). ASDA can use this evaluation method in order to recruit number
of people in teh retail industry so that growth and position can be improved in an efficient manner.
3.3 What is the different context used for making the reward system effective by ASDA?
To set a reward giving strategy it is important that the company should first set a goal for
their employee so that they can determine the achievements of the employee and reward him for his
hard work. Setting up goals also helps to create useful framework that motivates the employee to
perform well. As it was discussed earlier that human resource management of ASDA has followed
Maslow’s hierarchy of needs to motivate the employees. It not only helps the management to
scrutinize the performance of the employee but it also helps to monitor the performance of the
organisation (Hong et al. 2012, p.63). So, we should first know what is goal? Goal is nothing but a
desirable objective and to achieve it the employee need self-efficacy i.e. the desire to accomplish a
goal even if the person has faced failure in the past.

As goal is the source of reward this gives the employees the motivation to enhance their
performances. Once their skills and talents are acknowledged they feel good and long to stick to the
organisation which actually helps the company to retain the employee in the organization.
It has been observed that HR department if ASDA has used reward strategy such as bonus,
incentive and salary increment to improve employee performance and retain the employees. the
organization believes that long relation with the employees is one of the key factors for their good
performance.
3.4 Examine the methods ASDA or your chosen organization use to monitor employee
performance.
Before declaring any kind of reward the company has to chalk out some strategies and set
targets for employees achieving which can bear fruitful awards to the employee.
ASDA first try to link up the performance and rewards as because the employee perception
works well when there is a link between the pay and performance results. They also follow a
flexible rewards and participative pay system where the employee gets the opportunity to choose
the best combination of benefits which best suits them (Hong et al. 2012, p.63). Also they involve
the employees in designing the corrective rewards and compensation with set targets. The
combination use of the method satisfies both the employee and the employer as it benefits both the
parties.
On another hand it has been found that popular grocery products provided by ASDA and
they implemented the monitoring strategy. As stated by Mendenhall and Osland (2012), proper
monitoring system also highlighted those employees who are qualified for getting rewards such as
incentive and bonus. It has been observed that monitoring process of Caffe Anglais is totally
different. The human resource management has determined the time and work and monitored that
whether the employees can fulfil the work target with in proposed time scale or not. It is quite
better than Caffe Anglais monitoring system because HR Executives of the company provide full
independent to the employees in workplace. They only believe on the results. The HR executives
have implemented yearly review system to provide performance appraisal to the employees. the
human resource management not only consider the performance of the employees but also consider

quality of the employees, behaviour of the employees in workplace and attendance of the
employees before selected the employees for performance appraisal process.
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 was a 54 year old male who was appointed as a manager of The Chicken Master who
was allotted the responsibility to look after the store in absence of Bob Jones the owner of the
company. But instead of performing his duty he was not performing his duty and violating the
company rules and regulation. It was found that the kitchen was not cleaned, the food was not
prepped and the employees were not being monitored and supervised (Hong et al. 2012, p.65).
Moreover, he often took time off for his personnel work during the business hours. He used to help
her wife and help her daughter completing her homework. One day when Bob was on his surprise
visit and found that Faisal was watching pornography and spend lots of time after it. So it made
Bob offended and he was forced to terminate Faisal immediately(Mendenhall and Osland, 2012).
Cessation of employment:
Cessation of employment means termination of an employee from his current post due to
severe misconduct by the organization. There are couples of reasons for cessation of employment
and they are
 Resignation:
The resignation is act which is conducted by the employees in private sector and public sector to
leave his or her employment.
 Retirement:
The retirement is an action or fact of leaving the organization due to the legal retirement age that is
selected by the government. Along with this, it is based on the age discrimination act.
 Redundancy:

In redundancy stage, the state of being no longer in employment because there is no more work
available in the organization.
 Death:
The employee is physically unavailable after the death. Therefore, the organizations have
terminated the employees and pay some compensation to their family.
 Dismissal:
The dismissal is the act of ordering or allowing sometimes to leave the organization.
Dismissal occurs when the employer ends the contract of the employee in a fair method.
Types of Dismissal:
 Fair dismissal
 Unfair dismissal
 Constructive dismissal
 Wrongful dismissal
However a dismissal is fair or unfair can only be judged depending on the situation, reason
for dismissal and what the reaction of the employee to the dismissal is.
Constructive dismissal:
It happens when the employee is dismissed from his post for breach of contract. Here the
employee can claim his money if the salary is deducted without a mutual agreement or unlawfully
demote them or harass them or intentionally increase their workload, or change the work location
or make the work in a risky condition(Jiang et al. 2012, p.75).
Fair dismissal:
The reason of dismissal should be fair and justifiable. The reasons given should be valid.
The organization should clearly mention the disciplinary rules and regulation in writing and if it not
done the employer might have to pay compensation if it is ordered by the tribunal.

4.2 Define the employment exit procedure that is practiced by the Chicken Master
In The Chicken Master the employee exit procedure is not exactly defined. The employer
believes in retaining his employees and trusts their potentiality so he blindly gives the responsibility
to his employees (Buller and McEvoy, 2012, p.44). But in case of Faisal he was forced to dismiss
him from his post as he was found breaching his contract of employment as it was clearly
mentioned in the contract that employee cannot use company equipment for personnel use. So the
employer has terminated him immediately.
It has been observed that the competitors of The Chicken Master like KFC and subway
follow a better approach in employee exit procedure (Jiang et al. 2012, p.75). It has been observed
KFC has managed employment act, 2008 and equity act, 2010 at the workplace. In September
2012, KFC has directly terminated two male employee for creating violence with a female
customer (Hong et al. 2012, p.67). These approaches of theirs keep them away from getting
involved in a legal procedure which not only saves their reputation in the market as an employer
but also save their money from paying irrelevant compensation.
The procedure that KFC followed at their workplace which included some steps:
In the first step, manager identify the issue that occurred at the workplace then a letter is
given to the employee who create violence. After that meeting is conducted with that workers so
that problem can be resolved. When problems didn't get solved then company give them
resignation so that a healthy and safe work environment can be created.
By using the ACAS code of practices which are on discipline and grievance procedure. It
helps in giving the practical guide to resolve issue in the workplace. With this, managers can
improve the skills of employees, appraisal of staff and performance management can be done,
investigations can also be created. This is the proper way of dealing a cessation of employment so
that the employee is left with no grounds of legal action to taken. This cessation is for the dismissal
of the employees. Every organization is seen to follow a particular strategy for casement of
employment which keeps everything clear.

4.3 What is the impact of the legal and regulatory framework on employee cessation
procedure of The Chicken Master?
Dismissal is the last option to be opted for. An employer should try their best to bring back
their employee to work if the employee is seriously ill. The employee should obtain the medical
report of the employee from the company’s GP after taking the permission from the employee and
the employee even have the authority to check the report before it is submitted (Jiang et al. 2012,
p.75). Also the company can arrange for occupational health assessment or any other alternative if
the employee is physically challenged.
Procedure to be followed in dismissal:
 While dismissal one should act fairly and consider his case with sensitivity.
 The procedure of dismissal should follow the rules and regulations defined in the ACAS
(Advisory conciliation and Arbitration services) or the code of practice or labour relations Agency
(LRA) code of practice in Northern Ireland(Armstrong and Taylor, 2014).
While observing the case of The Chicken Master the impact of the regulatory rules and legal
frameworks is that they might have to end up paying a huge compensation to the employee if he is
proved correct. In this situation the compensation can end up to 25 % for unreasonable failure
(Armstrong and Taylor, 2014). However, the owner of the chicken master has given a warning to
Faisal and arranged the training session. After that the owner terminated Faisal due to his poor
performance. Therefore there is no question about compensation and according to the case study,
the organization followed Compensation Act, 2006.
According to Employment Rights Act 1996 the employee have the full right to claim
compensation for unfair dismissal. It also gives the employer the opportunity to lay down the
proper disciplinary and grievance procedure(Armstrong and Taylor, 2014).
It has been noticed that Equality Act 2010 legally protects employees from discrimination in the
workplace and in wider society. However, in this case study the employee created discrimination in
work place. Therefore, the organization needs not to pay any kind of fine regarding this law.

Conclusion:
From this complete report we can see the different observation and findings of different
companies that have given us an insight about human resource management. All the reports are
collected from various companies and the findings are made on that, such as in the first case we
have considered the report of ASDA by which we can understand the basic differences between
human resource management and personnel management. Their human resource planning has
clarified the concept of human resource and the importance of it in an organization (Buller and
McEvoy, 2012, p.44). Next we have considered the report of ASDA and understood the importance
and the effects of reward and employee appraisal in an organization. And last we have considered
the report of The Chicken Master and got clear concept of cessation of employment which plays a
vital role and should be defined in writings. From this complete report we can conclude that for a
smooth functioning of the company HRM plays an important role (Hong et al. 2012, p.63). A
simple error can put the company in a serious legal problem. So keeping the sensitivity of the HRM
it should be handled with calm and stable mind for making correct decision. HRM alone is
responsible to maintain a healthy environment with the organization along with meeting up all the
employee grievances and dissatisfaction with proper security monitoring.

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