Human Resource Management Report: HRM Functions, Planning & Cessation

This report provides a comprehensive overview of Human Resource Management (HRM), contrasting it with personnel management through examples of organizations like ASDA and Caffe Anglais. It analyzes the functions of HRM, including recruitment, employee management, and training, and assesses how these functions contribute to organizational goals. The report further evaluates the role and responsibilities of line managers and the impact of legal and regulatory frameworks on HRM practices. It delves into human resource planning, outlining the stages involved and comparing recruitment and selection processes. Additionally, the report examines reward systems, job evaluation, and employee performance monitoring at ASDA, connecting rewards to motivational theory. Finally, it explores employee termination procedures, including the reasons for cessation, exit procedures, and the influence of legal frameworks, using the example of The Chicken Master.

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.