HRM Report: Comparing Recruitment, Rewards, and Performance Evaluation

This report provides a comprehensive analysis of Human Resource Management (HRM) principles, focusing on a case study of Posh Nosh. It begins by differentiating between Personnel Management and HRM, then assesses the functions of an HR department in contributing to organizational goals. The report evaluates the roles and responsibilities of line managers within the HR department, and analyzes the impact of legal and regulatory frameworks on HRM practices. Task 2 delves into the reasons for HR planning, outlines the stages involved, and compares recruitment and selection processes. Task 3 explores the link between motivational theory and rewards, evaluates job evaluation processes, assesses reward system effectiveness, and examines employee performance evaluation methods. Finally, Task 4 explains the reasons for employment cessation and the exit procedures used by the company. The report provides a detailed overview of key HRM concepts, including recruitment, performance management, and legal compliance, offering valuable insights into the practical application of HRM principles within an organizational context.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between Personnel Management and Human Resource Management...............3
1.2. Asses the Functions of the Human resource Department in contributing to the
organisational purpose ...............................................................................................................4
1.3. Evaluate the role and responsibility of line managers in the human resource department . 5
1.4.Analyse the impact of the legal and regulatory framework on human resource
management ...............................................................................................................................6
TASK2.............................................................................................................................................7
2.1. Analyse the reasons for the human resource planing in a organisation...............................7
2.2. Outline the stages involved in planing human resource requirements.................................8
2.3. Compare the recruitment and selection process in Tesco and Posh Nosh...........................8
2.4 Evaluate the techniques of recruitment in two organisations................................................9
TASK3...........................................................................................................................................10
3.1 Assess the link between motivational theory and reward...................................................10
3.2 Evaluate the process of job evaluation and other factors determining pay.........................10
3.3 Assess the effectiveness of reward system in different context..........................................11
3.4 Methods that an organisation uses to evaluate the employees performance.......................12
TASK4...........................................................................................................................................13
4.1 Explain the reasons for cessation of employment...............................................................13
4.2 Employment exit procedure used by the company.............................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource management is the process of hiring of the candidates from the external
environment. It includes the process of hiring of employees and developing them according to
the organisation requirements. Human Resource Management includes the recruiting of the
suitable person for the job providing them training ,providing wages incentives and other
compensation rewards ,analysing the performance, solving the any type of disputes occurring
within the organisation and communicating with the each level in the organisation. The human
resource department basically aims for the maximising the employee performance and increment
in the productivity. They basically aims for efficiency in the productivity and maximisation in
the profit for the organisation. It helps employees building their personal skills enhancing their
ability ,skills and knowledges. It consists delegation of the work according to the employees
suitability and accountability. Human resource department are mainly responsible for the
employee performance evaluation, employee hiring as per the acquirements for the training and
the development ,performance appraisal. Human resource management mainly concerns with the
the managing of the human resources.(Alfes, and et.al., 2013. )They mainly focuses on the
framing of policies and procedure for the working within the organisation. It considers as an
formal methods of hiring of people for the organisation. Present report is based on posh nosh
limited which is a HR consultancy also do the proper recruitment of the employees. In the below
mentioned assignment,discussion based on the evaluation of the HR planning and leading its
important to the business. It also includes various stages included in the planing of the human
resource requirements.
TASK 1
1.1 Difference between Personnel Management and Human Resource Management
Personnel Management Human Resource Management
1.Personal management is considered as the
traditional method of administering the people
in the organisation(Al Ariss, , Cascio, and
Human Resource Management is considered as
the advanced method of supervising the people
in the organisation.

Paauwe, 2014.)
2.Personnel Management highlights mainly on
the employees supervision,personal welfare.
Human Resource Management mainly
emphasis on the overall development personnel
in the organisation.
3.Personnel Management mainly aims for
gaining the personnel satisfaction.
Human Resource Management mainly targets
on the achievement of the goal for the
personnel.
4.Personnel Management deals with providing
less training and development opportunities to
their personnel.
Human Resource Management aims to provide
more training and development opportunities
to their employees(Armstrong,and Taylor,
2014.)
5.Personnel Management works on the
centralisation system authority is given in few
hands and work is performed according to
rules and provision framed. Decision power is
controlled by the top level manager.
Human resource Management aims at working
together and decision power is decentralised
and collectively decision taken by evaluating
the personnel employees ability and my
measuring their work performance.
6.Personnel Management is considered as a
daily operations of working.
Human Resource Management is considered as
vital component for the operations of working.
7.It deals mainly with the personnel manager.
It mainly highlights with the personal manager.
They mainly concerned with different levels of
managers. All managers are togetherly
concerned in the human resource management.
8. Personnel Management mainly aims for the
evaluation of the job. They are mainly concern
with the factors related to the job evaluation.
Human Resource Management mainly aims for
the evaluation of the performance of the
personnel. It leads to emphasis on the overall
performance of the employees.
1.2. Asses the Functions of the Human resource Department in contributing to the organisational
purpose
There are mainly various functions performed by the Human resource department for the
Posh Nosh. The various functions which are performed by the human resource department are:

1. Staffing- Staffing concerned with recruiting suitable candidate for the job. It deals with
the selection of the employees through screening and the interviews and selecting
appropriate candidates for their organisation.
2. Safety Measures- It leads to an important function for the human resource department to
provide a safe and secure environment for the working. It leads to providing safeguards
against the injury ,uncertainty.
3. Inter personnel relations- Maintaining a good relationship bond between the personnel
and with their managers is the most important function of the human resource department
which leads to smooth working in the organisation and employees will able to get a high
comfortable level in the working.
4. Training and Development- These are the most beneficial factors for any employee for
enhancing of their personality(Brewster, Mayrhofer, and Morley,eds., 2016.) The human
resource department mainly aims for providing training to their employees to improve
their operational working and increasing their working efficiency by enriching their
knowledge ability and skills.
5. Healthy Working Environment- The working environment consisting building up a
friendly and suitable working environment for the employees to perform operations
easily. It is the key responsibility of the human resource managers to motivate their
employees for the betterment of the organisation.
6. Incentives- It consists the rewards and compensation provide to the employees against to
the work performed by them. The incentives are provided to the employees for the
motivating for their work performance which leads to an better outcomes and increase in
productivity.
1.3. Evaluate the role and responsibility of line managers in the human resource department
There are certain roles and responsibility performed by the line managers in the human
resource department. The roles and responsibility which are performed by the line managers in
the Posh Nosh company are:
1.Performance appraisal- The performance appraisal are mainly framed by the HR department
but are mainly executed by the line managers.(Chuang, Chen,and Chuang,2013.).In this
personnel performance is measured and evaluated by the line managers and rated according to
their performance.

2. Employee Engagement- This involves the line managers to instructs their subordinates.
The line managers evaluates the performance of their employees identifies the employee
strength and working abilities and motivates their employee to work and encourage more
for their operational work.
3. Paying related to performance-Performance related to pay includes evaluating the
performance and paying accordingly related to the performance. It leads to increase in the
pay for the employees working more efficiently as compare to the other employees. It
creates a working enthusiasm in the employees as they gets more remuneration against
the work done by them(Dries, 2013.)
4. Setting working standards- This consists setting certain parameters for the working in the
organisation which helps in employees to perform their work matching to the standard
fixed up. It includes setting up the quality parameter and accuracy. It consists what the
managers are expecting from their employees.
5. Effective Communication- As being the line manager it is there major responsibilities to
maintain an effective communication between the personnel and with their superiors they
must feel free to express their feeling in the organisation.
1.4.Analyse the impact of the legal and regulatory framework on human resource management
Human resource Department has various legal and regulatory framework related to the employee
compensation ,health and safety ,welfare. The certain legal acts framed in the favour of the
employees. The impact of the legal and regulatory framework had a great impact on the human
resource department. Human resource department needs to follow these certain laws and
regulations for their working. If they will not follow these laws certain action must be taken in
favour with them.
The certain laws which leads to an impact in the working in the Posh Nosh company are:
 Equal employment opportunity- It aims for providing equality to the employees among
the workplace (Fee, 2014.).It leads to save the employees form the unequal elimination
occurring in the organisation within the workers.
 Employee safety and health- It focuses on providing each personnel working in the
organisation with the secure and clean atmosphere for their working.

 Compensation- It leads to providing the incentives against the work performed. The legal
framework defines in the compensation is the40 hours working within a week and the
extra remuneration must be provided to employees who are performing a overtime job.
 Framing policies- It consists of framing of the policies by the human resource department
to make sure the manager and the employees about the legal restriction policies and
making them aware about the policies and procedure.
TASK2
2.1. Analyse the reasons for the human resource planing in a organisation
Human resource planing is considered as a important factor for any organisation. It consists
framing of the strategies for matching with the organisational needs and requirements(George, ,
Haas, and Pentland,2014.). There are certain reasons for human resource planing in the Posh
Nosh .They are
1. Employment trends- There are frequently changes in the organisation. Variations in the
employment trends leads to implement human resource planing in the Posh Nosh.
Employment trends helps in coping up with the external environment. It helps in updating
the work according to the environmental changes.
2. Building a competitive environment- The competition among employees leads to an
beneficial component for the organisation in the human resource planing as employees
leads to maintain a working standard and perform effectively.
3. Hiring of personnel- It helps in recruiting the talented and suitable candidate for the
vacancy available in the organisation. Posh Nosh aims at attaining the most desirable
candidate for their operational work.
4. Uncertainties Decrement- This helps in reducing from any uncertain or unwanted
situation occurring due to any sudden changes in the working procedures of human
resource management(Jabbour, and et.al., 2013.).
5. Fuller utilisation of human resource- Human Resource Planing aims at utilizing the
manpower efficiently and aims for achieving the targets and fulfilling the objectives. It
consists with the proper utilisation of the human resources.
6. Forecasting Manpower Needs- It leads to an smooth working of the organisation and the
planing regarding the future availability of the resources.

2.2. Outline the stages involved in planing human resource requirements
There are certain stages involved in the planing of the human resource requirements. The Posh
Nosh follows up the six stages in human resource planing. The stages are:
 Analysing the organisational objectives- This aims for evaluating the objective of the
organisation in which particular fields like marketing,finance,sales in which they want to
perform the work within the organisation
 Assessing the Human Resource- This aims for analysing the present employees
evaluation according to their capacity ,performance measure this helps in identifying the
human resource further required for the operations.
 Demand and supply forecasting- It helps in estimating the demand and supply for the
organisation(Jackson, Schuler, and Jiang, 2014. ). Demand forecasting aims at identifying
future needs for the organisation in the terms of quantity and the quality and hiring
employee for future requirement and supply forecasting aims at matching of present
requirement with the future requirement
 Identifying Manpower Gaps- The evaluation of the human resource demand and the
human resource supply results in the surplus or deficit state of resources. Deficits implies
the deficiency which indicates the hiring of the new employees for the
organisation(Kehoe, and Wright,). Surplus indicates a excess of the resources which
indicates the closing of the resources.
 Implementing the plan- The human resource plan will be justified by the surplus and
deficit state of the organisation and the plan will be framed according to the deficit state
and the surplus. Deficit consists hiring of new employees providing them training and in
surplus state certain retirement plans may be adopted.
 Controlling and monitoring- It leads to the implementation of the plan the plan is
monitored and controlled according to the requirement.
2.3. Compare the recruitment and selection process in Tesco and Posh Nosh
Recruitment involves hiring of suitable candidates for the job and selection consists choosing the
most desirable candidate from the applied recruiters.
The recruitment and selection process of Tesco- The Tesco includes the advertisement of their
jobs in different ways. The process depends on the job availability. Tesco firstly focuses on the
inner talents of their organisation. This includes employees promotions or transfers within the

same level if there didn't get suitable tesco advertise their post internally on their intranet for
sometime(Kramar, ). For the external recruitment the tesco advertise their job vacancy at their
website or provide online application form to gets fulfilled. The applicants selected faced an
interview and later the selection gets occurred. At the stage of selection Tesco looks over the CV
of the selected candidates which detailed about the candidate education profile and experiences
suitable CV candidates gets further selected. A person who gets passed out from all the screening
and the procedure may gets applicable for the Tesco company.
Recruitment and selection process of Posh Nosh- The Posh Nosh firstly frame the the online
application form for the inviting of the applicants. This helps in inviting the applicants for the the
further process. The applicants filled the online application form presented at the Posh Nosh
website. The applicants who applied for the suitable job vacancy are further evaluated by the
Posh Nosh .Later the suitable candidates gets shortlisted and gets applicable for the further
process. The shortlisted candidates gets informed and called up for the further selection process.
The selection process of Posh Nosh consists of various tests and interviews. Various test gets
conducted for the selection of the personnel and those candidates who passed out the test get
finally selected for the interviews(Marler, and Fisher, 2013.). The interview consists the final
round in the selection process. The interview is conducted by the top management authority of
the Posh Nosh. The interview helps to identify the personal skills and depth knowledge of a
candidate. The candidate selected in interview gets hired by the Posh Nosh for their company as
a employee for performing the Posh Nosh operations(Roles of the HR Professional,2017)
2.4 Evaluate the techniques of recruitment in two organisations.
Recruitment means attracting more and more employees to apply in the organisation for a
particular job. This is done so that more and more applications can be acquired by the company
form the suitable people who want to do the job (Allen and Helms, 2010). This includes
selection of the most suitable candidate and there are various techniques to do so and they are
adopted by various organisations. So as Posh Nosh and TESCO has done but their techniques of
employment differs from each other.
Posh Nosh uses different sources to recruit people in the organisation. People can be recruited
from the external and internal sources like- advertisement, calls, institutions etc. these are some
external sources and internal sources may include promotion, job rotation, internal movement of

the employee etc. In Posh Nosh the interview is taken face to face with the employee and the
selection procedure is very long and lengthy after this procedure only the employee is selected.
TESCO also uses some of the techniques for recruitment and they may vary on the need of the
company sometimes company uses promotion technique and sometimes the employee is
recruited form outside. In TESCO the interview can be taken on phone or using Skype etc. The
interview process is slightly technical and strict in this organisation.
TASK3
3.1 Assess the link between motivational theory and reward.
Motivational theory by Maslow states the different needs of a employee which increases
level by level and this theory works on motivating the employee to achieve every increasing
need. Motivation means driving a persons behaviour to regulate it for the achievement of the
goals and objectives. Reward is appreciating the employees for the work done by them. Reward
can be monetary and non monetary. It also influence the behaviour of the employee to improve
their performance. It is the value paid or give as cash or kind for the work done.
Now when a employee works in an organisation they expect something in return in motivational
theory the motive is used to influence the behaviour of the work and in reward the monetary and
non monetary appreciations is used to influence the behaviour of employee to do the work. Both
of them works simultaneously to influence the working behaviour of the employees. As we know
when someone works they wish to achieve a satisfactory point or the goal they have so both the
concept bridges the gap between the work and achievement of the goal(Berman, 2012.). The goal
can be individual as well as organisational in both the ways employee gets benefit.
In motivational theory the need in every hierarchy work as the reward which an employee wants
to achieve and which also works as influence to the behaviour of the employee to work and
achieve that reward.
Motivational theory can get negative like an employee can get punishment but the reward is
always a positive concept. Posh Nosh company can use both of these techniques to have a good
motivational environment and can also improve the working of the employees.
3.2 Evaluate the process of job evaluation and other factors determining pay.
Job Evaluation process is used to evaluate a particular job so as to attain the worth of a
job. It is determining the monetary value of a job which will be paid to the employee who is

rendering the services to the company(Güngör, 2011.). It is a very useful process which grades
the job and rate it accordingly after the proper evaluation. The process of job evaluation includes
various step by step investigation and this process is-
 First of all the employees are told about the need and importance of the job evaluation.
All the factors are ascertained why a job is being evaluated.
 After that the person who will evaluate the job are set. The necessary duty is assigned to
all those who are being in the job evaluation committee and they are assigned and told
about the standards on which the job is to be evaluated.
 The third step includes selecting the jobs which are to be evaluated. And these jobs are
selected from various departments and are jointly identified and evaluated by the
evaluation committee (Albrech, 2011.).
 In this step the HR committee which is being set as the evaluation committee chooses the
method to evaluate the job. The various method of evaluating a job can be quantitative or
non quantitative. It can be grading, ranking, or it can be factor rating, point rating
method.
 In last by following this process the job is evaluated and the results are obtained and
regulated.
Some other job factors that determines the pay can be-
 The skills of the person
 Experience
 Organisations profit
 Ranking of the job in the organisation structure.
Above are the tools and techniques which can be used by Posh Nosh company to ascertain the
definite pay of a particular job.
3.3 Assess the effectiveness of reward system in different context.
Reward is the appreciation which an employee gets for the service rendered. Rewards are of two
type extrinsic and intrinsic. Extrinsic reward includes all the tangible rewards which are given to
an employee. Like- bonus, salary, prize etc. Intrinsic reward includes the intangible rewards
which are given to an employee. Like- feedback, trust, recognition etc.
Reward system works as a really effective and influential tool for the organisation to motivate
the employees and to regulate their behaviour for the achievement of the goals and objectives

which can be individual as well as organisational. And many more such factors of reward system
are-
 PROFIT: If an employee of an organisation performs well because he is being rendered
for the services given automatically the employees performance will be enhanced and it
will directly benefit the organisations working and the profit.
 EMPLOYEES ENHANCEMENT: When employee is rewarded for the work than they
aims to work more and this automatically increase their performance which leads to
enhancement of the employee.
 MOTIVATION: Reward plays as a motivation for the employees to work more
effectively and efficiently.
 LOYALTY: When an employee gets proper amount for the services rendered than the
employee becomes loyal because they want to work with the organisation with the trust
and loyalty.
 SATISFACTION: An employee gets satisfied by the company and works more
dedicatedly for the company as the company recognises the importance of the employee
and satisfies them completely.
There are more benefits of the reward system can be seen by the development of the company,
increase in the profit and many more factors. An employee is the asset of the company which a
company want to retain for a longer period of time that's why the company follows proper terms
to reward the employee in relation to fulfil their as well as the company's goals and objectives.
More effectiveness and efficiency can be attained if the company invest in the employees.
3.4 Methods that an organisation uses to evaluate the employees performance.
Performance is necessary to be evaluated by the organisation. So Posh Nosh company
also uses various techniques to evaluate the performance of an employee. And these techniques
helps the company to have the accurate human resource for the operations of the company.
Various evaluation techniques are-
 FEEDBACK: A proper feedback about the employee's performance is taken either from
the subordinate or someone is assigned to watch and give feedback about the actual
performance. In this way company realises how an employee is performing. This is very
effective and good technique.