HRM Report: Differences, Waitrose, and Legal Framework Impact

This report delves into the core differences between Human Resource Management (HRM) and Personnel Management, highlighting the evolution and conceptual distinctions between the two. The report further analyzes the application of HRM principles within Waitrose, examining how the company utilizes training, recruitment, and employee motivation strategies to achieve its organizational goals. It also explores the roles and responsibilities of line managers in fostering employee engagement and a supportive organizational culture. Finally, the report assesses the impact of legal and regulatory frameworks, such as the National Minimum Wage Act, the Data Protection Act, and the Equal Pay Act, on Waitrose's HRM practices. The report concludes by emphasizing the importance of these laws in ensuring fair treatment and protecting employee rights within the organization.

HUMAN RESOURCE MANAGMENT
TASK 1

DIFFERENCE BETWEEN PERSONAL
MANAGEMENT AND HUMAN RESOURCE
MANAGEMENT
Difference
 Difference in Explanations - Human resource management
is the branch of management that chiefly keeps a keen watch
on work force. Whereas, Personnel management is that
branch of management which is associated with the
manpower.
 Difference in Conceptualization - HRM is a modern
concept. Whereas,Personnel management is a traditional
concept.

CONTINUED ...
 Difference in Devising Plan - In HRM, decisions are made
by top authority management. So the decision making is
fast. Whereas, in personnel management the decisions are
made jointly.

FUNCTION OF THE HUMAN RESOURCE
MANAGEMENT IN CONTRIBUTING TO
ORGANISATIONAL PURPOSES OF
WAITROSE
 Training and improvement - Human resources management
helps in achieving organizational goal through Group
exercises, simulation exercise.
 Selection and Recruitment - Recruitment of Waitrose is an
intrinsic and extrinsic activity that guarantees the selection
of the right people, in right place, at the right time.
 Employee's Motivation - The methods for employee
motivation considers Incentives, Bonuses, Promotions and
growth in pay scale.

ROLE AND RESPONSIBILITIES OF LINE
MANAGERS IN HUMAN RESOURCE
MANAGEMENT.
Roles :
 Employee's Engagement
 Creation of supportive organizational culture
 Performance Estimation
Responsibilities:
 Trying to identify problems and reasons for the under
performance.
 Setting a reasonable time frame within which improvement
is expected.

IMPACT OF THE LEGAL AND REGULATORY
FRAMEWORK ON HUMAN RESOURCE
MANAGEMENT
Laws And Their Impacts:
 National minimum wage act- It can be analysed that by
considering this law, HR consultant of Waitrose will be able
to provide fair wages to their workforce as per the
guidelines set by government.
 Data Protection Act 1998- It can be analysed that the Act
can be helpful for organization to protect people's
fundamental rights and freedoms.

CONTINUED...
 Equal pay act 1970- As per this law, it is responsibility of
HR management of Waitrose to ensure that there is no
discrimination with the employees in employment on the
basis of financial terms.

REFERENCES
Bamber, G. J. and Lansbury, R. D., 2013. New Technology
(Routledge Revivals): International Perspectives on Human
Resources and Industrial Relations. Routledge.
Gogolova, M., Ponisciakova, O. and Ivankova, K., 2015. The
Use of External Personnel Marketing in Slovakia. Procedia
Economics and Finance. 26. pp.131-138.
Meek, J. A., 2015. Setting Motivation Into Motion. Clinical
Nurse Specialist. 29(6). pp.318-320.

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