Strategic Human Resource Management and Public Sector Performance

Human Resource Management (HRM) plays a crucial role in public sector performance. The provided content explores various aspects of HRM, including diversity and equality management systems, collectivist HR practices, employee turnover intention, strategic HRM, sharing HR knowledge between firms, and entrepreneurial orientation. The studies highlight the importance of HRM in enhancing team-level identification, organizational performance, and project success. Additionally, they emphasize the need for HRM practices to be aligned with corporate strategy, institutional agency, and behavioral agency to achieve desired outcomes. Overall, this assignment highlights the significance of HRM in driving public sector performance and achieving strategic objectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................5
LO 1 Difference between personnel management and human resource management ...................5
AC 1.1 Difference between applying personnel management and human resource
management................................................................................................................................5
AC 1.2 The function of Human resource management in contributing to organizational
purpose .......................................................................................................................................6
AC 1.3 Roles and responsibilities of line manager in Human resource management................7
AC 1.4 The legal and regulatory framework of human resource management .........................7
LO 2 Understand the employee recruitment....................................................................................8
AC 2.1 The reasons for Human resource planning and its importance to the business .............8
AC 2.2 The stages involved in human resource requirement planning ...............................9
AC 2.3 Comparison of posh nosh recruitment and selection process with the public sector
organization ............................................................................................................................10
AC 2.4 Evaluation of the effectiveness of the recruitment and selection techniques of both the
organization ............................................................................................................................11
LO 3 How to reward employees in order to motivate and retain them..........................................11
AC 3.1 The link between motivational theory and reward system ..........................................11
AC 3.2 The key elements involved in the job evaluation process and other factors which
determines pay .........................................................................................................................12
AC 3.3 The effectiveness of reward system in different context for Posh Nosh......................13
AC 3.4 Suitable ways in which posh nosh can examine and monitor employee performance.13
LO 4 The mechanism for the cessation of employment................................................................14
AC 4.1 Circumstances under which employees mostly cease employment and how to reduce
the employee turnover...............................................................................................................14
AC 4.2 Employee exits differ from one organization to another and employee exits procedure
of posh nosh and MC donald...................................................................................................15
AC 4.3 The impact of regulatory and legal framework on employee cessation and
recommended steps...................................................................................................................15
Conclusion ....................................................................................................................................16

REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is considers as the backbone of any organization.
Organization sets mission and Human resource work as give the vision to complete all the
objectives of organization smoothly. As the role of Human resource professional of Posh Nosh
limited I indulge with the responsibility of building a formal human resource function within the
organization. The following assignment consists the in depth discussion about the roles and
responsibilities of line managers and the legal and regulatory framework of human resource
management. It is an attempt to develop the understanding about how human resource people
recruits and the various stages involved in human resource planning. In order to retain and
motivate the employees various reward systems and pay structure being use.
LO 1 Difference between personnel management and human resource
management
AC 1.1 Difference between applying personnel management and human resource management
Human resource management consider as a up gradation of personnel management. The
major difference between both is personnel management is a traditional approach where as
human resource management is a modern and newly developed approach for the management of
the employees in the enterprise. Personnel management and human resource management both
are the different approaches even in the term of applying them.(Armstrong and Taylor 2014)
Personnel management is a principally supervisory record keeping function with major
aim to developed and maintain reasonable and unbiased terms and condition for the
employment , at the other hand human resource management primarily concerned with the
ensuring the completion of management and organization objectives wit fulfilling and ensuring
the need of the resources. Human resource management differ from the personnel management
in the context of the mission defined.(Sparrow,Brewster, and Chung 2016)
Applying techniques in the Human resource management and personnel management are
varies to each other. As posh nosh limited is fall under the small and medium enterprise category
then the approaches of applying human resource management and personnel management will
depends on lot of aspects. Personnel management has fully aim on the employee welfare,

personnel administration, and labour relation so before applying there is need to consider the
overall criteria. Whereas human resource management aim on the different criteria such as
development process, motivate the employees, acquiring various resource and maintain the
balance of human resource within the organization.(Purce, 2014)
Human resource management has flexibility in the focus and strategy for developing the
fine tuning with the need of the enterprise through managing the aspect of resource such as
planning, monitoring and control. Personnel management only work as a mediator between
enterprise and their employee. Human resource management is far upgraded approach and
surely added more value to the enterprise in the competitive business scenario.(Knies and et.al
2015)
AC 1.2 The function of Human resource management in contributing to organizational purpose
Human resource management has a vital contribution in the organization operations and
activities. As Human resource management can be understand simply as a continuous process of
management of employees from the time of recruitment till retirement. Human resource
management has its own functionality to contributing in the organization.
Recruitment and selection, process is taken care by the Human resource management
department in any organization and it is one of the primary function of it. Organization will be
benefited if they are well enough in attracting and hiring the qualified and potential candidates
for their operations.
Planning, is the one of the crucial task which is done by the Human resource
management department in the organization. A thorough research is required in the planning
process for the compilation and analysis of information for the estimation of supplies for human
resources and predicting the human need for the coming future.
Orientation, about the organization for establishing the understanding among the newly
joined employees function is also taken care by Human resource management. It will be useful
for both employee as well as organization as employee can easily adjust themselves in the
environment and organizations are in a position where they can give a brief about the long and
short term goals. The orientation programme should be in a manner where employee can easily
understand the role and responsibilities of the position and clarify themselves.(Espedal,
Gooderham, and Stensaker, 2013)

Maintaining good working condition and employee relation, is always develop a
motivating spirit among the employee. It is the responsibilities of Human resource management
department to develop a friendly work culture.
AC 1.3 Roles and responsibilities of line manager in Human resource management
As posh nosh limited is catering to small and medium enterprise sector. Line manager in
the organization has to play a vital role for the sake of smooth functioning of the enterprise.
Large organization have Human resource manager to look after the employee related affairs, But
in the case of small and medium enterprises line managers has to fulfil the day to day
responsibility of implement the instruction proposed by HR department. Following are the
various roles and responsibilities play by line managers.(Jackson, Schuler and Jiang,2014)
Employee engagement, is one of the complicated task looked by the line managers.
They have the responsibilities to create an organizational culture for their employees. Line
managers distributed the task among their employees as per their understandings and area of
specialization.
Performance appraisal, framework is prepared by the Human resource managers but the
implementation of the performance appraisal effectively in the organization system is handled by
line managers.
Disciplining employees, through the proper implementation of policies and regulation
and enforcing the employees to fulfil the expectation of the organization is the responsibility
which falls in the line manager pocket. Line manager should committed towards the role of
enforcing the rules and regulation in a way in which it has maximum influence on the employees
of the organization.(Marler and Fisher, 2013)
Performance related pay, if an organization is work with the performance based pay
structure, then line manager has the responsibility to invigilate the performance of each and
every employee so that the talented and hard working employee receives more from those
employee who are working at average level. Performance related pay work by line manager
influence the employee to work harder which is a good sign for the overall organization.
(Popaitoon and Siengthai,2014)
AC 1.4 The legal and regulatory framework of human resource management
Small and medium enterprises such as posh nosh can be considered as strong pillar which
holds the economical developments of a country. The must and compulsory part of Human

resource management is provide a prudent framework in the context of legal and regulatory
requirements. There is positive impact of regulatory framework on Human resource management
in many ways.(Konrad, Yang, and Maurer,2016)
Equal employment opportunity, is an important aspect in term of Human resource
management as it has its impacts on the employer, employees or even on job applicants also.
The framework of equal employment opportunity is useful in protecting employees from unfair
practices and discrimination which takes place in the organization. (Fu and et.al 2015)
Compensation, is the thing which attracts employees concerns a lot. Performance related
pay is important to motivate the talented employees within the organization. The investment of
employee should be protected and a well communicate framework about the compensation for
the extra work.(Martin and et.al 2015)
Labour relations, are also have impact on the Human resource management as it is the
area where the planning and controlling takes place for figuring out the ways in which employer
and employee work together for the create an fair environment for work
Employee safety and health, is the responsibility of Human resource management
department in an organization and have a greater impact on the legal and regulatory framework
of an organization. The safety measurement within the organization can vary according to type
of the organization. Employees are bounded to provide safe and healthy environment to their
employees at the work place
Employee privacy, also has an impact on the Human resource management regulatory
framework. Employee privacy should be safeguarded by the organizations Human resource
department until and unless there is no inappropriate action taken by employee such as security
breach and so on.
LO 2 Understand the employee recruitment
AC 2.1 The reasons for Human resource planning and its importance to the business
Human resource planning is an necessary element which cannot be taken otherwise by
any organization. The planning and controlling of the activities which are happening within the
organization have a direct impact on the goals and objectives set by an organization.
Human resource integrate the all operation of organization with the goals oriented
mindset. An organization cant be successful without the proper strategic planning and human

resource are expertise in the planning of the require strategies. The structure of compensation for
the employee is also settled by human resource, they set the company wages after the
comparison of all the relative factors. Each and every organization is profit and benefit oriented
because benefits reduce the overall cost associated with the company. Human resource is
important to a business as they have expertise and skills to negotiate with the employees about
the packages, They have responsibility to attract and retain the talented and hard working
employees this will directly reduce the cost which company is bearing in hiring and replacing
activities and increase the turnover of the organization.
Safe working condition are the important requirement for the organization. Human
resource people developed the rules and regulation concerning with the work place safety and
employee health related factors. When the term liability came in the context of the business
Human resource works towards the identify, investigate and solving the work place related
issues. When the new employee join the organization the orientation is required to create an
understanding, training and development programme are conducted by human resource team
which supports the employee development and business fair employee practises.(Katou,
Budhwar, and Patel,2014)
Human resource planning is important for the fulfilment of the other elements such as
recruitment, selection, compliance and the employee satisfaction which plays a vital role in the
business smooth and organised functioning.
AC 2.2 The stages involved in human resource requirement planning
Human resource requirement planning is a process which is developed as per
according to the structure of the organization activities. Generally there are six steps involved in
the human resource requirement planning.
Analysing organizational objectives, is considers as a first step in the human resource
requirement planning process. Analysing the organization goals and objectives is useful in
develop the plan as objectives consist with the all the important factors such as marketing,
production, finance, R&D an so on.
Inventory of present human resources, gives a wide picture for the planning process.
Analysing the current capacity, potential and performance with the number of employees
provides the information about the requirement for developing the planning process.

Forecasting of human resource demand and supply, is an important step which taken
care by human resource requirement planning process. For the forecasting of human resource
demand and supply various internal and external factors requires to measure to balance the
supply and demand process. The job profile should be match with the candidate area of
expertise.
Estimating manpower gaps, so that comparison is possible between the supply of
human resource with the human resource demand. It will generate the deficit or surplus of the
human resource which represents the number of candidate employed at the other side surplus
represent the termination.(Messersmith,and Wales 2013)
Formulation of the human resource action plan, so that it will be easy to finalized in
the case of surplus that there is any requirement for new recruitment, training or departmental
transfer.
Monitoring, controlling and feedback, involves with the human resource action plan
implementation. The allocation of the human resources is based on the various factors such as
requirement, deficiencies and removal in the existing process and all these will be possible with
monitoring and controlling the process. Feedbacks are essential as it leads to improvement in the
planning process.(Martin-Rios, 2014)
AC 2.3 Comparison of posh nosh recruitment and selection process with the public sector
organization
The selection process of posh nosh limited is quite immature as it is the small and
medium enterprise. Posh Nosh limited have small resources for the selection and recruitment
process but their selection process seems very dynamic and well developed. The other
organization for establishing the comparison taken is MC donald, there selection process is way
developed in compare to posh nosh as MC donald is a well established company and have a huge
set up across the globe.
The recruitment process of posh nosh is screening and personal interview of the
employee which is the basic steps in any recruitment process, whereas MC donald has more
systematic selection process as they have written test also apart from the screening and personal
interview.(Espedal,Gooderham, and Stensaker, 2013)
Posh nosh have the direct selection process as once candidate clear the recruitment
process they will be hired directly as employee, whereas in MC donald the candidates have pre

and new hired orientation. It is like the probation period where employee hired as probation and
after invigilating the work they hired the employee permanently.
In the context of training related activities posh nosh focused only on the training
methods which are only related to the business development, Where at the other side MC donald
have a systematic training procedure for both business development and employee development
concerns.
AC 2.4 Evaluation of the effectiveness of the recruitment and selection techniques of both the
organization
Recruitment and selection procedure of posh nosh seems immature, they require to
develop their human resource planning process so that they can make a sustain position for
themselves. In the recruiting procedure posh nosh have screening process which helps in
eliminating the candidate and provide best resource. After screening they conduct personal
interview which is one of the best recruitment technique. Posh nosh provided direct selection to
their employees which is not consider as adequate decision in the competitive business scenario.
As per part of the training posh nosh focuses on the business development training which makes
a broader scope for the employees. (Ferraris, Erhardt,and Bresciani,2017)
In the MC donald the selection process is way dynamic and organised. Recruitment
process is also better and competent enough. Pre hire and post hire orientation leads to adequate
selection process. They had concentrate on both business development and employee
development factors which makes their training programme more dynamic.
LO 3 How to reward employees in order to motivate and retain them
AC 3.1 The link between motivational theory and reward system
Motivation is an important factor in order to achieve the highest productivity level. There
are dozens of scientist proposed dozens of theories of motivation for the purpose of self
development. Motivation and reward system have direct linkage in order to development of an
employee. There are various motivational theories available such as herzberg's two factor theory,
Maslow's hierarchy of needs, expectancy theory, Three dimensional theory of attributes and so
on. (Li, and et.al 2015)
For improving the workforce motivation posh nosh limited should use the Abraham
maslow's hierarchy of needs theory as they are focused towards business development process so

they can use these theory to motivate their employees and it will be work as employment
development process. Maslow's hierarchy of needs theories concentrate mainly on the five level
of needs which are physiological needs, safety needs, love and belongings, esteem and self-
actualization. All these factors have attention towards employment development and motivate
them to give more productivity to their organization. These provide a huge scope of growth
opportunities to their employee. These theory also consider as reward system for posh nosh
limited as its focuses on the needs of an employee which will resulted as higher amount of
productivity by employer side. (Katou,Budhwar, and Patel,2014)
AC 3.2 The key elements involved in the job evaluation process and other factors which
determines pay
Job evaluation is a step by step process which compiling with various factors. It makes an
proper analysis of various jobs to figure out the elements and set the compensation accordingly.
There are variety of jobs available in the posh nosh limited. As a Human resource manger the
following process will be feasible for the job evaluation in the posh nosh limited.
Job analysis, process will provide various elements regarding the job. Job description is
also one of the dimension of job analysis through which a systematic job information can be
prepared including roles, duties and work conditions. Other side job specification will provide
the required skills, knowledge and abilities to perform the particular job.
Job rating, is a process to assign the relative job to a well known person. Ranking, point
rating, factor comparison are some method which uses in the job rating process.
Money allocation, is a process to determined the pay structure as per according to the
type of job. Money allocation considers the settlements of paying rewards and compensation as
per the type of the job assigned.
Job classification, is the final step in the job evaluation process. It is concerned with the
categorization of job according to pay.
There are ample of factors which useful in determine the pay such as-
 Fresher will get lower pay as compare to the high level executives
 High designated employee will get high payment
 Performance, efficiency, skill set are considered as various factor for setting the pay-scale

AC 3.3 The effectiveness of reward system in different context for Posh Nosh
Reward systems use by many organizations in order to motivate the employees an
increase their satisfaction level so they willingly contribute more. If the employee will perform at
their best level then ultimately it is the organization which will be benefited. There are various
type of reward system available which posh nosh can use such as.(Martin-Rios, 2014)
Extrinsic rewards, considers as external rewards system for certain employee and it is
tied with employees behaviour, skills, time or responsibilities in an organization.
Intrinsic rewards, considers as non-monetary rewards given to employee for the sake of
motivate them. It includes recognition, appreciation and so on.
Monetary rewards, are the one of the most common reward system. Its is given by an
organization to there employee in various forms such as increase in pay, bonuses, benefits,
flexible pension plan and health care premium or insurance.
Performance rewards, is the most common and effective manner in which an
organization grant rewards on the basis on the performance of of an employee. Performance
rewards generally distribute among the employee according to their contribution to organization.
Membership based rewards, are given to employee and include annual cost of leaving
increases from a base salary or gives support to an equity policy.
With implementing the advised reward plans posh nosh can motivate their employee . Retaining
the employee will be possible for posh nosh by the use of these reward system. It an employee
will grow simultaneously organization will also grow.
AC 3.4 Suitable ways in which posh nosh can examine and monitor employee performance
It is necessary to examine the employee performance in order to evaluate their
contribution, productivity in favour of organization. Posh Nosh limited can examine and monitor
their employee performance by using following suggested methods-
Productivity reports, mainly concerned with figuring out the productivity level of an
employee. Posh nosh use this technique to evaluate that their employee giving the productive
results to their organization or not.
Use of technology, is a solution of any problem. There are various technological tools
available in the market, by using those tools posh nosh can easily examine and monitor the
employee performance. Some of the tools are baser camp, desk time, asana, google streaks, 15
Five, Trello, Sales force, snapengage and so on.

Feedbacks, is on of the most simple way to monitor the employee performance. It creates
understanding about employee behaviour, productivity and so many other aspects. Posh Nosh
can use feedback as a tool or method to monitoring the performance of their employee.
(Nolan,and Garavan,2016)
Accuracy reports, considers the end report of the production system so it is work as a
mirror for organization from their they can get the reflection about the employee performance.
Variance analysis, is directly measure the comparison between the set desired goals and
actual results, Posh Nosh can use the variance analysis so that they can get the actual picture
about the performance of t heir employee.(Long, and Perumal, 2014)
LO 4 The mechanism for the cessation of employment
AC 4.1 Circumstances under which employees mostly cease employment and how to reduce the
employee turnover
If Posh Nosh is facing the problem of employee cessation that following are the most
likely reason or circumstances-
Compensation, consider as one of the biggest reason because of which employee are
forced to leave their current job. If compensation is not as per the expectation of the employee
than employee may be cease from the job.(Long, and Perumal,2014)
Work environment, plays a vital role in the context of employee. Employee enjoys the
positive work environment where they don't like to work in the environment which is fully
negative. Here term negative includes poor work culture, employee employer bad relations, no
existence for encouragements and so on.
Lack of motivation, can bring the possibility in which employee cessation is increased.
Motivation is required for the employee to face the adverse challenges in the work.
Reward systems, are right of the potential employees. As they want more for their extra
efforts, if organization is not ready to inculcate the reward system then employee morale will
down and they are forced to leave the job.
Lack of support, will create a negative impact on the employee mind as it will give birth
to many problems such as depression, anxiety and fear, employee will definitely not able to
continue their job.

There are various techniques through which organizations can reduce the rate of employee turn
over. Posh Nosh should take some corrective actions in order to reduce it. At first they need to
work on their compensation structure as they provide compensation according to potentiality of
the employee. A positive work environment leads to retain the potential employees so posh nosh
should build a positive environment for their employee. Use the reward system methods,
Creating a supportive work culture can also reduce the employee turnover.(Nolan, and
Garavan,2016)
AC 4.2 Employee exits differ from one organization to another and employee exits procedure of
posh nosh and MC donald
Every organization has different values and cultures so it is quite possible that employee
exits can also differ. Posh nosh employee exits procedure is employee sent resignation letter to
their manager then manager will have a discussion with employee and with the management,
manager give approval for the resignation and in the end HR will try to retain the employee.(Li,
and et.al 2015)
Where as in Mc donald employee fill the exit form, discussion will take place with the
team leader and manager, HR will discuss with the employee, Manager will finalised the exit
form, HR conduct the exit interview in order to retain the employee one last time.
AC 4.3 The impact of regulatory and legal framework on employee cessation and recommended
steps
The regulatory and legal framework have a direct impact on employee cessation
arrangements. If the organization will find out that employee did something which is totally
unethical and unprofessional as per the regulatory body prepared by the organization then
organization terminate the employee with immediate effect. But at the time of termination of the
employee organization have to take care of various laws some of them are Equality act 2010,
pregnancy discrimination act and so on. Organization need to pay attention on each and every
rule so that they are are not in a position to over ruled any of it. (Ferraris, Erhardt,and
Bresciani,2017)
Following steps would be recommend in the case of redundancy or dismissal-
 Collection of proof which indicates that employee is in the default
 Examine the upcoming impact because of termination organization would suppose to
face

 Proper examination of the employees background and performance
 Have a keen eyes on relevant rules and regulation
Conclusion
From the above research various conclusion can be drawn. Human resource is the key in
order to effective functioning of the organization. As a human resource manager in the above
report enough attributes and factors are included to understand the concept of human resource
management. The comparison being made of Posh nosh limited with Mc donalds on the certain
parameters. Effective methods are suggested to examine and monitor the employee performance.
Effective reward system is a necessity for the organization in order to retain potential employees.
Human resource manager should have knowledge about the various factors which are helpful in
determined the pay. Organization should reduce the possibilities of those circumstances from
which employee cessation takes place.

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