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Employee Termination and Settlement: Best Practices for HR Management

   

Added on  2019-12-18

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Human ResourceManagement
Employee Termination and Settlement: Best Practices for HR Management_1

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Distinction between HRM and Personnel Management........................................................11.2 Functions of HRM.................................................................................................................21.3 Roles and Responsibilities of Line Manager at Posh Nosh...................................................21.4 Impact of Regulatory Framework on HRM...........................................................................3TASK 2............................................................................................................................................42.1 Analyse the reasons for human resource planning in organisations......................................42.2 Outline the stages involved in planning human resource requirements................................52.3 Compare the recruitment and selection process in two organisations...................................52.4 Evaluate the effectiveness of the recruitment and selection techniques in two.....................6TASK 3............................................................................................................................................73.1 Assess the link between motivational theory and reward?....................................................73.2 Evaluate the process of job evaluation and other factors determining pay?..........................73.3 Assess the effectiveness of reward systems in different context...........................................83.4Examine the methods organisations use to monitor employee performance?........................9TASK 4............................................................................................................................................94.1 Cease of Employment............................................................................................................94.2 Exit Interview and Posh Nosh and Breakfast Club.............................................................104.3 Employee Cessation and Legal Framework........................................................................11CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
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13INTRODUCTIONEmployees are the most critical and valuable part for any business organisation. Theycontribute to attaining organisational goals and objectives in an appropriate manner. In order tomanage their staff human resource management played an important role (Brushett and et. al.,2010). They played various function such as workforce planning, employee employer relation,supporting and management of employees staff. It will become the critical part which is relatedwith the using human resource in an effective manner. The present report is based on the PoshNosh Limited which is a food company and operate their business in to the United Kingdom. TASK 11.1 Distinction between HRM and Personnel ManagementHRM can be defined as a practice of managing employees within organisation so thatdevelopment of company and employees can be witnessed. It is an advance approach in whichemphasize is laid on meeting business objectives along with developing the performance andproductivity of employees. Contrary, personnel management is just an approach to record thedetails regarding employees and managing their routine work. Following are the in-depthdiscussion upon differentiation of both the approach:Human Resource ManagementPersonnel ManagementHere, employees are considered as valuableassess and hence focus is laid on boostingtheir productivity. In this practice, employees are used just asother type of resources in order to accomplishbusiness objectives.HRM advocates for participative decisionmaking to promote employee participationand engagement (Gatewood, Field andBarrick, 2015).Decisions are solely taken by managementand employees are just asked to follow thoseact. Modern approach towards developingemployees.Traditional approach for using manpower toattain business goals. Direct communication is practicedIndirect communication is practicedSystematic decision makingQuick decision makingEmployee performance are used to determinethe pay.Job evaluation is only considered (Stone,Lukaszewski and Johnson, 2015). Based on this discussion, it is evident that Posh Nosh must follow HRM in its operationin order to gain maximum return from its employees. Through this, their skills and competency
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13can be developed through regular training and development session. Further, motivation level ofemployee will increase that aids in attaining high job satisfaction. 1.2 Functions of HRMHRM, being a modern approach, possess wide set of functions which helps organisationin boosting its competency by developing skilled employee base. In this context, followingfunctions of HRM can be incorporated by Posh Nosh Ltd.:Recruiting and Selecting: This is one among the basic function of HRM which is linkedto filling vacant position of organisation by identifying skilled employees. HR manager atcited company must develop appropriate documents so that vacancy within theorganisation can be filled (Reade, 2015). Motivation: Another aspect of HRM is motivation which ensures that employees feelscomfortable and positive towards work. For this, monetary and non-monetary rewardsmust be followed by organisation to get best out of the employees. Cited organisationmust motivates its employees in order to retain them for longer. Wages and Remuneration: This is yet another crucial task of HR manager. Properwages and salaries must be credit in the account of employees on due date. This aids indeveloping healthier relations with them that aids in attaining low attrition rate inorganisation.Training and Development: Employees need to be trained and developed so that theycan able to perform in appropriate manner. Hence, HRM focuses on giving regulartraining and development session to its employees in order to increase its efficiency(Glendon, Clarke and McKenna, 2016). Manpower Management: Further, HRM focuses on managing the manpower andhandle each and every queries of employees. Further, grievances and conflictmanagement is also a function of HRM which supports in developing sound workingenvironment.
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