Human Resource Management Strategies

This assignment delves into the crucial role of Human Resource Management (HRM) within organizations. It examines various HRM strategies, including performance management, talent acquisition, and employee engagement, highlighting their influence on organizational success. The document also discusses the importance of aligning HRM practices with strategic business goals and addresses contemporary challenges facing HRM professionals in today's dynamic work environment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Differentiating between personnel management and HRM..................................................1
1.2 Assessment of functions of human resource management to contribute in organisational
purposes.......................................................................................................................................2
1.3 Evaluating roles and responsibilities of line manager...........................................................3
1.4 Analysing the impact of legal and regulatory framework on human resource management4
TASK 2............................................................................................................................................4
2.1 Analysing the reason of human resource planning and its importance in business..............4
2.2 Outlining the stages involved in planning human resource requirements ...........................5
2.3 Comparing current recruitment and selection process at Posh Nosh limited........................6
2.4 Evaluating effectiveness of recruitment and selection techniques of Posh Nosh Ltd. with
McDonald....................................................................................................................................6
TASK 3............................................................................................................................................7
3.1 Assessing the link between motivational theory and reward system....................................7
3.2 Evaluating the process of job evaluation and other factors determining pay at Posh Nosh
Ltd...............................................................................................................................................7
3.3 Assessment of effectiveness of reward systems....................................................................8
3.4 Explanation of methods to monitor employee’s performance in Posh Nosh Ltd.................8
TASK 4............................................................................................................................................9
4.1 Identify the reason for cessation of employment with an organization................................9
4.2 Employee exit procedure used by two organizations............................................................9
4.3 Legal and regulatory framework in respect to cessation of employment...........................10
CONCLUSION..............................................................................................................................10

INTRODUCTION
Every organisation needs human resources to run its business activities and functions. In
absence of personnel, no business enterprise can survive in the market. To remain in the
competent market for longer duration and for gaining a strong brand image, organisation requires
skilled and knowledgeable employees (Hofstetter and Harpaz, 2015). Human resource
management ensures proper utilisation of available resources and attaining predefined goals of
company. The present report is going to discuss various approach and practices of HR
management which help in gaining effective results. This report will undertake an extensive
determination regarding various aspects of human resource management and strategies which
Posh Nosh Ltd. will adopt. It is a fast food business which is offering catering services in the UK
market. Also, will evaluate the importance of employees and its measures for improving their
performance in the firm. Furthermore, roles and responsibilities of line manager will be
discussed in this report.
TASK 1
1.1 Differentiating between personnel management and HRM
Human resource management and personnel management is quite different from each
other. Both these concepts can be used for different purposes in the organisation. It can be said
that HRM is a new version of personnel management. Major difference between both the terms
are as follows-
Basis Personnel management Human resource
management
Meaning It assumes people as an input
for achieving the desired
output (Jenter and Kanaan,
2015). It is focused on
employee’s relationship in
company.
HRM assumes people as an
important and valuable
resource for achieving the
desired output. It is concerned
with the effective use of
human resources for attaining
the desired objective along
with satisfying their needs.
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Communication All employees in this
management can communicate
in direct manner.
In this aspect of management,
employees are free to discuss
their views and conflicts with
the management (Kim and
et.al., 2016). They follow
direct way of communication.
Treatment of manpower In this, employees are treated
as a machine.
It treats employees as a
valuable asset for company.
Decision making Decision making is slow in
this management.
As compared to personnel
management, decision making
is fast.
Function IT follows personnel function. It follows administrative
function of management.
From the above discussion, it is ascertained that HRM is more competent and suitable as
compared to personnel management. Therefore, cited venture should adopt HRM to survive in
the long run with gaining success in business. This aspect will help in attaining higher results and
benefits.
1.2 Assessment of functions of human resource management to contribute in organisational
purposes
Main objective of human resource management is to manage the personnel in such a
manner that they can perform effectively for achieving the set target. Major role of HRM is to
develop planning, strategies and policies to make expeditious use of corporation's employees. In
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context of Posh Nosh Ltd., there are various functions used for achieving the desired results.
These functions can be evaluated in the following manner-
 Training and development- Posh Nosh Ltd. focuses on rendering quality skills and
knowledge for effective work to new as well as existing personnel (Ledford, Benson and
Lawler, 2016). This function is to enhance the overall performance of cited venture. Employee’s engagement- The cited venture is taking participation of employees in
process of decision making. It will help in encouraging human resources for higher
productivity. This function of HRM is beneficial in improving the relationship among
personnel at workplace. Organising- As per this mentioned aspect, HR manager is responsible to allot tasks to
employees in the business. He/she coordinates this activity in such a manner that
everyone in a team can collectively contribute their efforts.
 Planning- It is an important function of HRM under which HR manager is responsible to
prepare a systematic plan for required human resources in organisation (Rowold, 2015).
Under this aspect, manager collects and analyse the information in order to forecast
personnel supplies and predict future human resource needs.
1.3 Evaluating roles and responsibilities of line manager
In every business enterprise, line managers are those to whom individuals or teams
directly report. In context of Posh Nosh Ltd, line manager is responsible to conduct recruitment
and selection programs. He/she is a person who directs and controls the managerial activities of
personnel. There are various roles and responsibilities of line manager which are like- Measuring operational performance- Line manager in Posh Nosh Ltd. is responsible to
measure the operational activities and practices of employees. He/she analyses
employee’s performance and report to the higher level management (Stone and et.al.,
2015). Line manager is intermediary between employees and top management. He/she
observes the present performance with past records. Performance evaluation- In Posh Nosh Ltd., performance of personnel and their attitude
towards organisation is assessed and rated by the line manager. Performance appraisal
process implemented by line manager but structured and designed by HR manager.
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He/she is responsible to conduct meetings with all employees and provide feedback to
them for their efficiency.
 Employee’s engagement- Line manager is also responsible to create a healthy working
environment at workplace where every employee is free to share his views (Booth and
van Ours, 2013). Line manager focuses on employee’s strengths and weaknesses and
encourage them for open communication in the management.
1.4 Analysing the impact of legal and regulatory framework on human resource management
Legal and regulatory framework is beneficial for employees because it provides rights
and protection to them for their job. This has developed by government with intension to render
rights for workers in the organisation. There are various acts for HRM which can applied by
Posh Nosh Ltd- Equality Act 2010- According to this act, employees and employer should make their
environment fair, honest and healthy. The organisation should treat all employees as
same (Boxall and Purcell, 2011). There should not any kind of discrimination at the time
of recruitment, providing salary or promotion. In the Posh Nosh Ltd, employees get
positively affected by this act as through this, organisation maintains a fair and healthy
workplace and equality between personnel. Data protection Act- As per this act, company do nit have right to disclose any personal
information and data of employees. It can never use employees information for any other
personal purpose. With assistance of this mentioned act, Posh Nosh Ltd can abloe to
protect their personnel data. The main intension behind this act is to render protection of
employees information.
 Employment Right Act 1996- According to this act, organisation should pay standard
salary and wages to employees on the basis of their efficiency (Chang, Gong, and Shum,
2011). Posh Nosh Ltd can used this act for provide the job security. This act helps to
develop an agreement which is signed between employer and employees for aspect of job
and salary.
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TASK 2
2.1 Analysing the reason of human resource planning and its importance in business
Human resource planning is the first task of HR manager. In the absence of mentioned
aspect it is very difficult to analyse and measure the performance of business. It is a process that
identifies current and future human resource needs for business enterprise. HRP is the most
important managerial function which ensures the right type of people, in the right number, at the
right time and place (Employee Selection Process. 2016). It can be said that it is a process by
which management determines how business should balance from its current manpower position
to its desired manpower position. In the context of Posh Nosh Ltd, HR manager is responsible
for the development of effective HR plans and for fulfilling the requirement of personnel in the
organisation.
Importance of Human resource planning in Posh Nosh Ltd- Recruitment of talented personnel - Company will need the people who are talented and
skilled. HRP determines employee’s needs, assesses the available HR inventory level and
finally recruit the people who can perform the job. Proper utilisation of human resource- Human resource planning is beneficial for proper
utilisation of available resources in the company. These resources includes skills, talent,
ideas, suggestions etc for the business.
 Uncertainty reduction - This is associated with reducing the impact of uncertainty which
are brought by sudden changes in the process and procedures of human resource
management.
It can be ascertained that with help of human resource planning Posh Nosh Ltd can lead to
progress and become successful by attaining the set of business targets in a systematic manner.
2.2 Outlining the stages involved in planning human resource requirements
There are various phases in the process of human resource planning which play an
important role in the organisation. These stages are as follows-
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Illustration 2: Human resource planning
(Source:Maley ,2011)
 Organisational objectives- It is the first stage of HRP under which HR manager
determines objectives related to manpower planning at the workplace. This can help in
assuring whether the candidate is suitable for the job or not (Maley ,2011). Setting of
goal helps in attaining success in the future in any field like sales, finance, marketing etc. Analysis internal environment - The next stage is analysis which means the internal
analysis of manpower supply in the organisation. On the basis of stored data of
employees, like their skill, qualification, quality and experience, management can able to
determine the actual conditions of the business. Develop HR planning - On the basis of present situation of organisation, in this stage
manager can develop the systematic planning and strategies for business. Organisational needs for people - In this stage of Human resource planning, manager
identifies the needs of organisation. This will assist in knowing the scope for
improvement in the business.
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 Screening external environment - In this phase HR manager can evaluate the internal
environment on the basis of the outside factors. The screening of external environment is
significant to observe the competency of business.
2.3 Comparing current recruitment and selection process at Posh Nosh limited
In every organisation, recruitment and selection process plays a crucial role for hiring
capable and skilled workers in the company. Through this process, company can able to reach
deserving candidates that would help in the attainment of long success (Lewis and et.al., 2010).
In the process of mentioned aspect there are various stages which has to be followed by the firm.
With the assistance of making comparison between McDonald and Posh Nosh Ltd clear
understanding about the same can be developed.
McDonald has adopted external recruitment process under which it make use of online
channel for the selection of people. Aptitude test is taken as the basis for recruitment. Each
candidate who wants to get selected in the cited venture must have to give aptitude test firstly.
After that candidate has to pass two rounds of interviews that is group discussion and personal
interview (Koh and Sebelius, 2010). Furthermore the organization uses job portals and
newspapers to invite capable candidates for the company.
On the other hand, Posh Nosh Ltd has adopted internal process of recruitment and
selection. Under this process, company make use of techniques such as employee referrals,
promotions, transfers etc. It is the most cost-effective methods for recruitment and selection.
Posh Nosh Ltd does not spend lots of money in the activities of recruitment.
2.4 Evaluating effectiveness of recruitment and selection techniques of Posh Nosh Ltd. with
McDonald
As per the above discussion it is ascertained that McDonald has followed more effective
process of recruitment and selection as compared to Posh Nosh Ltd. The main reason behind this
observation is that internal process is less effective because in this process company may unable
to reach skilled and quality employees. On the other hand, with assistance of external process,
firm can able to find capable and skilled employees for company (Kim and et.al., 2016). With
help of online portal, McDonald can assess talented and knowledgeable candidates for firm. The
cited venture make use of three round of selection which includes aptitude test, then group
discussion and last is personal interview. Through these stages, company can easily identify the
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potential of the candidates. In the other hand, Posh Nosh Ltd recruitment process is less effective
as it does not create very high impact. There is always a need of fresh blood in the organization.
TASK 3
3.1 Assessing the link between motivational theory and reward system
Posh Nosh Ltd is a food catering company which is highly dependent on the employee’s
efficiency. The cited venture believes that workers play a very significant role in attaining
success. With the purpose to attain overall organisational goal, firm has always considered the
needs and wants of employees. Focus has always been made on satisfying them. Therefore it has
adopted an effective reward system for them. Posh Nosh Ltd has adopted Herzberg two factor
theory in order to offer motivation to its employees at workplace. According to this theory,
individual can be motivated by two components that is hygiene and motivator. As per the
hygiene factor, people can be motivated by appropriate salary package, incentives and bonus
schemes (Jayawardena and et.al., 2013 ). On the other hand, motivator factor implies that
individuals can be encouraged for higher productivity through appreciation, recognition and
offering achievements and opportunities for growth in their life. It is ascertained that Posh Nosh
Ltd has successfully applied these two factors of motivation. Furthermore, it has provided
effective satisfaction to its employees so that a direct relationship between reward system and
motivation can be maintained.
3.2 Evaluating the process of job evaluation and other factors determining pay at Posh Nosh Ltd.
Job Evaluation is the process of provide rating and grading to the employees according to
their performance. It aids the company in identifying and analysing the individual efficiencies.
With help of this tool, HR manager can evaluate the employee’s strength and weakness.
Furthermore, manager can decide the salary and wages of workers by this technique. Posh Nosh
Ltd use this tool for measuring the worker performance in order to assess whether standards have
been met or not. Preliminary stage- In this stage, manager identify every employees progress at
workplace by collecting data and information related to their performance and
effectiveness.
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 Planning Stage - After collecting the data, HR manager conducts the planning for
necessary changes in the practices of HRM. This phase includes all required changes and
planes for job evaluation (Jenter and Kanaan, 2015). Analysis stage- In this stage, HR manager analysis the overall job evaluation
programmes. He/she is responsible for identifying whether the workers are performing
well or not.
 Monitoring and controlling - In this last stage, HR manager finally takes corrective
actions. He/she can observe the employees performance and monitors their work.
3.3 Assessment of effectiveness of reward systems
There are two forms of reward systems that is financial and non-financial. Under
financial approach, rewards are given in terms of bonus, incentives, compensation, fringe
benefit, profit sharing etc. On the other hand, as per non-financial reward is that under which
business enterprise measures the employee’s performance and give the rewards in the form of
appreciation, certificates, recognition and higher responsibility.
In the context of Posh Nosh Ltd, both reward systems have been adopted for attaining long
term people retention. The main objective of providing rewards to personnel is to retain them in
corporation for long time as well as to improve the quality of work. The financial reward system
also known as monetary and non-financial reward.
3.4 Explanation of methods to monitor employee’s performance in Posh Nosh Ltd.
There are various method of monitoring employees performance at workplace. These
tools assist to company in observing efficiency of individual. In the context of Posh Nosh
Ltd,corporation has adopted many tools for measuring individual performance. These methods
are as follows- Check their attitude- In this aspect, HR manager of cited venture can observe individual
attitude and behaviour toward higher authority and top management (Guest, 2011).
He/she notices that how employees interact with their senior manager and supervisor.
Further more, manager also see that how individual has maintained their relation with
subordinates and co-workers at workplace. Review personal presentation-In this aspect individual can measured by their
appearances and sincerity. Posh Nosh Ltd has its professional dress code which every
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employees has to wear at workplace. HR manager of cited venture can observe
employees performance by their visual aspect and gravity for their culture.
 Punctuality- In every corporation there has standard official timing for working. HR
manger of cited venture can observe individual entry and exit timing on daily basis. With
assist of this method, manager can bring punctuality at workplace and maintain effective
organisational environment and culture.
TASK 4
4.1 Identify the reason for cessation of employment with an organization
Workforce is an integral part of an organization and its success or failure to large extent
depends on the performance of employees. This is the reason due to which employers always
intends to develop productive, skilled and efficient workforce. Some times due to some factor's
employee of the firm failed to deliver good performance on the job. Hence, company compel and
take decision in relation to cessation of employment with an organization. Poor work quality is
the one of the main factor that is commonly the main reason due to which firm take decision in
respect to termination of employee from his job (Hoque, 2013). Apart from this there are many
other reasons that are responsible for termination of employees from there job. Some time's
employee show in-disciplined behaviour at the workplace and this affects his productivity and
efficiency. Moreover, other employees also start behaving in unprofessional way at the
workplace. Hence, in such situation firm compelled to take tough business decisions. This is
another reason due to which firm decide to terminate employee from his job. Apart from this,
some time's employee are find to be involved in unethical practice like theft of secret data or
money. In such condition with immediate effect company decide to terminate one from his job at
the workplace.
4.2 Employee exit procedure used by two organizations
Employee exit procedure vary slightly from one firm to other company. In case of Posh
Nosh there is a simple but legitimate procedure. Under this one wants to resign from his job
submit his resignation letter to the HR manager of the firm (Jenter and Kanaan, 2015). After,
receipt of letter HR manager carry out meeting with the employee who resign from his job.
During conversation manager try to identify the reasons due to which employee compelled to
leave his job from Posh Nosh. Such a conversation is also known as exit interview. On the basis
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of analysis of entire situation manager attempt to find out solutions that can be adopted in order
to persuade and change the decision taken by the employee. Many times even manager identify
the solution then also employee leave his job (Hutchinson and Purcell, 2010). Hence, it is not
necessary that solution identified by the HR manager will really work. In case employee decides
to leave his job experience certificate is given to him and other paper formalities are completed.
On other hand, there is a company MC Donald where also same procedure is followed but not in
legitimate way. In MC Donald exit interview is taken just for formality and after completion of
notice period employee is made free from his responsibilities.
4.3 Legal and regulatory framework in respect to cessation of employment
In order to prevent discretion of the firms in relation to termination of employment of
employees from the workplace there are some rules and regulations that are devised to protect
there interests. As per law, without giving prior intimation no firm can terminate employee from
his job. It is legal responsibility of employer to serve one month notice period to the employee so
that he can search job else where. There is a rule in the UK that in any firm like Posh Nosh is
terminating employee from its workforce then it is its legal responsibility to communicate the
reason due to which he is terminated from his service (Hutchinson and Purcell, 2010). It can be
said that without reason no firm can make employee free from his job responsibilities. Hence, it
can be said that there are legislation's that ensures that interest of employees are safe in the firms
in which they are doing job. As per rules on ground of colour and disability no company can
terminate employee from his job. If person is capable to perform his role and responsibility even
through he is disabled then on this ground manager can not take decision in respect to cessation
of employment of individual from the firm.
CONCLUSION
From this project report it has been conclude that Posh Nosh Ltd has adopted various
monitoring methods for measure its employees performance at workplace. Further more, it has
been ascertained that corporation has used both monetary and non monetary reward system in the
business for motivate its personnel. From this report it has been articulated that cited venture
needs to render opportunities to employees for their progress. It should not change company
policies in a frequent manner as it leads to demotivate the personnels. Posh nosh Ltd has adopt
effective HR planning which assist to maintain and retain employees for long term basis.
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