Human Resource Management and its Significance in Decision-Making Process

This report discusses the significance of employee relations in relevance with decision-making process in context to human resource, identifying the significant elements of employment legislations as well as their impact on human resource decision-making in chosen establishment, illustrating the application of two HRM practices in accordance with chosen organisation by using justified examples and critical analysis of employee relations as well as HRM applications which can influence decision-making in selected establishment.

Resource Management

Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Evaluation of the significance of employees relations in relevance with decision-making
process in context to human resource..........................................................................................1
Identifying the significant elements of employment legislations as well as their impact on
human resource decision-making in chosen establishment.........................................................2
Illustrating the application of two HRM practices in accordance with chosen organisation by
using justified examples...............................................................................................................4
Critical analysis of employee relations as well as as HRM applications which can influence
decision-making in selected establishment..................................................................................5
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Resource management can be described as process which encompasses of planning,
scheduling as well as allocating personnel, money and technology for attaining a specified
objectives or goals (Bailey and Et. Al., 2018). Main purpose of resource management is to plan
and outline a plan for complying the diverse needs of varied personnel in an effective manner.
Human resource management is termed as a strategic approach for efficient management of
personnel at workplace. In order to better understand about the human resource practices, Costa
Coffee is taken into consideration. Costa Coffee is UK based coffee house chain which was
founded in 1971 and has its headquarters at Bedfordshire, England.
This project report demonstrates an understanding of internal as well as external forces
which affect decision-making and human resource legislations in a strategic manner. This also
covers knowledge in regards with applying human management practices in a practical
workplace.
MAIN BODY
Evaluation of the significance of employees relations in relevance with decision-making process
in context to human resource
Employee relations are considered as significant as they form a foundation of trust among
an organisation and its personnel in an exponential manner (Banfield, Kay and Royles, 2018). It
is imperative for organisations to make feel their employees valued and satisfied in order to gain
respect as well as loyalty in return. Positive and strong employee relations also benefits company
in terms of enhanced efficiency and productive skills. Employee relation as well as HRM
practices in relevance with decision-making are closely depend on each other. Organisations try
to engage their employees in decision-making process which would help them in making them
feel satisfied and valued.
In relevance hospitality industry, success of business organisations is highly depend on
the quality of human resource. Therefore, it is imperative for managers of Costa Coffee to have a
dignified workforce and inspire them with motivational practices as well as career development
approaches. Significance of employee relations in making critical decisions in accordance with
Costa Coffee are as follows:

Aids in improvement of morale- Strong employee relations with organisation help
personnel in improvising their morale. Employees are asked for their ideas and suggestions
which lead them to increase their involvement as well as contributions in decision-making
process at workplace (Berman and Et. Al., 2021). At Costa Coffee, employees are given enough
scope for providing their ideas and suggestions for improvising their services. This practice helps
them to develop better employment relations as well as enhancing their decision-making process
in an effective manner.
Helps in building trust- At organisations, trust servers as a significant force which helps
in determining the employee relations in an effective manner. Companies which make critical
decisions by keeping their personnel in dark can loose the trust of their employees in a
significant manner. It is imperative for establishments top take their decisions in a transparent
manner which can enhance employee relations towards the corporation (Brewster, Mayrhofer
and Farndale, 2018). In context to Costa Coffee, managers engage their employees in decision-
making process so that they can build trust among them. This practice lead them to engage their
employees in their tasks in a strategic manner.
Help in listening to differential angles- It is imperative for organisations to listen to
differential angles from varied people which helps them to make critical decisions in order to
make a reach towards a focused approach (Crawshaw, Budhwar and Davis, 2020). Positive
employee relations can lead to more minds to think about the specified problem as well as
proposed solution in an effective manner. This exercise can enhance productivity as well as
decision-making process of an establishment. In accordance with Costa Coffee, managers
provide enough scope to their employees for their innovative ideas which lead them to enhance
their engagement as well as retention rate with establishment.
Identifying the significant elements of employment legislations as well as their impact on human
resource decision-making in chosen establishment
Employment laws can be regarded as distinct legislations which essentially govern the
relationships among employer, employees and trade unions in a significant manner (Jia and Et.
Al., 2018). Work regulations is aimed to ensure that organisations should process their
operations in a fair manner. Without these work regulations, employees can be treated in a unfair
means as well as can suffer from unfavourable treatment. Key elements of employment laws in
relevance with UK encompasses of age discrimination, equal pay, minimum wages, working

hours, employment contract and many more. Managers of Costa Coffee tried to make
compliance with employment legislations as this affect in their decision-making process in a
significant manner. Varied key elements of employment legislations and their impact on
decision-making process in regards with Costa Coffee are mentioned below:
Equality act, 2010- This employment legislation is formulated for protecting employees
from any discrimination in regards with differential processes such as recruitment, training,
interviews and many more. This legislation has identified some protected features which can not
be used at workplace while tackling human resource (Steffensen and Et. Al., 2019). Key
elements which are identified in this legislations are age, sex, religion, sexual orientation and
many more. In relevance with Costa Coffee, managers make compliance with this legislation and
have make rules for curbing discrimination at their workplace. This practice has led them to
enhance employee relations within the organisation and taking critical decisions regarding
developing strict guidelines for curbing discriminated practices.
Data protection act, 2018- This law is formulated by contemplating the legislation
defined in general data protection regulations (Wilkinson and Dundon, 2021). It is formulated for
protecting the confidential data of customers as well as employees from external third parties.
Significant elements in regards with this legislations can be lawfulness, accuracy, accountability
and integrity which needs to be considered by organisational managers in adopting this law in
their business operations. In context to Costa Coffee, managers make compliance as per the rules
of general data protection act by following its varied key elements. They use the information of
their customers in a transparent manner and use it fairly with their proper consent. Managers of
Costa Coffee use accurate information which provides them relevancy in their operations in a
strategic manner. These elements are followed for the employees in the sale way as customers at
Costa Coffee. This has laid them to secure privacy of their employees and make decisions with
an internal approach. This aid managers of Costa Coffee in taking fair and transparent decisions
in regards with securing competitive edge.
Managers of Costa Coffee follow all the necessary regulations in accordance with their
human resource. They also strive to work on the issue of promoting as well as respecting human
rights in respect to their team members, suppliers as well as franchise partners. They encourage
diversity as well as inclusive practices at their workplace. They also provide equal opportunities
to their human resources and are strictly intolerant towards discrimination and intolerance

(Townley, 2019). These practices led them to retain their employees by formulating efficient
relationships with their employees and it impact on their decision-making process in an effective
manner.
They have also encouraged the practices of collaborative bargaining as well as freedom
of association to their team members in order to accomplish their objectives in a strategic
manner. They have constructed a specified human rights policy which streamlines with their
code of business conduct.
Illustrating the application of two HRM practices in accordance with chosen organisation by
using justified examples
Human resource practices can be defined as combination of internal consistent policies
which are designed as well as implemented for ensuring that human capital of an organisation
can contribute significantly in accomplishing business objectives (Stewart and Brown, 2019).
These are considered as intrinsic guidelines which are developed by an establishment for
streamlining its procedures as well as obtain optimum outcomes in relevance with specified
business areas. It is imperative for organisations to adopt effective human resource practices for
securing top talent as well as improvising the retention rates. This also motivate employees for
improving their performance as well as provide job satisfaction to personnel in a significant
manner. Managers of Costa Coffee has implemented effective practices for motivating their
workforce in an effective manner.
They have implemented a recruitment solution which help them to attract, retain as well
as develop talented workforce. Managers of Costa Coffee have adopted Dayforce which is an
efficient software for managing their recruitment as well as payroll processes (Costa Coffee
invests in technology to manage their HR and payroll processes. 2022). They have successfully
adopted the services of Ceridian's workforce management technology for planning and
optimising staff scheduling. This practice has helped them to cater diverse needs of their
customers and providing them excellent services on a global scale.
Another practice which are adopted by managers of Costa Coffee is to combine payroll as
well as time in one specific system in order to ensure that employees are paid their salaries in an
accurate and timely manner. After measuring ROI as well as positive reactions of using
technology-driven processes, managers of Costa Coffee are planning to indulge their dayforce
platform for creating payrolls and talent acquisition in a significant manner.

This software will aid managers of Costa Coffee in gaining accurate as well as reliable
data sets which led them to expand their growth avenues. This practice also help them in meeting
their commitment of adopting sustainable practices as this involves reducing the documentation
and use of paper. It is believed by top management of Costa Coffee that introduction of Internet
of things (IoT) in regards with workforce management software has made the job of managing
human resources easy for managers in an effective manner. However, organisation face varied
challenges in adopting technological interface such as educating the excelling the personnels
with technological skills.
Critical analysis of employee relations as well as as HRM applications which can influence
decision-making in selected establishment
It has been critically evaluated that employee relations are closely linked to HRM
practices as well as decision-making process in accordance with workplace (Sutherland, 2017).
Positive employee relations affect on decision-making process of the Costa Coffee as it improve
asking for ideas and suggestions build make them satisfied and valued. Through this, they can be
kept engaged and retained for a longer period of time. This practice help managers of Costa
Coffee in making critical decisions apart from making strategies for retaining their personnel.
HRM practices of Costa Coffee of adopting technological driven software helps them in
improvising their decision-making processes. As all the relevant material can be recorded
effectively in their software. It has been analysed that HRM practices also aid managers in
retaining the and engaging the employees in a significant manner. It has been evaluated that
managers of Costa Coffee has adopted effective practices in regards with recruitment and
recording payrolls which assist them in assimilating the information in a critical basis.
CONCLUSION
From the above mentioned information, it has been concluded that human resource
management plays a crucial part in making critical decisions at workplace. It majorly consists of
planning, organising and scheduling the personnel in a strategic manner which aid management
in taking strategic decisions. Organisations should make compliance with varied employment
regulations which help them to avoid expensive litigation. Organisational managers focus on
evaluating their HRM practices which led them to have an effective tool for making their
decisions effectively. Technological-driven tools can be taken into consideration while adopting

HRM practices. It is imperative for establishments to align employee relations with an efficient
decision-making process. Employee relations are concerned with establishing relationships with
employee and employer as well as with organisation. It is imperative for human resource
managers to analyse varied practices in relevance with managing their personnel in a strategic
manner.

REFERENCES
Books and Journals:
Bailey, C. and Et. Al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M. and Et. Al., 2021. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. Sage.
Jia, Q. and Et. Al., 2018. A conceptual artificial intelligence application framework in human
resource management.
Steffensen Jr, D.S. and Et. Al., 2019. Putting the “management” back in human resource
management: A review and agenda for future research. Journal of Management. 45(6).
pp.2387-2418.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Sutherland, J., 2017. Key concepts in human resource management. Bloomsbury Publishing.
Townley, B., 2019. Foucault, power/knowledge, and its relevance for human resource
management. In Postmodern Management Theory (pp. 215-242). Routledge.
Wilkinson, A. and Dundon, T., 2021. Contemporary human resource management: text and
cases. Contemporary Human Resource Management. pp.1-100.
Online:
Costa Coffee invests in technology to manage their HR and payroll processes. 2022. [Online]
Available through: <https://www.peoplemattersglobal.com/news/hr-technology/costa-
coffee-invests-in-technology-to-manage-their-hr-and-payroll-processes-22804>