Human Resource Management Overview

The assignment provides an overview of Human Resource Management (HRM) by referencing various scholarly articles. It emphasizes the influence of HRM on organizational outcomes, the role of high-performance practices, developing organizational resilience, and the evolving nature of human capital management. It also touches upon green HRM, globalization's impact, and critical perspectives on traditional HRM approaches.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between Human Resource Management and Personnel Management...............3
1.2 Functions of Human Resource Management........................................................................4
1.3 Roles and responsibilities of a line manager in Human resource management....................5
1.4 Impact of the legal and regulatory framework on human resource management...............6
TASK 2 ...........................................................................................................................................6
2.1 Analyses the reasons of Human resource planning and why it is important for organisation
.....................................................................................................................................................6
2. 2 Process of human resource planning. What stages are involved in it..................................7
2.3 Compare the recruitment and selection process in two organisations..................................8
2.4 Effectiveness of recruitment and process in both organisation.............................................9
TASK 3..........................................................................................................................................10
3.1 Assess the link between motivational theory and reward...................................................10
3.2 Evaluate the process of job evaluation and other factors determining pay.........................10
3.3 Assess the effectiveness of reward systems in different contexts.......................................11
3.4 Examine the methods organisations use to monitor employee performance......................12
TASK 4..........................................................................................................................................13
4.1 Reasons for cessation of employment with an organisation-..............................................13
4.2 Employment exist procedure of different companies-.......................................................13
4.3 Impact of legal and regulatory framework on employment cessation arrangements-.......14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is basically defined as the management and administration
of human resource in an organisation, for the effective management of different functions &
activities and coordination among different departments so as to achieve organisation's goals and
objective (Boxall and Purcell, 2011). It is carried out to increase performance of employees in an
organisation. This study is based on the Posh Nosh Limited which is a small medium enterprise
operating in London. It has appointed an HR for the various HR activities in the organisation.
The aim of the study is to find out the role of HR department and identification of key issues. It
will help in understanding the difference between personnel and human resource management,
and how the employees are recruited in an organisation. Employee retention, motivation
techniques and various mechanism for cessation of employees are also analysed in the study.
This study will be helpful in understanding why HR planning is needed in an organisation and
what is the importance of it. Through this several selection and recruitment techniques of
company, and how their employees are different from other companies is also examined in the
study which will eventually help in growth and better management of operations in the company.
TASK 1
1.1 Difference between Human Resource Management and Personnel Management
Human resource management is the process of hiring and developing employees so that
they became able to work efficiently and effectively in the organisation (Bratton and Gold,
2012). It includes job analysis ,identifying personnel need , recruiting the right person at the right
place at the right time ,induction ,training ,providing benefits and incentives ,evaluating the
performance of the employees (Berman and et.al., 2012).
Personnel management is the planning, organising, compensation and maintain the
employees so that they can contribute in achieving the organization's goals. It is an
administrative function at operational level.
Human Resource Management Personnel management
 It is an modern approach for retaining
the employees.
 It is an traditional approach for
maintaining the employees.

 It assumes that employees are the
valuable resources for achieving the
desired result (Storey, 2014).
 It focus on acquiring ,training ,
maintaining ,controlling and motivating
the employees for doing the work
effectively and efficiently.
 It is conducted at all three level
 It focuses on efficiency and
effectiveness, productivity and
participation of the employees.
 In this ,decision are taken collectively
after considering all employees.
 It is pro active in nature.
 It assumes employees are input for
achieving the desired result.
 It focus on employees development
and their welfare or benefits and
maintains labour relation.
 It is conducted at operational or lower
level (Berman and et.al., 2012))
 It focus on the employees satisfaction
and increasing the production.
 In this decision are taken by the top
level management.
 It is reactive in nature.
1.2 Functions of Human Resource Management
Human resource management performs many task in an organisation for achieving the
organisation's goals (Sparrow, Brewster and Chung, 2016). For achieve the Posh nosh 's goal ,a
HR plays very crucial roles .A HR have to perform following functions-
1. Human resource planning- It is the process of determination and ensuring that
organisation have right no. of people at the right place at the right time or have adequate
number of employees or not for performing the functions which will help in achieving the
organisation 's goals and provide satisfaction to the employees (Wright and McMahan,
2011). Basically it involves staffing and employees development.
2. Job analysis- In this HR collects information related to the specific job and prepare job
description like job responsibility ,skills and experience for performing the job , and
material etc (Huselid and Becker, 2011).
3. Staffing- Staffing includes recruitment and selection of human resource for an
organisation. Recruitment is the process to invite the application from the candidates for

filling the job vacancy and screening them according to the requirements and then select
that candidates who match the requirements of organisation. Recruitment and
selection is most important function of a HR (Purce, 2014).
4. Orientation- After selecting the best candidates , a HR has to conduct induction
programme for new employees for familiarizing them with organisation 's
culture ,working environment ,working conditions and rules and regulation of the
company.
5. Training and development- The main purpose of the training programme is to enhance
the skills and knowledge of an employees. In this programme it is learnt that how to
perform the work and tells about the job etc. It motivates the employees for working
efficiently and effectively.
1.3 Roles and responsibilities of a line manager in Human resource management
A line manager is that person who directly manage or control the specific employees and
that individual directly report to the him (Lengnick-Hall and Beck, 2011) .He is very important
for an organisation. It plays very crucial role in any organisation. It does not perform not only in
day to day operation but also in the implementation of HR policies. line manager have
responsibility to manage the employees in effective manner. The roles and responsibilities of line
manager are as follows-
1. Employees engagement- Line manager directly supervise the employees in most critical
factors and guides them how to perform the job. He or she creates the organisation
culture for his team so that employees can perform their work efficiently and
effectively .A line manager should focus on the positive points of an employees not on
the negative points so that they can motivate to perform the job in better way and engage
in every functions of the organisation.
2. Performance appraisal- Performance appraisal processes is designed by the HR team
but it is implemented by a line manager (Buller and McEvoy, 2012). Performance
appraisal means the assessing the performance of employees and rated them according to
the performance. It is also done by line manager. Foe feedback more effective ,line
manager should convey it to the employees.

3. Performance related pay- A line manager has all report about the employees. He
knows very well that who employees are performing good and who are not performing
then accordingly line manager pay to them.
1.4 Impact of the legal and regulatory framework on human resource management
Legal and regulatory framework means rules and regulation and laws that a organisation
has to full fill (Daley, 2012). Employment legislation is most important part of Human resource
management. This helps to understand about the laws and legislation and improves relationship
between employer and employees . The impact of laws on HRM is that ,it ensures there is no
discrimination among employees etc. The employment legislation are as follows-
1. Equal pay act , 1970- According to this law if two person are employed at same post
with same work then they will get equal remuneration. There should be no discrimination
among employees in financial terms (Guest, 2011).
2. Data protection act, 2003- This law states that any information related to the employees
should be protected with important rights which means that if any employees wants to
know that what his information is saved in the computer by the company then they can
know easily (Jiang, Lepak and Baer, 2012).
3. Health ans safety act , 1974- This law states that health and safety of the employees is
most important for an organisation. It should have to full fill by the company. Its main
aim is to reduce accidents and injuries at the workplace (Renwick, Redman and Maguire,
2013)
TASK 2
2.1 The reasons of Human resource planning and why it is important for organisation
For every organisation, it is very initial task to plan human resource. Because every any
activity will be happen in business, is fully depends on humans. For Posh Nosh Ltd. Organisation
HR planning means, systematised investigation of HR needs, that helps in to identify the correct
number of employees whom have required skills and qualification. These are some reasons why
HR planning is important for every business organisation. Such as:-
 Hiring New Employees:- To regulates any activity in an business, it is very important to
make a proper strategy. HR planning also do same. In order to, planning new human

resources for organisation, HR manager plans the requirements and skills for every post.
After that he\she hire new employees.
 Expansion and Diversification:- It is helps to plans future goals and targets fro
organisations. HR planning related with modernisation, expansion and variegation of the
business, It means that right employees and right kind of peoples are able to meet the
challenging requirements of the organisation.
 Technological changes and globalisation:- In this modern era, technology is change day
by day. Organisations must have to change their methods of manufacturing and methods
of service and production (Alfes and et.al., 2013). HR planning able to provide such
kinds of skilled employees so they can cope with these tasks.
Importance of HR Planning:-
 It provides employees the chances of development and advancement by giving training
session.
 It helps in to find out joblessness with by checking requirements and needs of the
organisations.
 HR planning, helpful to meet the needs and requirements of the enterprise by hiring a
well skilled and qualified people.
2. 2 Process of human resource planning. What stages are involved in it
To find right candidates for right job, Posh Nosh Ltd. Must have to plan their hiring
process. There are some steps of HR planning, that provides organisation, skilled person (Bloom
and Van Reenen, 2011). Such as:-
 Identify the organisational needs:- The important step of HR planning, firstly determines
the organisation objectives and needs. So that manpower planning should to be done in
effective manner.
 Develop a recruitment plan:- find out the needs of job, HR manager plans the recruitment
policy by contacting fro different different sources. It helps to create a application pools,
by this many many candidates are attracted with job. And a big applicant pools is ensured
(Choi, 2011).
 Conducting Interviews:- Many candidates applied for the post. But HR have to find that
type of candidate who exactly matches with needs and demand of the position. So he call
them up, for face to face interactions. Interviews are not only face to face, they includes

telephonic interview or video conferencing interview or as well as face to face interview
(Abbour and et.al., 2013).
 Selection Process:- After interview, managers and superiors finds best candidates among
all above alternatives. Selections is also a negative process because only one is to be
hired, others are rejected. If an candidate is ready to terms and conditions of the job, he
will be selected, for this job he have required qualification and experience (Albrech,
2011).
 Implementation:- After completing all those process a candidate is ready to join. HR
manager tells him, all the rules and polices of the organisation on the day of joining. And
he\she is ready to work.
2.3 Compare the recruitment and selection process in two organisations
There is comparison between Posh Nosh Ltd. and Compass Group. Both are the small
business organisation. First one is follow internal requirements and another one is focuses on
external requirements.
Posh nosh Ltd. Follows internal recruitment process. Internal recruitment follows these
steps:-
 Makes internal recruitment policies:- If the organisation want to hire employees from
internal hiring, that means to promotion and transfer form one department to another. So
Posh Nosh must have to make a strategy and policy for internal hiring. The needs,
qualification and experience is mentioned in it (Kehoe and Wright, 2013).
 Job Posting :- Posted a job among all over the organisation, so relevant employees may
about the vacant position.
 Screening employees and conduct interviews:- HR manager screening all those
applicants and conduct a face to face with superiors. It is easy because all those candidate
are available in office (Crook and et.al., 2011 ).
 Feedback:- After that manager given the feedback to the selected candidate. And he is
promoted to his current position and may be transfers from another department.
Another organisation, Compass group Ltd. Follows external recruitment process in its
organisation. External hiring process means to hiring from external sources by using job portals.
In that firstly HR have to posted a job among peoples, so that a larger pool of applicants must be

ensured. After that shortlisted candidates are called up for interview and if they gives impressive
performance, they selects. And company gives the offers to join them.
Both organisation follows different hiring process to identify a suitable and right
candidates, who matches exactly the skills and qualifications requirements in the organisation.
2.4 Effectiveness of recruitment and process in both organisation
Recruitment and selection is a important part of every organisation. They both are key
factors of success for any business. Because if employees are not performing well, how
productivity increases (Ployhart and Moliterno, 2011). A right person with right skills could give
better results in his\her task. These are the important elements that ensure that recruitment &
selection is necessary for Posh nosh Ltd. As well as Compass group. Such as:-
 Increases turnover:- A right and honest employee is the key factor of organisation
growth. If company hires talented and technically strong person, it may improves
company's sales revenue and maximises turnover.
 Employee Motivation:- it probably happens in internal hiring process. Because the
process develops a environment of competition among employees. So with that they can
motivated automatically and always trying to improves their performance.
 Reputation:- It is also helpful to extend the reputation of business in all over external
markets. If employees performs well-being, it could grow up the production and customer
attraction. Good quality of products will be consumed (Thompson, 2011). So consumers
prefer to deal with such kind of company and it makes a reputed organisation among all
over business market. It will helps to established and set up long term goals and targets.
TASK 3
3.1 Assess the link between motivational theory and reward
Motivation is a procedures of changing individuals behaviours by the impact of others in
order to make some one more effective by reminding them their goals and rewards associating
with that. The Posh Nosh Limited should be focussed on their employees welfare. This would
happen by making a link between the motivational theories and the rewards for the workers
(What is human resource management?, 2017). The company should provide pragmatic
recommendations to improve workforce motivation. The motivational and reward process
consist of following areas:

 Intrinsic rewards and employee's motivation: These are abstracted award such as
recognition, generating favourable or caring environment for the workers and altering
the post after achieving the goal .
 Extrinsic rewards and employee's motivation: These may include salary, bonus,
incentives, security of job, etc.
Employee will give their best when they feel that they will be rewarded by the
corporation. Some others factors like training , state of working and other policies including
respecting workers, etc. So, The Posh Nosh Limited ought to take care of both intrinsic as well as
extrinsic rewards and motivation without neglecting any one (Become a better manager of
people, 2017). Therefore the corporation's HR should become more attentive regarding
identifying each and every performance and problems.
3.2 Evaluate the process of job evaluation and other factors determining pay
It is the role of HR manager to evaluate the key elements involved in the job evaluation
process and other factors which determine pay. The job evaluation is simply a process of
deciding the relative importance of a number of several jobs in a systematic way (Wright and
McMahan, 2011). The schemes of job evaluation can be used as the basis for fair pay systems
hierarchy without discrimination which is feel to be good by the employees. This process include
various steps which is done by the HR manager itself are listed below:
 Analysis of job: Firstly the HR will determine the available jobs in the organisation. By
this method all the information related to job will be collected and considering this
workers requirements are highlighted and after that hiring process goes on.
 Deciding Compensable factors: This concentrates on the paying process of the
organisation including decision making on the post of different jobs and making their
importance in terms of pay.
 Method development: Third step include evaluating the factors of job and making
placement on this basis by examining the hierarchy of the jobs.
 Comparison of job structure: This step prepare a structure of job by selecting and hiring
decision makers, evaluating the decisions and then setting up the ranking of job.
 Making Wage structure: The last but not the least step is to make decision regarding the
wages of the workers on the basis of the post of individual and after this making payment
to them.

3.3 Assess the effectiveness of reward systems in different contexts
In order to motivate the employees the rewarding process is proved to be the best one.
The Posh Nosh Limited assigns these works to the new HR appointed (Human Resource
Management Review, 2017). Effective reward system aids the organisation to become more
competitive in the market, preserves key workers and also decrease the overturn. It also
underpin the picture of the corporation among the stakeholders and the next coming workers in
future. There various types of reward making criteria are given below:
 Extrinsic rewards: These are physiological awards given by considering the reaction,
knowledge and roles of the job holders. This generates a feeling of respect among they
workers for their jobs and ultimately they will concentrates on their jobs (Berman, and
et.al., 2012).
 Monetary rewards: This rewards are given in the form of incentives, bonuses, pay
increment, health care compensation. This helps a lot in making a loop between company
and the job holders i.e. after gaining such incentives or bonuses the workers obviously
shows enthusiasm in their duty.
 Role based rewards: This is based on the individual contribution in the work and on this
ranking the awards are given to them.
 Enrolment based rewards: These are the prize which are given on the base of ones being a
part of the group of the organisation ( Boxall and Purcell, 2011).
 Non Monetary rewards: This is not financially related. e.g. proving gifts like laptop ,
giving the best located office and also making available excellent coaches at the office for
training purpose (Jiang and et.al., 2012).
By examining above the conclusion reached is that the rewards programming proved very
effective in terms of making increment market capital value.
3.4 Examine the methods organisations use to monitor employee performance
Monitoring the employees with in an organisation is the most necessary task because it
will generate the good effect in terms of work value. There are several methods which aids Posh
Nosh in monitoring employee's performance. Some of them are listed below:
 Well timed: The organisation should notice individual's time of entry and exit which
shows the devotion of worker to their duty. One who is not punctual creates a negative

image which shows he or she is not loyal to this work (Renwick, Redman and Maguire,
2013).
 Quality analysis: The projects done by the co workers must be analysed by the team
leaders or mentors. They will decide the workers quality and recognize them by giving
rewards.
 Detect Private habits: Personal habits of each with in organisation must be noticed
including office talks, rowdy behave against their seniors, etc. After examining this the
corporation must clear their norms and conditions that what they want as the work place
discipline (Alfes and et.al., 2013).
 Checking attitude: The HR should check every one attitude with respect to their work as
well as behaviour regarding superiors. One who lead a bad or negative attitude should be
terminated as they are disrespecting the organisation.
 Arranging meeting: The meeting should be arranged for exploring the co-workers
difficulties. A survey is carried on this basis having motto of examining poor workers and
and making effort for the appropriate remedial.
 Random check: The random checking should be done to closely observe the environment
of the work place. This will surely improve the employees performance.
TASK 4
4.1 Reasons for cessation of employment with an organisation-
Cessation of employment means termination of employment which means employees are
going to leave the organisation. Termination can be voluntary or involuntary. It can happens
because of many reasons like misbehave ,misconduct etc. Reasons for cessation of employment
are as follows-
1. Reducing budget- If company's profit are going down or don't have sufficient resources
then employer will not able to keep all staff then he will terminate the some employees
for increasing the budget (Bloom and Van Reenen, 2011). Termination decision are
taken on the basis of how employees is important for the organisation and how much he
is generating profit. If he is the reason for decreasing the profit then employer will
include these factors while taking termination decision.

2. Attitude and behaviour- If any employee have bad attitude and behaviour then
employer can terminate him. Bad attitude means he is not respecting the employer or
other employees or doing misconduct and bad behaviour means he steals customers and
their information and is giving that information to the competitors and misbehaving with
everyone then in this case employer have right to fire or terminate him (Choi, 2011).
3. Performance- employer can terminate the employees on the basis of his performance. If
an employees is not performing good or according to the standard and not producing
desired result then employer can do so.
4. Attendance- Every employer wants that employees will come daily and on time but if
any employee is not coming on the working frequently then employer can terminate him
on the basis of it.
4.2 Employment exist procedure of different companies-
When an employee is terminated or resigned from the job then company have to follow
certain procedures to ensure a smooth exist transition (Jabbour and et.al., 2013). It is important to
have the procedure in place to help you when employees are leaving. This procedure applies to
all employees when they are leaving. Posh nosh follows the following steps when employees are
terminated or resigned-
 Retaining methods- Posh nosh gives the employees better position or or give more
compensation for retaining them (Albrech, 2011).
 If they want to leave even after inducing them then conduct exist interviews and try to
understand the reason why they want to leave.
 Checks the work stress of them.
 It gives all the documents and references that are needed for the next job.
 If employees didn't give any prior notice then company will receive payment from them.
 After that employees have to give all the things like uniform etc.
 If employees are entitled to get pensions ,gratuity then they will receive it.
Compass group follows the following procedures-
employee or employer have to follow the following checklists which are as follows-
 if employees are leaving company voluntary then they have to give prior notice to the
employer.
 Conducts exist interview for knowing why they are leaving.

 Notify the other employee that they are leaving.
 Collects all company property from them like laptops, uniforms etc.
 asks them to clean out their desk.
 After , it gives outstanding pension ,gratuity etc. if they are entitled to get it.
 Delete their computer access and reminds them about confidential clause in the
agreement.
 Removes them from the intranet and from everywhere (HKehoe and Wright, 2013).
4.3 Impact of legal and regulatory framework on employment cessation arrangements-
Every country have different different laws ,rules and regulation related to the
employment cessation. Cessation of employment is directly impacted by legal and regulatory
framework(Crook and et.al., 2011). posh nosh Ltd. also have to follow the laws of its country .
The impact of laws on the employment cessation are as follows-
 It reduces the discrimination among employees at work place. Under the law , company
can't discriminate employees on the basis of sex ,race, colour ,cast etc. For the
employer ,all employees are equal at working place.
 It minimizes the dismissal in unfair and wrongful manner. If employer terminated the
employees by breaching the contract then it will treated as dismissal in wrong manner. In
this case, employee can sue on the employer and can get payment. Employer can't
terminated employees on the basis of physical disability (Jabbour and et.al., 2013).
 It gives affirmation in some financial cases. If any employee is entitled to get the
compensation then employee will get it from the employer. Employer cant say no to give
the compensation.
 posh nosh Ltd. can terminate the employees by breaching the contract if that termination
are being because of the redundancy ,incapability, misconduct, illegality etc. In this case
it will not treat unfair termination (Ployhart and Moliterno, 2011).
CONCLUSION
Management of human resource is very essential for an organisation for the smooth
management of human resource activities. The study which is carried out on the HR activities of
Posh Nosh Limited will be very helpful for a company to understand the key role of the HR in
the company that will be helpful in identification of various issues that occur in organisation.

From the above study it can be concluded that the functions of human resource contribute to the
growth of organisation. Roles and responsibilities of managers and HR are very necessary to
carry out HR functions in an organisation. It has also been analysed that the HR planing is very
necessary for the effective recruitment and selection of employees that contribute in building
image of the organisation. Motivation is very important in the organisation to retain employees
and this thing needs to be followed by HR.

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