HR Competencies and Selection/Recruitment: A Study of Medical Education

HRM functions include planning, staffing, employee training, performance evaluation, and compensation. This article examines the implication of HRM on recruitment and selection processes. It highlights the importance of HRM in identifying the right candidates for job openings and ensuring that the organization is well-equipped with competent employees. The concept of competency-based HRM suggests that organizations should focus on selecting candidates based on their skills, knowledge, and abilities rather than solely relying on traditional qualifications and experience. Additionally, the article touches on the impact of strategic HRM on perceived performance in health services organizations. Furthermore, it emphasizes the significance of employee engagement and HRD in fostering a positive work environment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Difference in applying personnel and human resource management...................................1
1.2 Assessing the functions of Human Resource Management for achieving aims of
organisation.................................................................................................................................2
1.3 Evaluating roles and responsibilities of line managers in the organisation and its supports
HRM functions............................................................................................................................3
1.4 Analysing the impact of legal and regulatory framework on HRM......................................4
TASK 2............................................................................................................................................5
2.1 Analysing the reasons for human resource planning............................................................5
2.2 Outlining the stages involved in planning HR requirements................................................6
2.3 Comparing the current recruitment and selection process in the organisation with another
organisation.................................................................................................................................8
2.4 Evaluating effectiveness of recruitment and selection process.............................................9
TASK 3..........................................................................................................................................10
3.1 Assessing the link between motivational theory and reward at Virgin Media...................10
3.2 Evaluating the process of job evaluation and other factors determining pay at Virgin
Media.........................................................................................................................................10
3.3 Assessing the effectiveness of reward system in context of Virgin media........................11
3.4 Examining the methods used by Virgin media to monitor employee performance............11
TASK 4..........................................................................................................................................12

4.1 Reasons for termination of Faisal’s employment contract and reasons for cessation of
employment...............................................................................................................................12
4.2 Describe the employment exit procedures used by The Chicken Master and Milestone
Hotel..........................................................................................................................................13
4.3 Impact of legal and regulatory framework on employment cessation arrangements .........14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is one of the important function which plays important role
in success and failure of an organization. Companies use different strategies for managing
labours and improving service quality of the firm (Tsiotsou and Ratten, 2010). Along with this, it
will also focuses on impact of topical issues and legislation on HR practices of the firm.
Research has been chosen Milestone hotel for whole investigation. It is a leading organization of
hospitality industry of UK. It offers number of services to its customers so, human resources are
the major key attributes which is required for organization for providing these services to
customers. The current research will describe difference between personnel and human resource
management. Afterwards it will also focus on recruitment and selection process which can be
used by different organizations for hiring employees. Further, focus will also be given on
rewards system of the organization for motivating and retaining employees. Including this,
mechanism for the cessation of employment is also describing in the following paragraphs of the
report.
TASK 1
1.1 Difference in applying personnel and human resource management
Table 1: Differentiate between personnel and human resource management
Personnel management (PM) Human Resource management (HRM)
It is a traditional methods which are used by
number of organizations for managing staff
members of the company. It does not focuses
on the modern strategies and approaches for
managing employees (Tesone, 2006).
In this types of management organizations uses
modern practices of management for managing
personnel of the organizations.
Administration, industrial relations and
wellbeing of all personnel are the major
motivate of the personnel management of the
organization.
Instead of administration, HRM focuses on
providing growth and development opportunities
to all employees, improving motivation level and
effective utilization of all resources, etc.
As per the assumption of PM organization
should use each and every employee for
HRM approach believes that employees are very
important asset for the company and these are not
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getting best results and for attaining
objectives. It means employees are
considered as input for the company.
only input for attaining objectives. As per this
approach organization does not use all employees.
Only optimum utilization of human resources if
the major objective of this approach.
Total number of staff member is one of the
major base of designing a new job.
HRM focuses on team work rather than division
of work and job design (Nienaber and Roodt,
2008).
According to personnel management
approach all decisions must be taken by top
level management of the organization and
only they can decide rules, regulations and
strategies for managing personnel.
HRM believes in participative decision making
process in which organization obtain ideas from
each and every employee.
PM only focuses on completion of tasks and
activities of the firm rather than training and
development and increment in skills and
knowledge of personnel.
Improving skills and knowledge of personnel is
one of the major aim of the HRM department of
the firm.
It is known as general function of the
organization (Lucio, 2013).
Most important and strategic function of the firm.
Milestone is one of the leading organization of UK and it focuses on human resource
management rather than personnel management. This approach helps organization in resolving
issues associated with employees and plays important role in improving performance of the firm.
Including this, it is also beneficial for augmenting the skills and knowledge of all staff members
by training and development session. It improves individual efficiency which plays significant
role in achieving organizational objectives of Milestone. Qbic is a small business enterprise of
UK which is operatizing its business in hospitality industry UK. It follows the concepts of
personnel management instead of HRM. At earlier stage organization only focuses on growth
and profitability of the company. It does not pay attention towards the growth and development
of employees.
Further, it does not include ideas and opinion of employees at the time of making
decisions. Only top level management of the organization takes each and every decision for
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improving performance of the firm. Therefore, personnel management approach increases the
overall dissatisfaction level of employees which may harm the performance of the firm in
negative manner. On the other hand, this approach reduces the labour cost which provides
assistance in increasing the financial performance of the firm. Thus, the decisions are taken
collectively which is helpful in motivating employees as they know the changes are taken.
1.2 Assessing the functions of Human Resource Management for achieving aims of organisation
HRM is highly effective for an organization in order to handle their business operations
and functions that are to be effectively managed by them. This helps them to accomplish better
targets and mark greater impact on the overall market targeted by the company (Tsiotsou and
Ratten, 2010). In that context, the following are the various HR functions in context of Milestone
Hotel are as follows:
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Illustration 1: HRM FUNCTIONS
Source (Wickham Skinner, 2016)
 Recruitment and selection: The set of activity for selecting and recruiting right
employees at the right time over the appropriate place is highly effective for business to
accomplish their objectives. In this competitive era, efficient manpower is a prime need
of every organisation. Thus, with the help of this HR function, hotel management can
choose qualified employees in their team to render better services to its customers.
 Training and development: The process of providing training and development
enhances the overall abilities of person to gain skills, knowledge, capabilities and abilities
(Tesone, 2006). The procedures of supplying training leads to maximize the efficiency of
service by centring on the overall development of organisational HR. In current situation,
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training and developing is the one of the best method for Milestone Hotel for improving
the productivity and performance of workforce.
 Planning and Organising: It is one of the significant function which is performed by
HR team of the Milestone hotel with an aim to design a structure of working and
executing the entire set of functions and operations stated under the business. This helps
them in processing every procedure step by step and attain benefits and desired forms of
results. In context to the cited hotel, planning and organising would be highly useful in
defining the action plans and strategies for their business (Nickels, McHugh and
McHugh, 2010). As the planning and organising in the Milestone hotel is very effective
and helps in managing all the activities of the organisation.
 Controlling and Monitoring: Further, the organisation needs to maintain the entire work
performed by their personnel and staff members, thus, the controlling and monitoring
functions of HRM helps them in holding up their business flow in a particular direction.
By the help of the stated methods and techniques like attaining feedback and observation
that would be useful for the HR team to address and observe the working of their
personnels (Knowles, Holton III and Swanson, 2014).
1.3 Evaluating roles and responsibilities of line managers in the organisation and its supports
HRM functions
HRM is highly significant in maintaining the functions of all the members present in the
organisation. It is necessary to hold up the level of the performance given by the organisational
individuals that need to be properly addressed with a target to achieve greater success and overall
achievements. The main purpose of HR team is to implement efforts on the employees of the
organisation that are responsible for completing the assigned task and projects which requires
proper form of attention and knowledge (Mitchell, 2013). Moreover, the HR head of the
organisation needs to have professional skills and overall strategical capabilities for
accomplishing the desired form of objectives. Similar to this, the front line manager of Milestone
hotel is extremely focused on processing every task in a systematic manner. The following are
the roles and responsibilities of a front line managers that is inevitable for execution by them:
 Recruiting and selecting candidates – The process of recruiting and selecting the
individuals by the method of taking interviewing and tests is under the responsibility of
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HR line manager. They are liable to generate a personal interview and short interaction
in order to ascertain the set of skills and abilities among the individual. It is important for
them to assess the team of eligible and most effective individuals who is crucial in
executing the business operations (Shuck and Wollard, 2010). In addition to this, they
need to negotiate for the salary with the members. This method provides skilled and
talented employees in the firm which works in an effective manner to achieve its goals in
a planned and organised way. It is a time consuming method as it takes long time of
managers for conducting the process and it involves cost of management.
 Training – It is one of the most significant option for improving the functional and
operational abilities of the persons of Milestone hotel that are either new or already
working in the business. The HR line managers are responsible for analysing the level of
performance given by the employees and accordingly, determine the requirements or
improvements which needs to be achieved by the particular person (Oechsler, 2010). In
the cited organisation also the HR manager is liable to ascertain the values that are
needed among their workforces and they should render them with the same techniques.
Unwillingness of employees to learn new skills for performing their assigned decreses
efficiency of this process at Mileston Hotel.
 Controlling and Monitoring – A line manager is supposed to give proper rewards,
incentives, bonuses and appraisals to their employees according to their work and
performance given in the organisation. It supports them in motivating the employees so
that their ability could be improved and morale is improved among them (Skinner,
2016). monitoring allows firm to carry-out its operational activities in an effective
manner. It sometimes create problem at workplace as unrest among employees is created
when they are closely inspected while monitoring process.
1.4 Analysing the impact of legal and regulatory framework on HRM
HRM department of Milestone organisation needs to follow the entire rules and
regulations that are specified and determined under the context of HR functions and operations.
It is crucial that all the legal consideration and regulatory frameworks should be comply by the
HRM and their aspects. This helps the employees and the organisation in maintaining their
business operations and related activities (Pfeffer, 2010). In that respect, HRM of Milestone
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hotel needs to obey all the legal rules and procedures, accordingly determine the structure of
working. The following are the laws and legal formalities that are used by Milestone followed
in forming policies and executing their business operations: Discrimination Act 1995/97 – According to this act, the organisation and their HR team
needs to avoid using the adaptability of discriminatory practices that creates
differentiation among the workforces. It is generally on the basis of gender, class, colour,
religion, etc. which is adopted by HR aspects with a motive to discriminate them to gain
better opportunities and business benefits (Lewis, Packard and Lewis, 2011). The cited
hotel requires addressing the areas like during recruitment, selection, appraisals, etc. in
which such practices are mostly used and should implement changes that could build
better environment. Equal Pay Act 1970 – As per this act, the HR team is forced to follow the rules and
regulations of giving equal payments to the employees which defines that the
organisation should avoid using the diverse activities while rewarding their workforces
(Markos and Sridevi, 2010). It is essential that the HR management should confront the
legal frameworks of paying equal amount to their individuals in forms of salary,
incentives, bonuses, etc. This helps them in maintaining their relations with the
organisation and overall management.
 Employment Act 2008 – It is crucial for the HR management of the Mileston hotel and
their team members to maintain their approaches on holding up strong relations with their
employees which helps them in attaining higher form of benefits and results (Wang and
Noe, 2010). This act defines a specific and professional structure which needs to be
followed by them in order to continue their work and retain the attention of employees
with the cited organisation.
TASK 2
2.1 Analysing the reasons for human resource planning
Human Resource Planning (HRP) is a type of process which is highly helpful for the
organisation in levelling the balance of HR by addressing their demands and supply within the
business. They help the organisation and their managerial aspects in attaining the requirements of
HR and overcome in the most effective manner so that better achievements could be marked.
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HRP is highly significant for HRM in various areas and forms which eventually creates ways to
overcome the needs and wants of personnels in the organisation (Griffin, 2013). Moreover,
following are the reasons which is determined as the main considerations for applying and
implementing HRP in the organisation that are:
 Recruitment and selection
◦ It helps in recruiting and selecting the candidates for maintaining the level of
required properties, quantity and quality of HR.
◦ It evaluates employee's turnover and create methods and techniques for minimising
turnover and filing up the gaps of vacant posts and proper individuals (Riley, 2014).◦ It assists the HR team in meeting up the necessities of the busines s programmes like
expansion, diversification etc.
 Planning and organising
◦ It evaluates the impact of technology over business activities of Mileston hotel along
with the existing employees and their future requirements.
◦ It ascertains the level of attaining high knowledge, proper standards, effective
abilities and professional manners of discipline for the HR in the organisation
(Flamholtz, 2012).◦ It facilitates in assessing the business situation for allocating the surplus or shortage
of workforces and to take appropriate actions.
 Training and development
◦ It helps to maintain pleasant and grateful relations with other industries by holding
optimum structural level of personnel at Mileston hotel (Van den Brink, 2010).
◦ It reduces inequalities in the management which occurs in form like non-availability
of correct and right kind of workforce within expected time and at exact place.
◦ It defines strategies for the organisation which helps them in attaining the best
utilisation of their employees.
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2.2 Outlining the stages involved in planning HR requirements
In the process of HRP, there are mainly five stages which needs to be followed by the HR
team of the Milestone hotel in order to maintain the level of demands and supply of workforces
in the management. The HRP's reason being specified which states the importance of
formulating and implementing the process within the organisation (Siavelis, 2012). Similar to
this, the HR team should also analyse the information about the business and accordingly,
evaluate the steps involved in the process. This would assist them in addressing the number and
level of organisational personnels required in the management team. Moreover, following are the
steps that are placed effectively and systematically with an aim to gain proper forms of benefits:
1. Assessing human resources – In prior stage, the HR team needs to analyse the whole
group of existing workforces with a purpose of evaluating the level of skills and abilities
present in them. This helps them in determining the forms of attributes available with
them (Rothwell and Kazanas, 2011). In addition to this, the team needs to ascertain the
type and level of skills and personalties required among the individuals to execute the
business activities in effective manner.
2. Demand Forecasting – Further, the HR team has to determine the required types of
personnels in the organisation which could be appropriately placed in the management
for attaining desired forms of targets.
3. Supply Forecasting – In this stage, it is required that the team should address the future
areas from where the organisational individuals can be attained with the needed
professional knowledge and skills (Van der Klaauw and Van Ours, 2013).
4. Matching supply with demand – After assessing both the requirements and supply, the
members of the team has to examine the gap between the supply and demand of HR. All
the members need to assess the sources from where they can get attain relevant
information about their market and business which could be effectively used and applied
in the management (Pilbeam and Corbridge, 2010).
5. Action plan – In the end, the team should analyse the entire information assessed from
the sources and should accordingly, evaluate the activities which would be useful in
maintaining the level of required and available HR members within the organisation. It is
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essential that after implementing the strategies, the team should monitor and control the
whole plan.
Illustration 2: HRP process
(Source:Habeck and et.al., 2010)
2.3 Comparing the current recruitment and selection process in the organisation with another
organisation
The process of recruitment and selection process is one of the most effective procedure of
creating better team of professional individuals which needs to address by the ways of
interviewing, examination and test. This HRM function helps the HR team of Milestone hotel in
attaining the group of eligible candidate/s which are able to evaluate the business activities
assigned to them and attain better forms of results (Bratton and Gold, 2012). Thus, different
organisation has assorted kinds of recruitment and selection process as per their business
requirements and purposes.
Recruitment and selection process of Milestone hotel
In the cited organisation, the process of recruiting and selection generally starts with the
activity of assessing the vacant positions within the organisation. The HR team creates the job
description and person specification considering the requirements over the vacant position.
Further, they advertise the requirements of individuals over newspapers and various job sites. In
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the prior stage, they generally conduct telephonic interview with the candidates in which they
ask general questions related to their academic skills and mentality (Bridle, 2010). After this, the
applicants clearing this round are invited to attend a test where they are supposed to show their
skills and knowledge by addressing every question in appropriate manner. The eligible
candidates passing this round are placed in a personal interview with the HR head of
organisation. In this round, the final decision is been taken by the management which includes
the process of salary negotiation, determining the roles over the position and placement in the
organisation.
Recruitment and selection process of Hilton hotel
Hilton hotel is similar organisation which is engaged with the similar market and working
in the sector. For this, they have adopted strategical processes and methods to identify the best
set of individuals which would be highly suitable for them in accomplishing their business
operations and functions (Gloet, 2010). Firstly, the HR team addresses vacant positions in the
management which needs to be fulfilled by the most eligible person. The team places an
advertisement over the internet and their websites to acquire the attention of the applicants.
Furthermore, the team conducts an online test in order to assess the individuals which are eligible
for getting positioned in the organisation. The individuals clearing the online test round, gets a
letter for interview round where the group of HR team members take face to face interaction in
which the person I questioned on the basis of their skills and experiences gained so far. Here, the
skills of communication, capabilities and willingness in the work is analysed so that it shows the
proper assessment of the candidates. In the end, the person passing all the rounds gets placed in
the organisation (Akhtar, Ding and Ge, 2010).
2.4 Evaluating effectiveness of recruitment and selection process
Considering the recruitment and selection process of both the organisation which are to
be applied by their HR with an aim to create the best team of individuals. It is vital that they
should gain the perfect and eligible person/s over the position in the organisation. In that context,
it is necessary to determine the effectiveness of both the processes as per their business and
overall corporate purposes (Flood and et. al., 2011). Like, the recruiting and selecting process of
Milestone hotel is highly strategic and focused with a particular target. It starts with attracting the
attention of various individuals who are suitable for the specified job description and person
specification. Further, the test and interviews conducted by the HR team helps them to attain the
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information about the candidate which is capable of addressing the responsibilities and roles
stated over the position.
It is highly helpful for the organisation in attaining results and achievements which could
be only possible when they have appropriate and professional team which is able to execute the
task in a significant manner. The HR head round with the individual assist them in addressing the
attributes and abilities among them (Jackson and Seo, 2010). It clears that the recruiting and
selecting process helps them in creating an effective management team that is able to complete
the entire business work. It provides skilled and talented workforce in the company which assist
in achieving goals of the firm in a planned and effective manner. It is cost consuming process
and investment of company is required for advertisement and other methods for doing this
process.
TASK 3
3.1 Assessing the link between motivational theory and reward at Virgin Media
Motivation is a kind of strategical technique which is used to improve the human
behaviour and working nature in order to execute the business task assigned to them in a way
that higher form of benefits are attained. It encourages the employees to perform well and
achieve the entire objectives desired by their organisation. Similar to this, Virgin media has also
adopted suitable motivation theory which directly links to their mentality and business
assumptions i.e. Maslow's hierarchy of needs theory (Minniti, 2011). The allocation of needs is
the main purpose of the theory which creates a connectivity of an organisational individual who
has a mental pressure of overcoming the basic and psychological needs. Maslow has defined five stages of need and they are explained as followes-
Physiological:- It defines about the physical requirement of the human being like food, shelter
and basic needs. It explains about basic requirement of human beings.
Safety:- Physical safety of a person,financial safety, health and personal safety are included at
this stage.
Social:- Interpersonal and sense of belonging are important factors of social needs.
Esteem:-human requirement to be treated with respect comes in this category. Every human
being has desire to be accepted and valued by others.
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Self actualization:- This level of needs helps the individual to realize his potential and to
accomplish desired goals of the life.
Illustration 3: Maslow's motivational theory
Source: (Saul McLeod, 2016)
For addressing these needs, they try to perform well in the business which eventually
helps to attain better profits and benefits in form of monetary terms. The reward system plays a
significant role in accomplishing the specified set of needs. Reward given to employees create
feeling of satisfaction and appreciation of employees. It results in improving morale of the
employees which motivates for performing work with enthusiasm and in a productive way.
Rewards are given an organisation like Virgin media, an employee is paid as per their
performance and overall achievements (Patterson, Ferguson and Thomas, 2013). Thus, the
rewards given by them works as a motivational factor and helps both the aspects in
accomplishing their required personal needs.
3.2 Evaluating the process of job evaluation and other factors determining pay at Virgin Media
Job evaluation is a method of analysing worth of a job by comparing different jobs thaty
are performed in the company. Job evaluation is a two step process where job analysis is done in
first step to collect information about a particular job. Task and work involved in the job are
defined in this method. Second process is job specification where skills and qualification
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required for the job are explained. It helps the firm to link pay with requirement of the job. And
assist the firm in developing a organised pay structure. It is a efficient method to resolve wage
related grievances. It is a systematic process to determine relative worth of the job and it help in
ranking job on the basis of education, skills and responsibilities.
The method of job evaluation helps the HR team in determining the values of the position which
includes the person's responsibilities, specification, areas of working risk involved while
executing the assigned business operations, etc. which is also useful in determining the pay given
to the person over the position (Garg and Kapellusch, 2011). In that context, the HR aspects of
Virgin Media are considering following areas in order to ascertain the pay of an organisational
individual: Market determination – This factor is one of the most common method which is
considered by the companies for defining the amount to be paid to the person for their
effectiveness (Cascio and Aguinis, 2012). As per this approach, the HR team of Virgin
Media assess the market situation and other businesses with similar purposes for
determining the pay of the person. Assist in job rating – As per this element, the HR members generally evaluate the risk,
pressure, ranking in the organisation, etc. involved over the position and accordingly,
gives them the stars or rating which helps them in determining the pay for an individual
(Shermon, 2014). The pay scale is levelled with the rate given to the position.
 Supply and Demand- It is another factor which has a high impact over the determining
salary, as the demand for salary is low then it would become easy for the company to
survive in the present market. Even the government also play a vital role in setting up the
salary and it depends on the standards which are set by the government.
3.3 Assessing the effectiveness of reward system in context of Virgin media
The purpose of reward system is to create values among the organisational individuals
who are giving their potential efforts in completing the business projects assigned to them. The
workforces of an organisation are generally with a hope that they must gain the actual return for
their performance in the organisation (Stanton and Nankervis, 2011). For this, they work
effectively and professionally by applying their entire capabilities of executing the business
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activities in a systematic manner. Thus, it is necessary for them to assess the effectiveness of
reward system which are: Motivation – Reward system has a direct link with motivation which helps the
organisation in promoting the overall abilities of an employee in accomplishing greater
values and benefits. It provides sources to the employees in addressing new areas of
attaining more revenues in form of incentives, bonuses and appraisals. Retention – The actions like increasing salary in form of promotion or giving extra pay
for good performance, is highly helpful for the organisation in maintaining the
engagement of the employees within the business (Rodwell and Teo, 2014). By this, the
other individuals get encouragement and they also start working effectively.
 Attracting new talent – It is crucial that the reward system has the ability to attract the
attention of other persons in the market and encourage them to become a part of the
Virgin Media.
3.4 Examining the methods used by Virgin media to monitor employee performance
It is essential for the organisation to maintain a check on their employee's performance
which needs to be effective and professional so that better presence could be marked by the
individuals. This responsibility lies with the HR team which needs to analyse the business
situation and overall condition in order to assess the information about the required level of
performance and necessities required by their aimed market factors (Millmore, 2011). Virgin
media is also considering the following methods which are processed by them with an aim to
determine the level of performance given by their employees in the organisation: Feedback – This method is extremely preferred by the HR team of the Virgin Media, due
to its effectiveness in addressing better outputs and success which is vital for the
organisation. As per this technique, the team attains comments, suggestion, views and
individual perspective given by their employee's superiors, customers, peers and
subordinates (Monk and Wagner, 2012). They accordingly determine the level and form
of performance given by them in executing the business task.
 Examining the reports – As per the method which directs the efforts of HR team on
analysing the working skills and overall performance of an employee for generating
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better results and attaining proper reports (Henshaw, 2011). It has been ascertained that
such reports are assistive in determining the performance given by the employee. For
instance,
◦ The sales reports gives the best information about the overall sales marked by a
particular employee within a period (Morris, 2015).
◦ Quality reports that defines the quality level of work generated by the employee on
his task execution.
TASK 4
4.1 Reasons for termination of Faisal’s employment contract and reasons for cessation of
employment
Termination of employment is a process in which a company can use for the poor
performance and violation of the policy at work environment. According to the Chicken master
restaurant owner, it is clearly stated that employees are not to use company equipment for
personal use. Moreover, the investigation was conducted by Bob owner of the restaurant, it has
been identified that the Faisal was having a regular watch of pornography during the office hours
through using office computer (Nankervis, Compton and Baird, 2008). He was also involved in
mailing significant information to his wife so that his daughter homework can be accomplished.
There are number of reasons of termination such as employee was not having adequate job
performance. It has been noticed that the employee was not focused towards his work and
responsibilities. It is also one of key reason behind termination of Faisal. Chronic absenteeism is
the sign that the employee is dealing with the substance abuse, mental illness or job
dissatisfaction etc (Nkomo, Fottler and McAfee, 2010). For example, using office asset's for
personal use is considered as violation of organisational policy so it is also one of reason behind
the termination of Faisal. Along with this, breach of employment contract is key reason for the
termination. Further, by avoiding the roles and responsibilities at work by Faisal as he also did
not completed the work which he is allotted. There is violation of policies at organisation as the
employees of organisation are seeing their personal work instead of official work so that bit
results in termination of employees.
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4.2 Describe the employment exit procedures used by The Chicken Master and Milestone Hotel
It has been noticed that the employee termination is considered as a process through
which management have efforts to breach the relationship with employees. There are different
kinds of exit procedures that are being used by Chicken Master and Milestone Hotel. It is
significant for businesses to consider employee contract norms in appropriate manner so that
conflict situations can be overcome.
Chicken Master Exit Procedure: As per the detailed study, it can be said that the termination
procedures followed by organisation is not much effective. It is because without providing any
kind of warning to Faisal the owner has decided to terminate him. It indicates that the
involuntary termination process is being accessed. It is significant for organisation to give chance
to provide justification or right to present corrective measures (Hoque, 2013). It has impacted the
work performance in negative manner so management need to consider it in appropriate manner.
Owner must present the reason to Faisal behind his termination to avoid issues. Thus, in this
process team leader Bob warn the employees in context of rules and regulations of the company
and he also suggest to follow the policies of organisation in the Chicken master.
Milestone Hotel Exit Procedure: Company is focused towards high ratio of quality standards in
respect to exit procedure. It is one of key reason that the organisation follows its well structured
termination procedure. The research founder of the hotel inform the employees about the
termination procedure form in order to terminate voluntary or involuntary (Jackson and Seo,
2010). Employees need to provide information in exit form behind the reason of termination.
Meetings are being conducted with the management in order to evaluate issues. Further
guidelines are also being accessed by the management to meet goals and objectives.
4.3 Impact of legal and regulatory framework on employment cessation arrangements
There are number of legal and regulatory frameworks that need to be followed by the
organisation in order to ensure that the cessation arrangements are made in ethical manner. Any
kind of avoidance may affect the overall working of organisation in diverse manner (Karatepe,
2013). In present case study, the Chicken Mater terminate the Faisal named employees form job
due some reasons.
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According to IRCA the Faisal has right to continue with the job because owner has not
considered exit procedure and its guidelines in ethical manner. Faisal has eligibility to work in
the organisation because there is not age restriction.
In addition to this, retaliation is the act which is used by the government of the UK in
order to stop the activities related to discrimination so according to the rules and regulations
owner has no right to file case against the staff members. As per the case, the action of Bob's can
prove wrong against the Faisal's right as per the federal and discrimination laws.
Moreover, the retaliation frame work describe that owner of firm has no right in order to
file the termination against the right of Faisal. It is one of key reason that the owner may face
issues in respect to the act so it is necessary to consider it in appropriate manner. Issues can also
be occurred in respect to discrimination act so management need to refer it in appropriate manner
so that goals and objectives can be accomplished effectively (Kong, Cheung and Song, 2012).
Any kind of violation may create legal issue for the organisation which is not advantageous for
long term goals and objectives.
CONCLUSION
From the report, it has been articulated that HRM is one of the most significant function
for an organisation which helps them in managing their business operation and function in order
to attain better benefits and achievements. The functions of HRM assist the managerial aspects in
planning, organising, staffing and many more procedures which eventually structures a strategy
of executing the entire set of objectives desired by their organisation. These strategies focus on
recruitment and selection, training and development, compensation, salary and wages,
communication and motivation at workplace, etc. the current research project is based on
managing human resources using different methods and strategies.
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