Employment and Termination Policies

This assignment focuses on the legal and regulatory framework surrounding employment and termination procedures within an organization. It requires students to analyze relevant laws, regulations, and best practices that impact these crucial HR functions.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Task1................................................................................................................................................3
1.1 Differences between personnel management and HRM........................................................3
1.2 Functions of human resource management...........................................................................4
1.3 Roles and Responsibilities of human resources manager......................................................5
1.4 Legal and regulatory framework of human resources management......................................6
Task 2...............................................................................................................................................6
2.1 Analysis the reason and importance of human resources planning.......................................6
2.2 Stages involve in planning of human resources management...............................................7
2.3 Comparison between two organization related to recruitment and selection process...........7
2.4 Effectiveness of the recruitment and selection techniques....................................................8
Task 3...............................................................................................................................................8
3.1 Link between motivational theory and reward system..........................................................8
3.2 Key elements involve in evaluation of job process...............................................................9
3.3 Effectiveness of reward system in different context for Posh Nosh Limited........................9
TASK 4..........................................................................................................................................11
4.1 Identify the circumstances in which employees are most likely to cease employment.......11
4.2 Employment exit procedures used by two organizations....................................................11
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements..............................................................................................................................12
CONCLUSION..............................................................................................................................12
References......................................................................................................................................13
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INTRODUCTION
Human resource management (HRM) refers to the way of managing people in the organization
so that the desired results can be gained from them. In a firm, it is the responsibility of the human
resources manager to look at the areas like staffing, employee compensation, benefits and
designing of work. Present report is based on Posh Nosh limited which is one of the small
medium enterprises. Report will show the difference between HRM and personnel management
(PM). In addition to this, it will also highlight the functions, roles and responsibilities of line
manager. Apart from that, present study will include different stages involved in the planning of
HR. Furthermore, it shows the way in which Posh Nosh limited rewards, motivates and retains
them in the organization. It also expresses the impact of legal and regulatory framework on
employment cessation arrangement with their reasons.
TASK1
1.1 Differences between personnel management and HRM
As per the given scenario, difference between personnel and HRM is given as below-
Basis Personnel management HRM
Meaning It is concerned with workforce
and their relationship with the
entity (Alfes. and et. al., 2013).
It focuses on the effective
management of the most
effective part of organization
that is manpower who are
provided with a healthy
working environment.
Company makes the policies
for the welfare and takes many
initiatives in order to keep
them satisfied.
Approach It deals with the traditional
approach of management.
It is the modern approach of
managing human resources
(Costen, 2012.)
Basis of Pay In this management, basis of
pay depends upon the job
evaluation (Furtmueller, and
et. al., 2011)
Under this, basis of pay
depends upon the performance
of employee.
Job design Under this term, job is
designed on the basis of team
Work of employees is
designed according to the
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and groups. division of labor.
Decision making In this direction, decision
power of management is very
slow.
Decision power of this
establishment is fast.
Type of function Personnel management deals
with the routine function in
entity.This administration
performs its function which is
strategic in nature.
This administration performs
its function which is strategic
in nature
As per the given scenario, human resource management approach is better for small
medium enterprises because as per above the table of difference, it shows that HRM is a broad
concept than personnel management (Personnel Management Vs Human Resource Management.
2016). If Posh Nosh limited wants to perform better than other entity, company has to manage
its human resources according to their needs.
1.2 Functions of human resource management
The major function of human resource management in contribution towards the
organizational purpose are described as below-
 Managerial function- The human resource manager is a part of the organizational
management. The manager has to perform various managerial activity such as planning,
organising, controlling and directing with relation to his department (Chand, 2015 ). All
these various managerial function of the management which include planning helps to
determine the goals of the company and lay down the policy to reach up to the goals.
Furthermore the manger will organize and develop organization structure to carry out
various operation activity such as assignment of different functions to different
individual, delegation of authority. In addition to these the manger has to direct and
control the activities according to their plans and policies.
 Operative function- These functions are those duties and task which are particularly
commit to the human resource or personnel management. It is one of the essential
functions of entity because it deals with the operating activities of the firm. Major
concern of this function is with employment, development, segregation, maintenance of
personnel and their compensation (Jiang, and et. al., 2012). Furthermore, it includes the
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motivation, personal records, industrial relationship and working conditions of
employees.
 Advisory function- This function deals with the advisory activity which is given by
human resource manager to the top level and other department heads. The manager of
entity gives suggestion to top management for the formulation and evaluation of
programs, policies and procedures (Renwick, and et. al., 2013). Also, manager offers his
advice to various other departments for the planning of manpower, analysis of job,
recruitment and performance appraisal, etc.
1.3 Roles and Responsibilities of human resources manager
Human resources manager having essential and functional responsibilities for all the
human resources disciplines. The HR manager is an expertise of HR generalist which is combine
of general business and management skills. The roles and responsibilities of the manager are-
 Training and development- It includes new hire orientation, leadership, training and
professional development seminars for the employee. The manager of the company has
to assess and determine the training activity which is necessary for the organization.
Training and development are the most integral part of the company which improve the
performance of the employee (Berman and et.al., 2015).
 Employee Relation- The human resources manager having a responsibility to preserve
employer-employee relationship by preparing proper strategy. It is the responsibility of
the employer to provide proper work place, free from discrimination and harassment.
Manager of the small medium enterprises has to investigate the work place properly and
resolve the dispute as soon as possible (Mauhew, 2016). The human resources manager
of the company is having direct contact with legal councils and solve the litigation
matters of the employee .
 Recruitment and Selection- Manager of the company create such a strategic solution to
meet out with workforce demand and lab our trends. The recruitment and selection
process of employee is handle by manager in which it is the responsibility of HR
manager to select and retain the employee (Budhwar, and et. al., 2013).
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1.4 Legal and regulatory framework of human resources management
The impact of the legal and regulatory framework of human resources management on
Posh Nosh limited are describe below-
 Anti Discrimination- According to given scenario the factors which affects the human
resources on the basis of discrimination are religion, sex, national origin. The
management of the company cannot refuse the person to hire as employee on the basis of
discrimination (Dessler, 2016). The organization cannot bifurcate and recruit the
employee on the basis of their age, religion and nationality.
 Wages and hours- Posh Nosh limited has to follow the law related to wages and hours.
The company has to provide equal and minimum wages to the employee according to
their work. Organization cannot force the workers, labour, employee to work more than
the hours (Price, 2011). It is the responsibilities of the HR to continue verify the accuracy
of the wages paid to the employees and workers.
 Leave provisions- According to case law the company has to follow the federal family
and medical leave act which provide minimum 12 weeks of unpaid leave in a year. The
employee of the company can take leave any time when they are in need management
cannot force to do work even employee are on holidays (Werner, and et. al., 2011).
TASK 2
2.1 Analysis the reason and importance of human resources planning
In a given case law the planning of HR must be systematic analysis according to the
needs of the Posh Nosh company. The reason behind the human resources planning is to
complete the several tasks relevant to its workers which includes recruitment, training, career
development and services related to retirement. In addition to this reason for using HR planning
only to known the numbers of employee, resources use by the company which are available and
in which manner they maintain their works. It is very important because for the company
because it deals with recruitment and employment advertisement (William, and et. al., 2012 ).
Proper planning of the human resources management helps to achieve the goals and objectives of
the organization.
On the other hand the human resources planning having its importance in the
management. The Posh limited has to prepare proper planning which can be done through
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forecasting of data, auditing of the stocks, action of plan, monitoring and controlling which helps
the human resource management to prepare their policies and plan according to their objectives
and goals. It provides complete information to the HR to take proper decision for the
organization which is very important for human resource planning.
2.2 Stages involve in planning of human resources management
The stages which are involve in the human resources management helps the Posh Nosh
company to reach up to its goals. Some of the steps which are involve in HR planning such as
collect the data on the organizational and know the current position of the company. In addition
to this organization has to collect the data related to workers which includes numbers, age,
locations and skills. Furthermore the company has to audit the performance of worker in which
past and present data of the employee's has been analysis according to which management can
change the policies (Dessler, 2016). On the other hand the company has investigate the demand
and supply of the employee according to which the organization will recruit for the works. The
foremost important stage of human resources management is career planning which shows the
growth of the employees with good performance. The last stage of the HR planning is
monitoring and controlling in which the management has to monitor and control over the
resources available to company according to needs and demands.
2.3 Comparison between two organization related to recruitment and selection process
The comparison between Marks and Spencer and Posh nosh limited related to recruitment
and selection process (Berman. and et.al., 2015). Firstly, it deals with Posh Nosh limited
recruitment and selection process which starts with selection by sourcing its employee even
looks for the internal recruitment. The recruitment can be done through newspaper, by using
social media, various job websites. After that the organization will move towards the selection of
best candidate which are suitable for their job profile. Furthermore it select the candidates and
move for the group discussion round and aptitude test. After that the selected candidate will
move for face to face interview with HR of the company.
Secondly, it deals with Marks and Spencer recruitment and selection Process. Marks and
Spencer is one of the big firm which approaches the candidates by tracking application. Under
this company the candidate can directly track its application in the form of resumes. After this
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company will shortlist the candidates and call the candidates for interview. In continue with that
HR of the company will take face to face interview and after interview the selected candidate
will got offer letter.
2.4 Effectiveness of the recruitment and selection techniques
` After comparing the recruitment and selection process between two organization it comes
to know that Marks and Spencer process is quit short as compare to Posh Nosh limited. The
process which is conducted by Posh is very long and complex to select a candidate for job.
Company is taking so many test to select a good candidate. a However, the company is selecting
the best candidates for their profiles (Jiang, and et. al., 2012).
The Posh nosh limited has to suffer a lot due to very complex and big recruitment and
selection process to select a candidate for their job profile. It has lots of effect on the company
image and management of the company has to suffer a lot due to this complexity. For remove
this effect the company has to choose the simple procedure for recruitment and selection of
employee for their work.
TASK 3
3.1 Link between motivational theory and reward system
The motivational theory and reward system is one of the important term which help the
company to achieve their goals and objectives in better way. Motivational theory means
to motivate the employee of the management to work in a better way and give their better
performance to the management (Alfes. and et. al., 2013 ). Motivation to the employee is
very important to establish a confident among the workers.
On the other hand the reward system is system which is given to the employee for
their best performance. It is given to those employee who achieves the target at time and
give their best to organization. Reward system may be in any form either in terms of
financial or non-financial assistance. Financial term includes bonus and incentives on the
other hand the non-financial assistance includes achievements, promotion. Both the term
are interrelated to each other and helps the management to grow at better level. If the
company is following these term in a organizational it increases the brand image in the
market and attract the employee to do work. In company without motivation of the
employees are not liable to get rewards for their work.
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3.2 Key elements involve in evaluation of job process
The key elements which are involve in evaluation of job process by Posh nosh limited for
their better management. The term job evaluation process is a systematic way to
determine the worth of the job in relation to other job in different organization (Renwick.
and et. al., 2013 ).The main objectives of the job evaluation is to find out the minimum
and maximum wages throughout the organization and ensure to the employee for same
level of wages in other organization.
For the better management in the company the human resource manager has to
consider the following terms such as -
 Job analysis- It is an process through which person can identify the job duties
and requirements. It helps to find out the terms in content with Job activities.
 Job description- It is a written statement which is base on finding out the job
opportunities. It includes scope, purpose, working conditions, title of the job,
name of the person to whom the employee has to report (Costen, 2012).
 Job evaluation program- After being analysis of job description the job
evaluation program has been exist which shows the worth of the job to identified
the comparison between two jobs in two different organization.
On the other hand the management have to consider some other factors also such as
wages survey, employee classification on the basis of their work, specification of job and
performance of the employee in the company
3.3 Effectiveness of reward system in different context for Posh Nosh Limited
The effectiveness of reward system in relation with Posh nosh limited is quit low. The
management of the company is providing better reward to their employee for their good
performance. The reward system is base on motivation of the employee because without
motivation the employee is not liable to achieve their targets on time (Dessler, 2016). It
may effect the management if the company is not providing the reward to the employee
for their performance.
The company has to provide reward in any form whether it is monetary or non-
monetary. It deals with promotion, incentives, bonus which motivate the employee to do
the work in better form for their company. If the company is not providing reward to the
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employee it may reduces the working ability of the employee and it become one of the
disadvantages for the Posh nosh limited
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TASK 4
4.1 Identify the circumstances in which employees are most likely to cease employment
There are the reason for cessation of employment in the organization of Posh Nosh are as
follows:
 The poor performance of worker are lack of skill, ability and knowledge. It can be the
reason for cease the employment of the employees when there is the poor performance
done by him (William. and et. al., 2012). In Posh Nosh if employees does not have ability
to do the work properly than it can be terminated on basis of it.
 If there is no discipline have maintain in the organization by the employees than it can be
terminated employment. Employees should maintain the discipline at work place and do
it seriously. Discipline at work place improves the work environment.
 Lack of motivation given by the manager to their employees than there is no way of
improvement of work. There should be the motivation given by the employees to develop
their confidence and working skill. If there is no improvement in working skill than
employees can terminated.
 Safety and other practices also plays important role at work place. Employees should
have the health and safety practices at work place.
 Less efforts done by the employees in Posh Nosh is also the reason of the termination of
employees (Alfes. and et. al., 2013 ).If employees does not give the proper effort dodo
the work it is not consider as well employment.
4.2 Employment exit procedures used by two organizations
In Posh Nosh there is the procedure of exit of the employees are as follows that Firstly
there is the resignation letter submitted by the employee and after that there is held the meeting
between manager and employee. In this meeting manager or supervisor ask the reason to left the
job and try to negotiate for recruiting again (Price, 2011 ). There is also check the response of
the employee and again take the interview about the experience and take the feedback of the
work. After that also employee wants to left the job than there is the transfer of responsibility has
done for the same position.
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In the other organization there is the notice or resignation submitted by the employee and
after that there are discussion will held with manager or with supervisor. There is taken the exit
interview and than transfer that position to the new recruitment or new joining.
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements
In the Posh Nosh there is the impact of legal and regulatory framework on employment
cessation agreement has positive. There are the set rule in the organization that should be
followed by employees and employers (Dessler, 2016). If any one could not act according to it
than it can be terminated by the company. If the legal and regulatory framework done by an
organization than every employee should follow the same. In The Unfair Dismissal Act
Termination is done for the benefit of the organization when there is not done the disciplinary
work. If there is lack of ability to do the work by the employee and there is no maintenance of
health and safety than for the benefit of the organization employee can be terminated. Legal and
regulatory framework is the problem solving procedure it focuses on the work environment and
the challenges of complexity of work.
CONCLUSION
By concluding this report that the effectiveness of human resource management can be a
difficult process, it plays an important role in the Posh Nosh functions. It evolving the trends
organizations to place more pressure on human resources. Managers and employees have to
achieve the goal of organization by their effective work. There are the performance management,
termination and the other policies in the organization. There should be the fair termination of the
employees which have some reason. There are the legal and regulatory framework for the
employment and the termination in the organization.
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REFERENCES
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Furtmueller, E. and et. al., 2011. Managing recruitment and selection in the digital age: e-HRM
and resumes. Human System Management. 30(4). pp.243-259.
Jiang, K. and et. al., 2012. Clarifying the construct of human resource system: Relating human
resource management to employee performance. Human Resource Management
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Renwick, D. W. and et. al., 2013. Green human resource management: a review and research
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Books
Berman, E. M. and et.al., 2015. Human resource management in public service: Paradoxes,
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Budhwar, P. S. and et. al., 2013. Human resource management in developing countries.
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Dessler, G., 2016. Human resource management. Prentice Hall.
Price, A., 2011. Human Resource Management. Cengage Learning.
Werner, J. and et. al., 2011. Human resource development. Cengage learning.
William, S. and et. al., 2012. Human Resource Management. OUP Oxford.
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