The Significance of Human Resource Management
Added on 2020-02-05
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Human Resource Management
TABLE OF CONTENTSIntroduction......................................................................................................................................3Task 1...............................................................................................................................................31.1 Difference between HRM and Personnel Management.........................................................31.2 Functions of HRM in contributing to organisational purpose 41.3 Responsibilities of line managers in HRM............................................................................51.4 Impact of legal framework.....................................................................................................5Task 2...............................................................................................................................................62.1 Importance of HR planning...................................................................................................62.2 Stages involved in planning...................................................................................................72.3 Recruitment and selection process of two different companies.............................................72.4 Effectiveness of recruitment and selection technique............................................................8Task 3...............................................................................................................................................83.1 Relationship between reward system and motivational theory..............................................83.2 Key elements of job evaluation process.................................................................................93.3 Effectiveness of reward system.............................................................................................93.4 Methods of monitoring employee performance.....................................................................9Task 4.............................................................................................................................................104.1 Reason of ceasing employment 104.2 Exit procedures of two firms................................................................................................104.3 Impact of legal framework on employee cessation..............................................................11Conclusion.....................................................................................................................................11References......................................................................................................................................122
INTRODUCTIONHuman resource management (HRM) plays a significant role in the development of theorganisation. They work for developing better understanding between work force to makestrategies which can help in the economic success of the enterprise. Recruitment of skilledpersons, training, motivating people are main key areas of HR managers. The high retention rateof talented people can assist in accomplishing the goal of the firm. For the present report PoshNosh limited is being taken into account (Stone, 2013). It is small sized enterprise but havinggreat potential to grow well in the field of catering services. The current assignment will discussthe difference between personnel and human resource management. The importance of HRMwill be illustrated in this study. It will focus on motivational aspects to improve a performance ofworkforce in Posh Nosh Limited. TASK 11.1 Difference between HRM and Personnel ManagementOrganisations use concept of personal management and HRM, both work for the same purposebut there is a huge difference between both. Differences are as following:Area of differenceHRMPersonnel managementMeaningIt is the approach which isused by the firms to manageits workers well. It isconsidered as modernapproachIt is considered as thetraditional approach whichpays more focus on norms,regulations rather thanemployees.Management of employeesHRM approach treats itsworkforce as assets of thecompany.PM treats its valuableemployees as machinery.Payroll or salariesIn HRM practices wages aredepended upon theperformance of workers.Here salary package isdepended upon the jobevaluation and decided by topmanagement at the time ofrecruitment.3
CommunicationThere is direct coordinationbetween employees andemployer.Employees can not directlycommunicate with highermanagement in this approach.Decision makingEmployees are gettinginvolved my management indecision-making process(Pissaris, Heavey and Golden,2015).Judgment is on the hand ofhigher authorities; they takethe final decision.Push Nosh is a small firm but is following the HRM practices in the workplace. This approachwould be better for the cited firm as because with the help of this CEO will be able to motivateits workers and it will assist in improving the performance of workers. By this way, the aim ofexpansion of the company will be accomplished easily. 1.2 Functions of HRM in contributing to organisational purposeThe objective of Push Nosh is the develop business and expand operations. As it has capabilitieshaving sufficient outlet in London and provide quality catering services. So with the assistanceof HR practices, it will be able to accomplish its goal easily (Cloke and Park, 2013). Functions ofHRM are as below maintained which contribute to achieving organisational purposes:Recruitment: Being an HR manager, individual has to select skilled persons in the entity.Recruitment process includes a job description, interview, written test, salary negotiation andselection, etc. With the use of all these components, human resource can select the most suitablecandidate in the firm (Sanders, Cogin and Bainbridge, 2013). Training and development: It is another function of HR managers, as an individual has to givetime to time training to staff members so that they can get knowledge about latest technologiesand recent trends. HR has to conduct development programs for employees so that they canimprove their skills, this function will support to improve working performance of workers ofPush Nosh thus, they will put their best efforts in the success of the company (Anca-Ioana,2013).Performance appraisals: It is a key element of HR function, monitory rewards, recognitionsupport people to do well and perform better in the workplace. It makes them loyal and satisfiestheir needs by this way talent retain in the firm to a longer period. It will be beneficial for Push4
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