Human Resource Management and Lean Manufacturing

This assignment examines the vital role of human resource management within the context of lean manufacturing. It delves into the relationship between HRM practices and successful lean implementation, emphasizing the impact on organizational outcomes such as efficiency, employee engagement, and overall productivity. The analysis draws upon academic literature and research to provide a comprehensive understanding of this critical intersection.

HUIMAN RESOURCE
MANAGEMNT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between human resource management and personnel management...................3
1.2 Function of the human resource management in contributing to organisational purposes...4
1.3 Role and responsibilities of line manger in human resource management...........................5
1.4 Impact of legal and regulatory framework on human resource management.......................6
TASK 2............................................................................................................................................7
P 2.1 Reason for human resource planning in organisation.......................................................7
P 2.2 Stages involved in planning human resource requirement...............................................8
P 2.3 Comparison between recruitment and selection process in Tesco and posh nosh limited
.....................................................................................................................................................9
P 2.4 Effectiveness of the recruitment and selection techniques in Tesco and posh nosh
limited.........................................................................................................................................9
TASK 3..........................................................................................................................................10
3.1 Link between motivational theory and reward....................................................................10
P 3.2 Job evaluation process and other factors determining pay.............................................11
P 3.3 Effectiveness of the reward system in different context .................................................11
P 3.4 Methods organisation uses to monitor employee performance.....................................12
TASK 4..........................................................................................................................................12
P 4.1 Reasons for cessation of employment with organisation................................................12
P 4.2 Employment exit procedure used by two organisation....................................................12
P 4.3 Impact of the legal and regulatory framework on employment cessation arrangement. .13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an important part of any business organisation. This tool
of the business helps to increase and improve the performance of the employee so that the
productivity can be maximised (Armstrong and Taylor,2014). In the human resource
management there are many policies and procedures for all the employees of the organisation. It
includes the management and handling of all aspects related to the employees of the company
like relationship of employees with each other. Human resource management is separable part of
the business. It affects each single activity of the business and consequently the revenue and
profit of the business. Posh nosh limited being a event catering company, it need to have good
relationship in employees as well as with the clients to increase its business in term of profit and
revenue generation.
In the following report it will be discussed that how the human resource management is
different from the personnel management. There are different processes by which the employees
are recruited in the company. The human resource management contributes to achieving the
purpose of the business of organisation (Bloom and Van,2011). The human resource
management can be affected by many factors within the organisation or outside of the
organisation like legal and regulatory framework.
TASK 1
1.1 Difference between human resource management and personnel management
There are many differences between human resource management and personnel
management as following.
1. Human resource management is a modern time approach for managing the all aspects
related to the employees of the company. It is a extra version of the old techniques to
manage all people in the posh nosh limited company. On the other hand , the personnel
management is a traditional approach to manage the employees and make effort to
increase their strength in work.
2. Human resource management mainly focuses on motivation, development , improvement
in productivity and performance of the employees of the company. On the other hand, the

personnel management mainly concentrates on the welfare and labour relation in the
company.
3. Human resource management considers the employees as important and valuable assets
to the organisation .On the other hand , the personnel management assumes all the
employees as only input in the company which helps in achieving the desired goal of the
business (Boxall and Purcell,2011). So the human resource management gives more
important to the employees than the personnel management.
4. In personnel management, to satisfy the employees personal functions are used .On the
other hand, in the administrative functions are used to achieve the desired goal of the
business.
5. Job design of the personnel management is done on the basis of the number of labours in
the company .On the other hand, job design of the human resource management is done
on the basis of the work of the team or group in the company.
6. As the human resource management has the main objective to imp trove the performance
of the employees, it provide time to time ranting to the employees. On the other hand ,in
personnel management employees are provided less training .
Thus there are many difference between the human resource management and personnel
management in term of giving important to the employees and values to the business.
1.2 Function of the human resource management in contributing to organisational purposes
In the posh nosh limited company , the human resource management contributes to
organisational purposes through many functions. Main purpose of the human resource
management functions are to make maximum utilisation of all employees to increase the
productivity and quality of the outcome of the company (Bratton and Gold,2012). Human
resource management have another objective of function to m,maintain the healthy and good
relationship among employees of the company. There are many different functions which the
human resource management execute as following.
 Planning is the crucial process and activity of posh nosh limited as food catering
company. The human resource management contributes to the organisational purpose
through planning process. Planning processes include implement ion of the ideas of
human resource manger on how much and what nature of the employee is required for

the company. In the planning function the HRM requires to check the information of the
employees sol that it can analyse the most suitable employee for the business.
 Staffing In this function of the human resource management, the recruitment and the
selection process id done to select most qualified candidate for the vacant seat in the
company. In this function the manager decides which candidate can fulfil the necessary
criteria of the vacancy in the organisation can make his complete effort in work.
 Development of employee Human resource management plays a vital role in the
development of the employees who work in the company posh nosh limited (Crook and
Ketchen,2011). There are time to time training for the development of the employees
which are provided to improve the performance, skills and knowledge of the employees
in the organisation.
 Maintenance of the employees Human resource management contributed to the
organisational purpose by mainlining and retention of the employees in the organisation.
The employees can be maintained by the performance appraisals in which the best
performed employee is provided the reward or award.
Thus through many important functions human resource management contributes to the
organisational purposes so that it can achieve its goals and objective with accuracy in the long
term .
1.3 Role and responsibilities of line manger in human resource management
A line manger has his own importance in the business organisation like posh nosh
limited. The line manager sees the day to day activities related to the employees of the company.
All human resource initiatives are implemented by the line manager (Daley and gruman,2012).
So if there id human resource manger is available or not in the company, the line manager has
the responsibility to take care of all small activities related to the employees of the company.
There are some following role and responsibilities of a line manager in human resource
management.
1. Helps to make employees engaged The line manager of the posh nosh company crates
the environment so that the employees can communicate openly and give their opinion
without hesitation. It make the transparency in the work of the company and provides the
positive results. The line manger focuses on the strength of the employees and motivates

them to improve and maintain their performance. The engagement of the employees in
the work is analysed through surveys within the company.
2. Monitor the performance The line manger evaluates the performance of the employees
and decides the pay structure or any other reward for the better performance in work
(Saks,2011). It motivates the employee to makes more efforts to add value to the
company.
3. Divide the task The line manager distributes then task to every employee in the
organisation. He takes care of the incidents related to the dispute among the employees at
workplace.
4. Disciplining employees The line manger has the responsibilities related to the
maintaining a healthy environment at company .He make some rules and regulation
related to how the employees should behave in the company.
Thus the line manger is an important asset of the posh nosh limited as he makes many effort to
managing the system in employees. The line manager takes care of all positive as well as
negative things related to the work performance of the employees in the organisation.
1.4 Impact of legal and regulatory framework on human resource management
The human resource management is made for the people of posh nosh limited so that
there can be healthy and good environment so that the employees can their best in the work. The
human resource management in the organisation has to obey some rules and regulation which are
implied by the legal and government authorities. Following are some impact of the legal and
regulatory framework on human resource management.
 Equal payment The legal and regulatory framework related to the equal pay act 1970
imply the necessity that the payment of the work to the employees should be given on the
basis of the their work not on the basis of the gender or religion or language. There
should be no blessedness in the system of payment (Guest,2011). So posh nosh limited
company provides the payment equally to the employees by human resource
management.
 Minimum wages By the rules related to the minimum wages implied by the legal and
regulations, human resource management. Law related to national minimum wages rate
act 1998 makes it compulsory for the human resource management of the company to
provide minimum wages rate per hour or day to every employee of then organisation.

 Employment right The employment right act 1996 has important impact on the human
resource management. This legal framework provides many different right to the
employees who work in the business organisation (Hendry,2012). All the employees have
the right related to working condition, leave provisions, unfair dismissal or human
resource management department or company must have reasonable notice before
dismissing any employees .Thus there are many positive impact and result on the
purposes of compnay to achieve the desired result.
TASK 2
P 2.1 Reason for human resource planning in organisation
Human resource planning is also a crucial part of the organisation. In the human resource
planning the human resource manger use the information about many aspect of the work
performance of the employees so that he can make sound decision (Jabbour and Souza,2013).
There are many reason for which the human resource management planning is executed in the
posh nosh limited as followings.
1. Human resource planning is required in the business organisation to provide information
about strength of the organisation. So that some efforts can be made to forecast the result
of the process in the company.
2. There is need of the human resource planning to manage the supply of the manpower
which is used in the proper use of them in the process of the company.
3. Human resource planning is required to keep analysis of the need skills for particular
position or role in the workplace.
4. Technology affects the requirement of then human resource in the businesses
organisation like posh nosh limited. To deal with these fluctuation in the human
resource, human resource planning g is required in the business organisation.
5. There are many situation when the current employees quit the job like time of
retirement, serious injury on then time of duty. This time new employees are required for
the position and human resource planning is needed to fulfil this need in the company.
6. Riser in workforce turnover is beneficial for the business of the company. In this case
future planning is needed by the human resource management department .

7. To deal with the changes in the market, the human resource planning is required to
maintain the balance among employees in that situation. Thus the human resource
planning is required for many reasons to achieve the sound result in the business in the
long term .
P 2.2 Stages involved in planning human resource requirement
Being an inseparable part of the every business organisation,process of planning the
human resource includes some stages (Jiang,Lepak and Baer,2012). These all stages help in
creating a systematic pattern and way in which the human resource is planned for the business.
These stages are following.
I. Analysis of organisational objectives This is the first step of the process of planning
the human resource requirement. In this stage the objective of the future in term of
production, marketing,finance or sales is estimated.
II. Current human resource In the second stage of the planning of human resource
requirement process an human resource information system is used to keep record of
the current employees like their performance ,capacity and potential of work in the
company.
III. Forecasting of human resource This is third stage of the process of planning human
resource requirement in which requirement of the current and future vacant seats are
forecasted so that most suitable and deserving employees can be recruited.
IV. Estimation of gaps in manpower In the forth stage of the planning the human resource
requirement, the gap in the demand and supply of the employees is evaluated. So that
if the supply is high then some employees would be dismissed on the basis of their
poor performance.
V. Formulate the final action plan The action plan is made in the fifth stage iof the
process of planning human resource requirement (Kehoe and Wright,2013). The
nature of action plan is depended on the deficit or surplus of the human resource in
the posh nosh limited company And the action plan is formulated after.
VI. Control and feedback This is the final stage of the process of planning human
resource requirement in which the actin pan result is monitored and if there is any
scope of improvement, appropriate step is taken in term of control and feedback.

P 2.3 Comparison between recruitment and selection process in Tesco and posh nosh limited
Every organisation has its own different recruitment and selection process .Tesco and
posh nosh limited differ in term of vacancy identification, positional description development,
development recruitment plan and search committee selection and implementing the plan toward
recruitment. Tesco has a systematic process related to the vacancy identification
(Kusluvan,Kusluvan and Buyruk, 2010). It calls the candidates in a less number as it puts many
cafeterias for the position. On the other hand posh nosh limited organises the calls for application
for position in huge number and after that it scrutinises the applications. So that before the
interviews all suitable candidates can be called.
The result of the interview is different in both companies. Tesco uses the process of
sending result all the unselected candidates and the reason of rejection is mentioned in that. On
the other hand posh nosh limited does not send any e mail or letter to unselected candidate only
responds to the candidates who are selected after all selection round.
Tesco has the different process for the final round of the recruitment and selection. Tesco
organises a written examination in which all related questions are asked. Final result of the
selection is based on this written examination. If the candidate pass the exam, he would get
selected. On the other hand , posh nosh limited has the final selection round as telecalling
interview. In this final round the candidate is asked some question on phone and on the basis of
these answers of candidates, final selection is done.
P 2.4 Effectiveness of the recruitment and selection techniques in Tesco and posh nosh limited
Every business organisation has their own techniques for recruitment ans selection. The
effectiveness of their selection and recruitment techniques is also important for both companies.
In both companies, the techniques of the selection and recruitment enables the human resource
manager to make sure the right person is selected for the right position in the company
(Lengnick,Beck and Lengnick,2011). The techniques of the recruitment ans selection improves
then ;productivity of the organisation by selection skilled people on the positions.
Training for the employees is the most required tool which is provided by the smart
techniques of selection and recruitment. The most experienced employees also need training for
the improvement in their performance. The time consumed in training of then employees can be
reduced by effective techniques of selection and recruitment in the both companies. Techniques

can increase the quality of the work of the employees which will benefit the business in the long
term.
Job satisfaction is also an important benefit of the techniques of recruitment and selection
by human resource management. Job satisfaction can achieved by putting the right employees in
right work. If any employee does not fit in work individually, he would be put on the team work
so that he can give his best in his performance (Meredith,2011). On the other hand, if any
employee does not fit on the team work, By techniques he would be put in individual task so that
he would not get dissatisfied with his job. Thus the techniques open then door for the business
organisation in many ways like new talent utilisation and passive pipeline growth of both
organisation tesco and posh nosh limited..
TASK 3
3.1 Link between motivational theory and reward
In the business organisation like posh nosh limited, each employees should be motivated
by many ways so that he can make effort to improve his performance time to time to contribute
in the business of the company(Ployhart and Moliterno,2011). The human resource management
department tries to maintain the productivity of the work of the employees at workplace. In the
motivational theory the company gives reward for some extra effort or work to the employee so
that their morale can be boost up. If the company does not provide any reward for extra efforts to
the hard work of the employee, he can demotivated or would be carefree about the quality of his
work.
For human resource manger, Job enhancement of the employee is more important than
money. The employees can be motivated by recognition, monitory reward or hike in salary or
promotion in term of position to higher designation in the organisation. There are some positive
reward for the performance of the employees well as the negative consequences of the poor
performance of the employees in the company. For example if any employee is not working upto
the mark, then he can be punished by demotion to lower designation or any penalty so that he
can work hard to maintain his performance.
Thus the motivational theory provides many benefits to the employees to encourage them
to work hard and improve their performance which will lead to the more productivity of the

business in the posh nosh limited like free tour with family or any other extra facility for the
better performance .
P 3.2 Job evaluation process and other factors determining pay
Job evaluation is key part of the employee as well as business organisation. In the process
of the job evaluation , the payment of the employee for his work and his skill and experience are
analysed. Job evaluation process includes mainly two steps which are job analysis , developing
payment method, compensation, and job description. In job evaluation process first step of job
analysis includes the job related duties,responsibilities and qualification which are required for
the job are described.
In job evaluation step includes the aspects which affects the job profile of the employees
like knowledge of the work assigned,skills required for job and degree of the complexity of the
work (Purce,2014). The job evaluation process focuses on the compensatory factors which
affects the payment of the employees. Working environment is also analysed while evaluating
the job in the organisation.
Factors determining pay
The pay of the job is a key part of job evaluation. There are man y factors which affects
the payment determination for the employee. One of the most important factors in determining
pay is size of the organisation .If the company is large scale firm then the employees are
provided higher salary according to the standard of the payment in the company. On the other
hand, if the company is small,l level firm then the payment of the work is given in small amount
to the employees. Other factors which determines the pay include seniority of the
employees,skills and experience about work and sector of the industry. As some industries have
higher payment standard for minimum payment to the employees where some other industries
provide very small payment to the employees.
P 3.3 Effectiveness of the reward system in different context
The reward system plays a vital role in the performance of the employee in the company
like posh nosh limited. The reward system is the system which includes extrinsic and intrinsic
rewards which are provided by the employer. There are mainly two types of rewards which
extrinsic reward and intrinsic reward (Sparrow,Brewster and Chung,2016). Extrinsic reward are
financial incentives which include bonuses,gifts,commissions,target bonuses and salary
increments.

While the intrinsic rewards are non financial rewards like authority,more
responsibilities,promotions,recognition,praise, good feedback and seniority. By providing more
authority makes the employees to work more effectiveness and efficiency. Praise by the
employer motivates the employees for more effort in the work.
P 3.4 Methods organisation uses to monitor employee performance
The performance of the employee should be analysed and monitored so that if any
deviation is found, appropriate action can be taken. The posh nosh limited company can use
some useful methods to monitor the performance of the employee which are survey, observation,
feedback and written technical tests (Storey,2014). In the first monitoring method survey is most
useful in which person to person communication is conducted. The employer appoints a
personnel to conduct survey in the company to know how well each employee is doing in his
work.
In the observation and feedback method, the business organisation hires a person to see if
there is any problem in the performance of the employee through asking some questions to the
employees to finds out that there is any employee who is not satisfied with his job performance.
TASK 4
P 4.1 Reasons for cessation of employment with organisation
There are many reasons of cessation of employment with organisation like posh nosh
limited in which the company dismisses the employee or the employee quits job. One of the
main reason is poor relationship with the subordinate. Sometimes employee gets bored with his
work or he finds no opportunity to use his own skills and ability in work.
Sometimes employees quit the job because they do not get any recognition or reward for
their hoard work. If the working environment is not suitable for the employee then he can feel to
quit the emplacement with the organisation. On the other hand the organisation can also
dismisses the employee from the company (Wright and McMahan,2011). The reason for that is
the employee is incapable of doing job or found guilty of any wrong doing.
P 4.2 Employment exit procedure used by two organisation
If any employee submit his resignation from the job in the company there are many
procedures of employment exit in tesco and posh nosh limited. Tesco uses processing resignation
and exit interviews. In processing resignation the line manages sees if there is any dues of the

employee and tries to find out then reason of resignation. Another method is exit interview in
which the company conducts an interview in which some questions asked to the employee to
analyse his exit reason.
In posh nosh, exit of the employee includes notice method containing reference request
and review. If the employee decides to quit the job, he has to give the at least one month notice
of exit before. After the reviewing the resignation , the company finalise the employment exit of
the employee from the company.
P 4.3 Impact of the legal and regulatory framework on employment cessation arrangement
The procedures of the employment cessation is mainly affected by legal and regulatory
framework. According to the law no employee can be terminated from the job without any fair
reason (John,2017). If this happens, the employee has a right to take legal action against the
employer. If the organisation terminates any employee on the basis of natural condition like
pregnancy then the company is liable to be sued by the employee.
According tp the law of employment cessation, no employee can be terminated on the
basis of the religion, language or cultural discrimination. By doing that the employee has right to
take legal action against the company. Apart from these rules there are many regulation and
guidelines for the employment cessation arrangement issued by legal authority for business
organisation like posh nosh limited.
CONCLUSION
From the above report it can be concluded that the human resource management is very
important part of the business organisation. The human resource management contributes to
fulfil the purposes of the organisation like improved productivity and profit or revenue
generating. Human resource management helps in maintain the relationship of the employees so
that they can do their work with comfort and positive mind. There are many ways in which the
employees can be motivated to work hard in the business organisation. So the employees should
be encouraged to do better through training and development programmes.

REFERENCES
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Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
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Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Crook, T.R. and Ketchen Jr, D.J., 2011. Does human capital matter? A meta-analysis of the
relationship between human capital and firm performance.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
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Hendry, C., 2012. Human resource management. Routledge.
Jabbour, C.J.C.and de Souza Freitas, W.R., 2013. Environmental management and operational
performance in automotive companies in Brazil: the role of human resource
management and lean manufacturing. Journal of Cleaner Production. 47. pp.129-140.
Jiang, K., Lepak, D.P.and Baer, J.C., 2012. How does human resource management influence
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on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kusluvan, S., Kusluvan, Z. and Buyruk, L., 2010. The human dimension: A review of human
resources management issues in the tourism and hospitality industry. Cornell
Hospitality Quarterly. 51(2). pp.171-214.
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Purce, J., 2014. The impact of corporate strategy on human resource management. New
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Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
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Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
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