Between (6-8) is one of the key reasons for termination.

The provided content discusses the importance of Human Resource Management (HRM) in ensuring employee motivation and reducing turnover. It highlights that HRM plays a significant role in accomplishing organizational goals and retaining top-grade employees for long-term. The report emphasizes the need to follow proper exit procedures, including conducting face-to-face interviews with departing employees, to understand reasons for leaving and address issues. Additionally, it discusses the legal and regulatory framework impacting employment cessation arrangements, including ACAS, Employment Rights Act, and Lawful Termination based on time, contract, or behavior.

HUMAN-RESOURCE-MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................4
TASK 1............................................................................................................................................4
Q1. Difference between personal management and human resource management ...................4
Q2. Assess the function of the human resource management in contributing to organisational
purposes of Waitrose...................................................................................................................5
Q3. Evaluate the role and responsibilities of line managers in human resource management.. .6
Q4. Analyse the impact of the legal and regulatory framework on human resource
management................................................................................................................................7
2. UNDERSTAND how to recruit employees.................................................................................8
Q1. Outline the stages involved in planning human resource requirements and Analyse the
reasons for human resource planning (HRP) in Waitrose...........................................................8
Waitrose is required to recruit new ploys so as to handle the coming festive season. In this
regard, the management requires to carry out a proper planning of human resource
requirements. Steps involved in human-resource-planning for the same are as follows;..........8
....................................................................................................................................................8
Reasons for human resource planning (HRP) in Waitrose are:..................................................9
Q2.Compare the recruitment and selection process in Waitrose and Tesco...............................9
Q3. Assess the link between motivational theory and reward..................................................10
Q4. Evaluate the process of job evaluation and other factors determining pay in Waitrose....11
Q5. Assess the effectiveness of reward systems in different contexts of Waitrose..................11
Q6. Methods used for monitoring employee performance in Waitrose ...................................12
Q8. Describe the employees exit procedure within the Waitrose and Tesco............................12
Q9. Consider the impact of legal and regulatory framework on employment cessation
arrangement...............................................................................................................................13
Conclusion.....................................................................................................................................14

References......................................................................................................................................17

INTRODUCTION
Human resource management (HRM) can be defined as a process of management of
people within the system. This administrative division executes varied set of practices such as
employee recruitment, selection, training and development, appraisal and career progression of
an individual within organization (Bamber and Lansbury, 2013). In this regard, present report is
prepared in which four different scenarios are taken into account in order to assess the difference
between HRM and personnel management. Furthermore, the report is on Waitrose the retailer
company that describes the impact of the legal and regulatory framework on HRM in different
context. At the end of the report, it would be easy to identify the reasons for cessation of
employment within Waitrose.
TASK 1
Q1.
As an HR intern of Waitrose it is essential to provide clear differentiate between
personnel and human resource management. They are as follows:
Difference Human resource management Personnel management
Difference in
Explanations
It is the branch of management that
chiefly keeps a keen watch on work
force. It seeks worker of the company as
resources and guarantees effective and
efficient use of manpower, to
accomplish the goal of the organization
(Gogolova, Ponisciakova and Ivankova,
2015).
Personnel management is that branch of
management which is associated with
the manpower and their relationship
with organization.
Difference in
Conceptualiz
ation
HRM is a modern concept, an extension
to personnel management. It looks after
the worker benefit and company's
benefit as well (Employee Monitoring,
2014).
Personnel management is a traditional
concept, which is concerned with job
analysis, performance appraisals, labour
laws and organizational development
(Houran and Repert, 2007).
Difference in
Devising
In HRM, decisions are made by top
authority management. So the decision
Whereas, in personnel management the
decisions are made jointly, with

Plan making is fast. participation of employee and the top
authority. That is why decision making
is slow.
Q2.
Organizational purposes of Waitrose are to maximize profits and earning a good brand name.
Functions of Human Resource Management and their contribution in achievement of Waitrose
objectives are as follows:
 Training and improvement – Human resources management helps in achieving
organizational goal through Group exercises, simulation exercise as well as carrying
out on/off the job training performances. Through recruitment and selection process
Retail Company gets the exact person they needed. Then to that employee, the right
training should be given so that the employee could excel in their field. This aid the
managerial squad of Waitrose to accomplish its objectives (Bamber and Lansbury,
2013).
 Selection and Recruitment – Recruitment of Waitrose is an intrinsic and extrinsic
activity that guarantees the selection of the right people, in right place, at the right
time. It includes perfect qualifications of candidate according to the job description.
This role of HR management aid Waitrose to work effectively and efficiently with
the right work force. It has been done through a capability based interview and
Modern tests (Bae, Rowley and Sohn, 2012).
 Employee's Motivation –Once the administration of Waitrose had come up with right
candidate combined with good training sessions, the only thing left is motivation to
attain organisational goals. The methods for employee motivation consider
Incentives, Bonuses, Promotions and growth in pay scale (Explain the relationship
between motivation and rewards, 2011).
Q3.
The term line manager refers to lower level of the management series as HR executives,
HR coordinators. They manage employees who have no higher duty, rather than managers. They
also perform day to day tasks and implements HR initiatives. Their Roles are as follows:

 Employee's Engagement - Line managers help the employee through motivation, aiding
them to get engage and work for organisational well-being (Gogolova, Ponisciakova and
Ivankova, 2015). Creation of supportive organizational culture- Line managers is responsible for creating
organizational culture for their teams within Waitrose. They execute day to day routine
task. They manages the employee and there overall profile. That includes their
performance, fulfilment of task (Employee Monitoring, 2014). Performance Estimation - The line managers of Waitrose work on employees’ strengths
and weaknesses. According to that they maintain files and charts showing the
performance of each and every worker. These performances are then measured through
different methods for appraisals (Houran, and Repert, 2007).
Responsibilities:
 Trying to identify problems and reasons for the underperformance.
 Determining time frame for improvement.
 Offering support, doing supervision and influencing employees to attain business
objectives.
 Identifying the loopholes in the performance of employees.
 Setting up a regular progress review meeting during the review period.
Q4.
HRM of Waitrose has to follow some laws, rules and regulation which have a huge
impact on its working. The legislation of employment gives some rights to employee (Bamber,
and Lansbury, 2013). The legal and regulatory framework related to compensation the company
has impact that are:
 Minimum wages are given to the employees according to company norms.
 Equality of pay for man and woman
 Protection of employee's pension schemes, etc.
In case of legal framework with respect to Employee's Safety and Health, impact shows that:
 Sexual Harassment laws give proper rights to female employees, so she can safeguard her
from

1. Good working environment2. Hostile conditions
National minimum wage act: Organization need to adhere with legislation and it ensure
minimum wage per hour. It can be analyzed based on this law that HR consultant of Waitrose is
offering fair wages to employees as per the standard defined from government (Gogolova,
Ponisciakova and Ivankova, 2015).
Equal pay act 1970: This law states that company should not do discrimination in salary with
employees in any manner (Bamber and Lansbury, 2013).
Data Protection Act 1998: The company must store the data of employees in safe manner and
same should not be revealed to third party without the consent of employees. This act aids in
safeguarding the rights and interest of employees (Bae, Rowley and Sohn, 2012).
2. UNDERSTAND HOW TO RECRUIT EMPLOYEES
Q1.
Waitrose is required to recruit new ploys so as to handle the coming festive season. In this
regard, the management requires to carry out a proper planning of human resource
requirements. Steps involved in human-resource-planning for the same are as follows; Analysing Organizational Objectives-The first and foremost step involved is setting the
objective and making strategy accordingly (Lauzier, Delobbe and Foucher, 2015). Seeing
the upcoming festive season, the objectives include meeting the target, fulfilling sales,
budget making, etc. Hence employees are required to be recruited for the above areas. Inventory Of Present Human Resources- The second step is getting information regarding
the present employees such as their capacity to work, potential, performance. This is as
more employees will be required to recruit for the coming season if employee working is
not as per the coming workload capacity. Forecasting Demand and Supply- Then the market research is done. It is done to analyse
whether required number and kind of employees are present in their market or not. It
further requires identifying most fruitful mean of recruitment for Waitrose. It can be
through recruitment agencies, campus placements or walk-ins (Pushkareva, 2014). Estimating Manpower Gap- After assessing the demand and supply, requirement for
manpower is then evaluated. At present, there is employee deficit in Waitrose. This can

be estimated on account of coming festive season. Two type of manpower are discussed
in appendix. Action Plan- This is the step where actual plan gets executed. As there is a deficit, hence
manpower is required to be employed for the coming festive season of Waitrose.
 Monitoring And Feedback- In this stage in Waitrose, actual implementation of HRP takes
place. The plan is finally monitored and any deficiencies are then corrected and fulfilled.
In other words, comparisons are made between the actual plan and HRP (Bamber and
Lansbury, 2013).
Reasons for human resource planning (HRP) in Waitrose are: Expansion – At present Waitrose has an established presence in many nations (Waitrose,
2015). If the company wants to establish its presence in Nigeria then it will have to
recruit employees for that region. It can be analysed that it will be beneficial if HRP is
carried out with width respect to local people. To aid firms in handling new Technologies- With globalization, there has been frequent
changes in new technologies; methods of production, distribution, and in management
techniques. It can be analysed that these changes need new people and skilled manpower
who can handle these technologies. So, HRP helps Waitrose to cope up with these
changes (Employee Monitoring, 2014).
 Casual Vacancies- Further, there can be uncertain vacancies in cited organization such
as, death, physical inability, etc. Therefore, HR planning must include this aspect as well
in order to ensure smooth functioning of the retail firm.
Q2.Compare the recruitment and selection process in Waitrose and Tesco
Recruitment And Selection In Waitrose. Recruitment And Selection In Tesco.
Waitrose advertises on its official website such
as www.waitrose.com they benefit scheme for
the local candidates (Waitrose, 2015).
The goodwill, itself brings candidate to the
doorsteps. Waitrose does not use media for
recruitment (Naqvi and Nadeem, 2011).
For internal recruitment, Tesco looks after its
“talent plan” to fill the vacancy. Internally the
employee’s performance is judged for
promotions. If no suitable candidate is there
then it advertises its advertisement on its
internal portal www.tesco-creers.com.

For external recruitment, Tesco advertise on its
official sites, offline media, televisions and
radios, and on social sites. These all are cost-
effective ways that aids Tesco to save costs
(Gogolova, Ponisciakova and Ivankova, 2015).
Selection process of Waitrose
Candidate sees job description on career portal
of Waitrose.
Screening of resumes is done.
Successful candidate are then called for group
discussions and personal interviews.
Selection process :
Tesco advertisement is published in media
Screening of the best candidate through cv's
for Tesco is done
Successful candidate is called for interview
Screening is done about the profile of a
candidate (Pushkareva, 2014).
Second interview is done
Offer letter is then sent to connect with Tesco.
Effectiveness:
Waitrose uses the effectiveness through
Structured Interviews. In these structured
interviews the company uses this selection
process for knowing the personal background
of the candidate and what his skills are and
attributes that work for the companies’ benefits.
Tesco:
In another way company gets the profits from
the candidate through Situational Judgment
Tests. In these judgment test the candidate are
given situations. These situations are there to
judge the caliber of candidate.
Q3.
Motivation theory- Motivation means a driving force (internal and external) that allows a
person to behave in a certain way. In other words, positive motivation leads to efficient and

effective work by employee. This in turn helps the organisation to fulfil its certain objectives.
There are two type of motivation theory (Lauzier, Delobbe and Foucher, 2015). They are:1. Maslow's Hierarchy of need Theory- this theory starts with physiological needs and ends
with self-satisfaction. For example: an employee of Waitrose is working hard for the
targets to be met so to get the bright future because it is his physiological need (Explain
the relationship between motivation and rewards, 2011).2. Two Factor theory- in this theory, two kinds of factors impacts on motivation, and they
do it in different ways: hygiene factors and motivators. They can be satisfying or
dissatisfying for employees (Gogolova, Ponisciakova and Ivankova, 2015).3. Reward- Reward means giving some consideration in cash or some other kind such as a
manager rewards its best employees. Waitrose uses rewarding technique like praising
employee’s work, which creates a healthy superior-subordinate relationship. Other type
of reward system used by Waitrose is Financial Reward and Merit Rating systems
(Manzoor, 2012).
Link between motivation and reward system are as follows. The both system helps Waitrose:
1. To bind the different individual into Waitrose.
2. To achieve its goals with quality work.
3. They help the employees of Waitrose to self-actualise their growth.
Q4.
Evaluate process of job evaluation
Job evaluation of an individual is highly dependent on some dimensions. Effective procedure of
job evaluation in Waitrose is carrying out Job Analysis, Job Specification, Rating as well as
Classification. After assessing the process of job evaluation followed by Waitrose it can be
evaluated that company focuses on carrying out a proper job analysis clearly instructs the human
resource management staff regarding what areas are to be covered. It further prepares a written
account of job specification for every person to be selected. On a good note, Waitrose has
ensured to carry out a merit based rating for all the upcoming employees. Distinctions are also
set accordingly. However, Waitrose can bring improvement in its classification where the job can
be clearly defined to all the employees. But overall it can be concluded that job evaluation
process practised by Waitrose is beneficial for the company.
Factors determining pay
Following are the Factors determining the pay are as follows:

 Market Forces- Market forces such as demand and supply, inflation, new legal policies
affect the pay scale. For example: Waitrose who is making profit will pay more to their
employees to that of another company who is at loss or earning low profit margins.
 Job Classification/Pay Grade- Classification of job is done in three categories namely
top, middle and lower level in Waitrose. According to this classification the company
decides the pay of the candidate. For example, a HR manger will be paid more in
comparison to HR executive.
Q5.
Comparison of two positions
 Store Manager- In Waitrose, the store manger get rewarded according to the
performance and extra time to their employees. According to the position it is fair enough
to provide the rewards to the store manager. Since, the company’s store manager works
the most in handling the whole store items and the store employees.
 Customer Service Manager - In Waitrose the customer service managers are the most
important mangers. They are the assets to the company, as they manage the whole
working of the customer service executive. Any problems related to customers are
handled under them. So they must be rewarded highly as this thing motivates the
manager.
Store Manager of Waitrose Store Manager of Tesco
In Waitrose store manager intrigued as to
why they're called department managers at
Waitrose but they are assured that they are
paid £22,500 handsomely. They work with
enthusiasm and kind of management
restructure which allowed them to make
deputies for their jobs. Which tells that they
are quite a lot about this sector.
The typical Tesco Store Manager salary is
£33,495. Store Manager salaries at Tesco can
range from £29,254-£36,969. Flexible
working is fantastic, and one of the best
things about working there. They only work
part-time but they earn good money and it
fits around their busy schedule.
Customer Service Manager of Waitrose Customer Service Manager of Tesco
In Waitrose the customer service managers are In Tesco the customer service managers are

the most important mangers. They are the
assets to the company, as they manage the
whole working of the customer service
executive
actually for the customer services and this
concern excel in this task because of the good
working of the customer service manager.
Following are the benefits of Reward system within the context of Waitrose. They are: Good Performance- Through reward system, productivity of employees is increased
that certainly aids in enhancing the quality of work. Role Change and Multitasking- Reward system develops the healthy relation among
employees and top managers. Also, employee Performance is increased and they started
working hard to achieve organisational and their own personal goals. This in turn helps
the employees to earn more.
 Working Extra- Performance of the employee in Waitrose enhanced and they works hard
to attain organisational and their own personal goals in retail sectors (Manzoor, 2012).
Q6.
For monitoring the performance of employees, Waitrose uses varied tactics such as to
observe employee’s work, one on one conversion with them, self-monitoring tools and review
work in progress on a regular basis. The monitoring of employees performance in Waitrose is
done in following ways: By Judging Quality of Work- Managers asks question like Are they finishing their
projects before deadline and this aids in assessing main issues that been witnessed by
employees at Waitrose. Carrying Out Client Survey- The feedback of client about the employees, there work
helps the organization to comprehend the employees’ performance working in Waitrose
(Gogolova, Ponisciakova and Ivankova, 2015). Conduct a 360-degree assessment: Waitrose uses “360” assessment as a formal
evaluation with the help of multiple sources by involving review of superiors, peers and
subordinates. The surveys work best when the mangers of Waitrose discuss the results
with the employee for their feedback and learning. They can make up their own surveys
or purchase generic ones.
Q7.

In Waitrose, employee wants to understand reasons that are responsible for cessation of
employment at workplace (Pushkareva, 2014). In addition, an individual can be terminated from
the job due to termination of contract, issues work conduct, non-performance and redeployment
causes. Reducing budget, performance, attitude and behavior, dismissal of employees in
wrongful and unfair ways are other reasons responsible for employee’s termination (Lauzier,
Delobbe and Foucher, 2015). The reason for termination of employees is:
 Attendance – Short attendance is one of the key resaons for termination of employees.
 Attitude and Behavior: Aggressive attitude and rude behavior are other reasons for
termination.
Q8.
In order to interpret exit procedure, Waitrose and Tesco enterprise has been taken. HR
management of Waitrose follows a particular procedure for all the employees leaving the
organization on a permanent basis (Houran and Repert, 2007).
The Voluntary exit procedure and employees removed are through given procedure. It is
as follows:
EXIT PROCEDURE WITHIN WAITROSE EXIT PROCEDURE WITHIN TESCO
The serving notice period given by Waitrose is
2 months
The serving notice period provided by
TESCO is 3 months that is 90 days
Exit interview, means face to face interview of
the employee that leaving job from Waitrose.
This aids in knowing the reason for leaving
along with view of employees towards the
workplace
During the exit procedure in Tesco, employee
need to give 30 days’ notice period.
Pension arrangements on leaving are also
provided to some employees (who are above
the age of 55-60) on the basis of their
experience and contribution in firm (Manzoor,
2012).
Managers aims to diagnose exact reasons for
resignation.
From the above exit procedures it can be evaluated that HR department of Tesco
emphasizes on retaining staff if possible or make the exit a well-documented and easy process. It
gives major emphasis on conducting a proper employee exit interview to solve their issues

(Gogolova, Ponisciakova and Ivankova, 2015). On the other hand, to has been found that Exit
procedure follows in Tesco is very simple as compared to Waitrose.
Q9.
Impact of legal and regulatory framework on employment cessation arrangement are: ACAS: They provide information, advice, training, conciliation and other services for
employers and employees to help prevent or resolve workplace problems. They provide
grievance cells through which they work. They get help regarding everything related to
the employees. They are governed by an independent Council, including representatives
of employer and employee organisations and employment experts. Employment right act- This act is a sort of bill introduced to help the employees.
According to this right the employees are given some right. They can ask for any queries
related to their protection of their job.
 Lawful Termination - these terminations are based:
1. On The Basis of Time- In this type, the employees in Waitrose can be terminated once
they serve the given notice period. That notice period can be 30 days to 3months.
2. On The Basis Of Contract- Here, contract gets void once the work of employees for
which they were hired gets completed. Overall these termination in retail firm leads to
efficiency and effectiveness in the organization where all the targets are achieved (Naqvi
and Nadeem, 2011).3. On the basis of behaviour- Rude behaviour and aggressive attitude leads to lawful
termination as it affects the interest of other employees a well (Lauzier, Delobbe and
Foucher, 2015).
 Unlawful terminations- Losses and firing without giving notice period are unlawful
termination (Manzoor, 2012).
CONCLUSION
From the report, it can be concluded that HRM plays a significant role in accomplishing
organizational goal and retain top-grade and talented employees with institution for long time.
Motivation theories and exit procedure are followed within organization can be helpful for a firm
in terms of reduction in employee turnover. In summation, legal model is followed within the
company. They also the determinant of performance in companies and staff-members connected
to establishment.

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Appendix
Definitions:1. Surplus – it means if employees are more than needed so terminations are done.2. Deficit- it means if less of employees are employed then addition of human resources are
done.
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