Human Resource Management and Employee Engagement

This assignment delves into the realm of human resource management, examining its impact on organizational outcomes. It covers various topics such as strategic human resource management, global talent management, e-HRM applications, and green human resource management. The assignment also discusses the link between perceived HRM practices, employee engagement, and behavior. It provides a comprehensive understanding of HR management and its role in promoting productivity and employee well-being.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1 (COVERED IN PPT)........................................................................................................3
1.1 Difference between personnel management and human resource management...................3
TASK 2..........................................................................................................................................11
2.1 Reasons for Human Resource Planning..............................................................................11
2.2 Stages Involved in Planning Human Resource Requirements............................................12
2.3 Comparison Between two organisations for Recruitment and Selection Process...............13
2.4 Evaluation of recruitment and selection techniques between two organisations:...............15
TASK 3..........................................................................................................................................16
3.1 Assessing the link between motivational theory and reward...............................................16
3.2 Evaluation of the process of job evaluation and other factors determining pay..................17
3.3 Assessing the effectiveness of reward system in different contexts....................................18
3.4 Examination of methods which are used by the organisation to monitor the performance of
employees..................................................................................................................................19
TASK 4..........................................................................................................................................20
4.1 Reasons for Cessation of Employment with the Organisation:...........................................20
4.2 Exit procedures for Employment:........................................................................................20
4.3 Impact on Employment Cessation of Legal and Regulatory Framework:..........................21
CONCLUSION..............................................................................................................................22
REFERENCES..............................................................................................................................23
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INTRODUCTION
In any organisation, its survival & growth or failure is wholly dependent on its human
resource management. Human resource management (HRM) plays a very vital role in an
organisation. It includes management of personnel of an organisation in efficient & effective
manner. It helps companies to allocate right workforce at right position and direction like Tesco
enterprise. Tesco is a British multinational retailer which is dealing in various areas like cloths,
electronics etc. It also covers the functions of human resource management in achieving overall
organisational objectives. This assignment is divided in tasks. The first task is about difference
between personal management and human resource management, second one is about
recruitment of employees. Third one is given information for motivating employees by giving
rewards while the last is related to the cessation of employees. The main objective is to show the
significance of HRM in any organisation (Albrech, 2011).
TASK 1 (COVERED IN PPT)
1.1 Difference between personnel management and human resource management
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TASK 2
2.1 Reasons for Human Resource Planning
In Tesco and other enterprises, for understanding reasons for planning the human
resources, firstly meaning of human resource planning should be understood which is:
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Human Resource is used to describe both the workers who worked for organisation and the
departments which are responsible for managing workers related resources. It includes the
process of hiring employees and developing them so that they become more precise for the
organisation. Reasons for Human Resource Planning: These are as follows: -
 Increased Volume of Business: For increasing or diversification of business, there should
be a proper guide to the employees according to the conditions of the industry and
customer habits. For this, a proper planning should be there for guidance of the
employees. A company can only survive in long run and can only increase its business
volume by planning its human resources in better way.
 Employee Turnover: In all organisations, there is always a labour turnover and this
cannot be eliminated entirely. If organisation is able to forecast the rate of labour
turnover, then accordingly it can recruit new persons and provide training to them so that
work does not suffer (Flamholtz, 2012).
 Labour Cost Control: In an organisation, measuring a labour related cost is necessary to
evaluate the success of business and benefits which are derive from labour workforce. If
human resource (HR) related cost increases as compared to HR effectiveness then, it’s a
time to finding the loophole (weakness) in the workforce and accordingly, plan the work
to increase effectiveness and efficiency of employees.
 Changes to Required Skills Set: for growth of an organisation, there should be a need of
requisite skills in the employees. Planning of HR is to be done to finding the required
skills and capabilities that should be necessary and thereafter, implement training & other
programmes to make employees proficient in these skills.
2.2 Stages Involved in Planning Human Resource Requirements
In Tesco, Human resource planning is a process through which the right candidate is
choose for right job. Stages involved are as follows: -
 Time Horizon: It is the first stage in which, organisation should decide the required time
zone for which HR planning is required such short term, medium term or long term.
Therefore, accordingly, the related aspect can be evaluated for required time zone.
 Organisational Objectives: In planning the HR resource, emphasis should be given to the
objectives of organisation, so that, these can be achieved in desire manner in various
fields such as production, marketing, finance, expansion and sales.
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 Inventory of present human resource: It is also known as skills inventory and the
information or skills required in this resource is such that it is not only suitable for current
job but also be used by recruiters for other job openings. It helps the Tesco in reducing
the cost and time for other work of company by forecasting the near future requirements.
 Forecasting demand & supply of Human Resource: In planning HR requirements,
organisation should give emphasis on “what is the future demand and supply of
labour in this industry”? It should be forecasted by the organisation and accordingly
plan their work.
 Estimating manpower gaps: In planning human resource requirement, an enterprise like
Tesco and others should estimate the manpower gap in near future. It helps the
enterprises in finding deficit or surplus position in human resource and accordingly plan
their work for human resource requirements.
 Formulating the HR Action Plan: This plan is formulated after considering the deficit and
surplus in the organisation and accordingly decide action plan for new recruitment,
training in case of deficit or voluntary retirement schemes and redeployment in case of
surplus (Hendry, 2012).
 Monitoring and Feedback: In this stage, after making HR action plan, it should be
implemented in the organisation and workforce should be allocated according to
requirements. Afterwards, managers monitor and implement plan and gives required
feedback to the workforce for efficient and effective working.
2.3 Comparison Between two organisations for Recruitment and Selection Process
Recruitment and selection process is differing and depend concern to concern like Tesco
has different processes as compares to other organisations. Therefore, these process cannot be
same between two organisations but there can be some similarities not entirely same. For
understanding this, one should understand the recruitment and selection process.
 Recruitment Process: This is an organisational specific process to finding and hiring
new employees.
 Selection Process: Selection is the process of picking right candidate having requisite
qualifications and capabilities to fill the jobs in the organisation. This process may differ
concern to concern.
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This can be understandable by taking Tesco enterprise and some other organisation to do
comparison for recruitment & selection processes, which are as follows:
Particulars TESCO Enterprise Iceland Enterprise
Recruitment and
selection process
Firstly, an applicant should create
profile with Tesco through online
accounts such as Linked in,
Facebook etc. and upload a current
CV.
Afterwards, one of the recruitment
team will review candidate's CV,
skills & experience.
If any candidate is selected, then
next telephonic interview is
conducted.
After this, final interview is taken
face to face.
In this stage, if recruiters of Tesco
are satisfied then offer letter is
given to candidate.
Pre-employment checks are also
done. This include employment
references, financial record check
and other things necessary for the
enterprise.
If more than one candidates are
eligible then one amongst them is
chooses according to qualification
& their experience.
In this enterprises, there is no
condition to create profile with
it. A candidate can apply for
desired position by giving CV at
official Mail Id or at office
location.
Afterwards, company review the
information written in CV.
In this, candidate can be
selection on the basis of the
internal process.
If any candidate is selected, then
company invite such applicant
for interview in the office.
Recruiter team will assess the
eligibility criteria of such
candidate.
If recruiter team is satisfied, then
offer letter is given to the
candidate.
If there is more than one
candidate for any particular
position then other specific tests
are taken, qualification &
experience also taken into
consideration before selecting
one of them.
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2.4 Evaluation of recruitment and selection techniques between two organisations:
Effectiveness of these techniques of Tesco and Iceland enterprise can be evaluated as
follows:
Internally Recruitment: This technique is not used by Tesco but this used by Iceland because this
is very cheap as compared to others such as advertisement or using agencies. These includes the
following:
 Employee Referrals
 Former Employees
 Previous applicants
Externally Recruitment: This technique has bigger and lots of options with evolving new
methods time to time and this is used by both Tesco and Iceland. These includes the following:
 Advertising Vacancies: In this type of source of recruitment, it is done through various
methods such as print advertising, web advertising and social media etc.
 Agencies: In this, organisation has to hire some third party recruiter firms so that the cost and
time incurred in this process can be saved by hiring these type of agencies (Alfes and et. al.,
2013).
 Head Hunters: It is used to fill the executive positions in the organisations.
Selection Techniques: In this, organisations have to select right candidate at right job
through applying various methods which are as follows:
 Psychometric testing: It is used to measure the mental condition of candidates and it
includes ability testing, aptitude and personality testing and Tesco is used this. (Kehoe
and Wright, 2013). But this technique is not used by Iceland enterprise.
 Resume(CV): In this, organisation analysis the resume given by the candidates and
accordingly candidates are selected in both Tesco and Iceland.
There are almost same techniques that are used by both the companies but Tesco has better
recruitment and selection process as compared to Iceland in some area by taking extra coverage.
These techniques will help the companies in selecting best candidate within firm.
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TASK 3
3.1 Assessing the link between motivational theory and reward
Motivational theory is given by various persons like F Taylor, E Mayo, A Maslow, F
Hezberg, D McGegor, D McClelland and V Vroom. Virgin media being the lending company in
IT sector has used different motivational theories in order to develop a good motivation in the
employees so that they can put their best efforts in the company. A Maslow motivational needs
hierarchy theory focused on the psychological needs of employees. According to this theory,
there are five level in hierarchy of human needs that every employee is need to be fulfilled.
Maslow categorized human needs as follows: Physiological Needs: It means basic elements that is required for survival of human being
like food, water and sleep. Safety Needs: company need to provide the job security and other safety measure in
order to protect them from any kind of injury at the workplace. Social Needs: It means desire to receive or give affection and to be part of a group. Esteem Needs: It means recognition received from others as well as with self-esteem. Self-Actualization Needs: It means the desire of individual for developing their full
potential.
Relationship between motivation theories and reward:
Motivation is that process by which individual behaviour is influenced by others, through
their influencing personality and behaviour. On the other hand, reward is something that is
achieved by worker during their job. By following Maslow and Herzberg, it is stated that reward
system is the virgin media is accompanied by different aspects. In case of reward system, the
best aspects for the organisation such as Tesco is to provide proper notification to the employees
about their performance and can be apprised by the help of providing them specific rewards. It is
a kind of process that can assist in helping people in motivating them to perform their role in
more effective manner (Bratton and Gold, 2012).
Employee involvement techniques:
As we all know proactive employee is always a happy employee. Five proactive employee
involvement techniques are as follows:
 Engage employees with creativity and team building workshops.
 Create a company mission statement that employees be proud of their job.
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 Survey employees and listen to their feedback.
 Bring on the perks.
 Create a creative, welcoming environment.
Membership of working group board means a members of a group which have an expert
who works together to achieve specified goals. These groups are focused on activities or
discussions on a specific subject area. The performance of these group is made up of the
individual results of all its individual member (Renwick, Redman and Maguire, 2013).
3.2 Evaluation of the process of job evaluation and other factors determining pay
Job evaluation is that systematic process used within firm for assessing the relative worth
of jobs and comparing it with the other work within or outside the organisation. It is used to
analyse the job work to accumulate information relating to the job because job analysis will help
in every job evaluation method as per Virgin media case. Methods of job evaluation are as
follows: Ranking / Grading Method: This method is used to organise the job in descending order
of importance through job specification or job description. This ranking method is done
by expert’s committee members who are known as raters. Factor Comparison / Weight in Money Method: In this method, ranking of job is done in
following ways: Selection of common key elements of different jobs. Then ranking and
weighted process is done for selected key elements. Then for all individual job weighted,
monetary value is assigned. Therefore, total value of each job is available.
 Point Rating Method: Under this method, appraisal of each job is done separately by
considering each of the job factors like skill, responsibility, efforts and working
conditions and then combine them into a single point score for each job.
Process of job evaluation of Tesco involve following steps:
 After explaining the use and purpose of job evaluation programme, acceptance from
employees is secured.
 Creating and deciding the job to be evaluated, which represent the type of work
which is to be performed in the organisation.
 Job description is prepared and analysed.
 According to the organisational demand and job factors, method of evaluation is
selected.
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 Classification of job is done on the basis of monetary values and weightage.
 Programme is installed in the whole organisation after explaining it to the employees.
 Periodical review is conducted to take knowledge about the change in environment
from time to time.
Other factors which can determine pay are:
 The size of the organisation in the industry.
 Business channel profitability.
 Stag cycle of the business.
 Employees work performance as a team.
3.3 Assessing the effectiveness of reward system in different contexts
Reward system is the most effective tool to motivate the employees with the effective
plan. Effectiveness of the reward practices means systematically evaluation of various reward
operation practices (Schalk and Van den Heuvel, 2013). Virgin Mediawill evaluate their reward
process and system and analyse whether it is serving the purpose for which reward system were
instituted. Reward system used by Virgin Media in different context can be explained as follows: Attract talent: In determining the number of factors to talented people, reward system is
very effective whether in or outside the organisation. The employee gets job satisfaction
with their efforts in the business with the help of reward system. If employees get best
outcome of the efforts made by them, then they appraise the company at large and will
refer other quality of people in the organisation. Motivation: The reward system helps very much in motivating and retaining employees.
The reward system will benefit the employees that could cater the needs of employees in
several ways as per their choice of action. The employees are always the assets to the
organisation and if they work for the benefit of the organisation then several benefits will
be given to them according to their performance. These benefits which are given to the
employees are considered as alignment of employee's benefits with that of organisation
development as a whole.
 Retention: There are several benefits of reward system in the organisation like reduction
in cost of product and service, employee turnover reduction etc. A good amount of
reward system has different benefits in the retention of the quality employees in the
process system.
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3.4 Examination of methods which are used by the organisation to monitor the performance of
employees
The performance appraisal is the system in which individual employee’s performance is
monitor and evaluated in terms of employee productivity with respect to objectives which are
pre-determined. It gives an opportunity to the employees to reflect the duties and performance
done by them and receiving feedback for the same. The criteria for employee performance
appraisal methods are based on various factors like quality of work, productivity, duration of
service and training. Various aspects or methods which are help in measuring employee's
performance of the Tesco are as follows: Benchmarking: It typically involves measuring values and parameters in the system. The
key to be successful in benchmarking is to make careful research and planning. Whether
actual performance of the employees is as per benchmarking set for that is to be take into
consideration while evaluating performance of the employees. Feedback: Giving feedback to the employees about their performance helps in improving
the performance of the employees, decrease turnover, motivates self-improvement, build
trust and creates a paper trail useful in litigation. Quality of Work: Whether completion of the project is on time? Is work done by the
employee is as per standard set by the organisation? Are questions asked when employee
is stuck and clarification is need? These above questions are to be answered to take
knowledge about the performance of the employees. Attitude: Does employee choose to be optimistic? Whether they keep big picture in mind
as a team player keeps? Whether peace and harmony amongst peers is keep? The attitude
of employee is infectious amongst the team and it will also affect the work performance
on an overall basis. Personal Presentation and Habits: Whether employee dressed appropriately and it is
representing the organisation well? Whether employees have poor habits like gossips or
provoking office drama? Morale and performance can be bringing down due to
employee's habits just as the attitude of employees. Client Survey: It means straight forward and effective. If organisation is based on client
or customer, asking the customer about their experience gives great insight into how well
the performance of employees and this is mainly done via email or telephone.
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 Punctuality: Poor time management can cost more money to the organisation because
time is everything. Are employees on time in office for work each day? Whether
employees are attending meetings regularly and on time? Whether assignments done by
the employees are on time or not? As time is money so it is important to ensure that
employees are on time at every level of the organisation. (Timmerman, 2011).
TASK 4
4.1 Reasons for Cessation of Employment with the Organisation:
In Chicken Master Restaurant, faisal is terminated due to following reasons:
 Employee Faisal has not doing work properly in restaurant. It is the duty of faisal to
manage & supervise the employees for proper cleaning of front of store, kitchen and for
food preparation in time.
 Faisal is not working as per employee handbook which is given. This handbook states
that no employee shall use the company equipment for personal use. But faisal uses
company's computer for watching pornography, spending more time in sending mail to
wife and helping daughter for doing homework.
 Faisal is also engaged in designing own restaurant with the help of company' property
which is against the Chicken Master's policies.
Other reasons for cessation of employment generally includes: Dismissal: Chicken master can have dismissed the employees if they cannot work
according to contract of employment.
 Termination: Termination is happening because of retirement and resignation in Chicken
master.
4.2 Exit procedures for Employment:
There are standard exit procedures for employees in Chicken master organisation. This
include verbal and face to face interview. Experts of the Chicken master have some sort of exit
questionnaire in addition to exit interview. There are various types of existing process that are
followed by Chicken master company. Some of these procedures followed by are as:
 Retirement: This exit procedure is used when an employee is reached at a particular age,
after which employee is not allowed to work as an employee according to the
organisation's policies.
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 Resignation: It is a procedure of exit, when an employee wants to leave the organisation
before retiring age due to some reasons. In this employee can leave the organisation by
giving a resignation letter (notice) which is in written form to the organisation. A
resignation notice shall not be valid until and unless, it is accepted by the management
team of the organisation in which an employee works.
 Termination: This is a procedure applied by the organisation, when it is not satisfied by
the performance of employee. Termination of employee can be due to dismissal,
redundancy, redeployment and other means. Organisation uses this because there is no
productivity contribution from employee side but cost for employee is occurred.
For example: Chicken master offers voluntary retirement scheme (VRS) and golden
shake to the senior employees whereas leading entity of UK hospitality organisation conduct exit
interview as a mandatory procedure when an employee leaves the organisation either retirement
or in any other case. It can be different depending upon the internal environment of organisations
which is different in each organisation.
4.3 Impact on Employment Cessation of Legal and Regulatory Framework:
In today's world, there is various laws and regulations which are binding on Chicken master
and other organisations for protection of the interest of employees. In case of cessation of
employees, they have a right to claim compensation and other things against the company as per
these laws. These laws are very effective as they can be applied in any organisation. Some of the
acts which have an impact on the Chicken master in case of cessation arrangements are as
follows: Employment relation act, 2004 tells that worker has a right to protest against dismissal if
such dismissal is done by the organisation without a valid reason. Employment Tribunals are tribunal in UK that hear the various disputes between
employees and employer (Wright, 2011).
 Employment Act, 2008 tells criteria in which an employee can be ceased from the
organisation in lawful manner.
With an impact of such laws, any employees cannot be dismissed from Chicken master
without paying a valid cause. In case of overruling the laws and regulations, legal actions can be
taken against management that will put negative image on the reputation of company. Therefore,
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it is necessary for an organisation to follow the procedures given in these laws to save the
Chicken master and other organisations for any circumstances which has negative impact on its
business working and could survive in long run. Legal and regulatory frameworks assist to
protect termination of employees due to various reasons like retaliation, discrimination.
CONCLUSION
From the above report, it has been concluded that HRM gives knowledge about internal as
well as external factors of an organisation and its applications to various companies in UK. It can
be interpreting from above report that human resource management is more effective as
compared to personnel management and it helps Tesco and other organisations to work in cost
effective manner.
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REFERENCES
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issue. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
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Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
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Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
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Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviours. Journal of management. 39(2).
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Schalk, R., Timmerman, V. and Van den Heave, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
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Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
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Resignation. 2017.[Online]. Available through:< https://www.google.com/search?q=
%E2%80%A2+Resignation&rlz=1C1CHBD_enIN800IN800&oq=
%E2%80%A2+Resignation&aqs=chrome..69i57j0l5.677j0j7&sourceid=chrome&ie=UT
F-8 >.
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