Human Resource Management Task 3 10 Improvement of Reliability and Validity 10 Task 3 10 Improvement of Reliability and Validity 10 Task 3 10 Improvement of Reliability and Validity 10 Task 3 10 Impro

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author Note:

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Table of Contents
Introduction......................................................................................................................................4
Task 1...............................................................................................................................................4
Critical assessment of contribution of both Line Managers and Human Resource Specialists...4
Task 2...............................................................................................................................................7
Distinction between nature and contribution of Employment and Psychological Contract........7
Task 3.............................................................................................................................................10
Improvement of Reliability and Validity...................................................................................10
Task 4.............................................................................................................................................11
Elements of Systematic Approach.............................................................................................11
Task 5.............................................................................................................................................12
Evaluation of Ideas of Employee engagement..........................................................................12
Outline of different limitations..................................................................................................15
Task 6.............................................................................................................................................17
Importance of investing in a systematic approach.....................................................................17
References......................................................................................................................................20
Bibliography..................................................................................................................................24
Appendices....................................................................................................................................25
Appendix 1.................................................................................................................................25

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Figure 1: Employee Engagement profit for companies.............................................................25
Appendix 2.................................................................................................................................26
Figure 2: Employee and Employer Tasks..................................................................................26

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Introduction
Task 1
Critical assessment of Line Managers and Human Resource Specialists
According to, Banfield Kay and Royles (2018) the HR department is the most important
component among the different types of business enterprises. Each and every business
organization must ensure to have a proper and efficient Human Resource Department at its helm.
The retail business especially must be equipped with a pro active HRM Department to ensure the
success of the business enterprise. The only available way to keep the employees of Norris happy
is to ensure the presence of a well structured HRM department. The management of Lammy
Holdings which has acquired Norris will have their primary duty to manage the organization by
keeping the employees happy (Bratton and Gold 2017). The line manager along with the
supervisors of the organization has their task cut out to control all the varied operations of the
business organization. The Human Resource Department consists of a number of different areas
of function and each of them consisting of staffs who are specialist in their own areas. This
people include the likes of employee/labor relations, training and development, benefits and
compensation and many more as such. The main responsibilities of Human Resource Manager
differ according to the supervisors and the areas where they function and the duties of the
organization accordingly. The different kinds of tasks that are conducted by the line manager as
well as the HR specialists are as follows;
 Benefits and Compensation Policies- The line managers along with the specialists in
Human Resource working for the organization ensure that the selected salary rates and

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wages of the employees are same and provided to each of the employees in time Bratton
and Gold (2017). The line manager having multiple charges has also the responsibility to
oversee the pay and the benefits issue of the organization. Apart from this the
organization has also been in charge of ensuring that the proper health benefits are
provided to the business. The supervisors are equally responsible for the formation and
integration of reporting each and every of the tasks and the developments to the HR
Manager or the human resources director.
 Safety and Health Policies of Employees - The security, safety and health of the workers
working for the organization is the basic priority of the line managers as well as the
specialists in the human resource department. The health and safety of the employees
working for Norris is looked after by the separate department constructed by the
organization. The team of specialists working for the company under the following
department inspects the workplace and ensures that the different kinds of health and
safety measures are updated and are being received by the employees of the organization.
The specialists also inspect the total situation and ensure that the people are not exposed
to any kind of health and safety hazards. The management of Norris does not sell as well
as do not store any types of hazardous and unhealthy products that are not safe for the
customers and also the employees of the enterprise.
 Labor relations and Employee relations- Considering the quality of the workers and the
strength of the HRM department, the labor relations are attached with the workers of the
business enterprise. The skills that are generally required to work at this particular level
are quite similar to each other therefore the establishment of the relations becomes much
easier for the organizations. It is the task of the organization to ensure that the

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management works in perfect harmony with the employee unions in order to ensure a
stable and successful business. On the other hand, Brewster (2017) in the study of the
following case describes about the contract that is negotiated and agreed in between the
management of Norris and the Union has to be in accordance with both the parties. On
the other hand, the line managers and supervisors of the organization have to ensure that
the strategy of the company is implemented in a proper and effective manner.
 Training and Development of the employees - Training and development is an integrated
part of the organization. A proper training and development will help the organization to
ensure that the employees will undergo an effective training procedure that can help both
the old as well as the new workers of the organization to receive the latest training on
different kinds of activities and tasks practiced by the retail supermarket. According to,
Rothwell Hohne and King (2018) an effective training activity is utmost essential for the
success of the organization. The providence of an effective training helps the
organization to improve the skills of the employees and also make them capable to deal
with any kinds of new strategies implemented by the business organization.
 Recruitment and talent acquisition- Recruitment and talent acquisition forms another
important part of the HR department as because it makes the use of the different kinds of
strategic recruitment process as followed by the organization (Brewster Brookes and
Gollan 2015). The management of the organization always focuses on the recruitment
and selection of the best people from the industry. The selection of the capable people in
Norris can help it to fare much better in the retail market sector of United Kingdom.