Human Ressources in Business HRM Assessment

Running head: HUMAN RESOURCES IN BUSINESS
Human Resources in Business
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
Task 1: Assessment of Relative Contribution for HR Specialists and Line Managers to
Improve People Management................................................................................................4
Task 2: Distinguishing between Nature and Contribution of Employment Contract and
Psychological Contract to Employee Engagement................................................................7
Task 3: Reviewing about Utilization of Assessment Centres for Improving Reliability and
Validity of Process to Select Managers...............................................................................10
Task 4: Outlining Elements of Systematic Approach to Performance Management to be
introduced with Specified Recommendations......................................................................12
Task 5: Evaluation of Ideas Associated with Employee Engagement for Bringing Benefits
and Supporting to Achieve Performance Objectives and Outlining Limitations.................14
Task 6: Investigation of Systematic Approach for Learning and Development for Future
Success.................................................................................................................................16
Conclusion................................................................................................................................18
References................................................................................................................................20

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Introduction
HRM or human resource management could be stated as the significant strategic
approach for the most effective as well as efficient management of people within a company,
for the reason that this could be a major help to this business for obtaining competitive
benefits (Boxall and Purcell 2008). It is also designed for the core purpose of maximizing the
employee performance within service of the various strategic objectives for an employer.
Norries is the largest departmental store that is located within central London and has doing
business for more than 120 years. They have currently employed 3500 staffs directly with the
additional agency as well as concession of employees. It is an extremely competitive sector
with major competition from not only the other stores and the on line retailers for whom the
high street stores are being losing the ground. In the previous year, Norries was purchased by
Lammy Holdings.
The following report outlines a brief discussion on the human resources in business. A
proper assessment of relative contribution for the line managers and HR specialists with
distinguishing between nature of psychological contract and employment contract would be
provided here. Moreover, using of assessment centres to improve validity and reliability for
selecting managers, elements of a systematic approach to the performance management to be
introduced at Norrieswith proper recommendations and evaluation of ideas associated with
employee engagement for bringing benefits to support Norriesand achieve performance
objectives with subsequent details.

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Discussion
Task 1: Assessment of Relative Contribution for HR Specialists and Line Managers to
Improve People Management
Norries, being one of the most significant and important organization in central
London, has a major effect on the HR professionals and specialists for the core purpose of
ensuring that each and every employee or staff are well paid and the advantages or other
perks are being taken care of (Storey2007). The job satisfaction and personal fulfilment are
being ensured in this process and the employee enabling and empowerment are enhanced
significantly. The HR managers as well as specialists in this particular organization
emphasize on the subsequent aspects by the constant seeking of feedbacks, providing
suggestions for the improvement of people management and even providing people support
to the various employees. In Norries, the employees above the level of team leader have
better ideology with the staffs of human resources, in which each and every issue that are
concerned are being discussed properly (Price 2007). All of such meetings even provide the
employees with the core opportunity for articulating the concerns and even pointing to the
grievances, which they may have in respect to the work, job as well as organization.
The human resource specialists of this specific organization of Norries have assigned
a people manager, who is solely responsible for performing the tasks and also for ensuring
that each and every employee is performing to the potential (Bratton and Gold 2017).
Furthermore, the functions of human resources within the conjunction of various line
managers specifically conduct regular trainings for soft skills such as personal relations,
leadership and communication. The human resources specialists of Norries have also
established the distinctive set of protocols for staffs and other people for the core purpose of
attending the leadership development trainings, which bring out every leader within the
employees and then groom them as respective future managers or CEOs (Chelladurai and

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Kerwin 2017). Thus, these two objectives of people management or enabling and people
empowerment are successfully being met in the paradigm. This does not resemble to the
factor the employees as well as the managers are not facing any issue or problem during their
work in the organisation of Norries. After Lammy Holdings have purchased Norries, they
have conducted an employee survey for understanding the focus and point of views of
employees regarding their works. However, after the survey, it was found out that the results
were not as expected (Brewster and Hegewisch 2017). As a result the employee turnover was
extremely higher than normal and hence this was bringing subsequent extra costs in the
business.
The HR specialists have major contributions to the improvement of people
management and in this organization of Norries, these managers had tough time convincing
the staffs that the company was meant to be the best for them and they should check at the
brighter side of things and not only on complaining about the bitter issues and grievances
(Marchingtonet al. 2016). According to the survey, few of the employees have responded that
they did not get enough support from the organizational higher authority. The personality and
skills of these managers eventually come into a picture for the core capability of persuading,
enlightening and even wielding a stick to play a significant role for people management in
Norries. The specialist of human resources also have to tread a distinctive fine line within
giving in to the staffs and employees and then following the company mandate (Brewster,
Chung and Sparrow 2016). It solely refers to the fact that a variety of strategies are being
employed by these HR specialists, which involve few of the above provided skills in addition
to the personal equations, which the manager comprises with the other employees.
On the other hand, the line managers are those individuals, who are directly
responsible for the management of other employees as well as operations of any business
during reporting to the high ranking managers (Budhwar and Debrah 2013). The respective

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line manager is also termed as the direct manager. This direct manager plays one of the major
and vital role within the business operations of several businesses. This particular manager
then manages resources and employees in the pursuit to achieve specified organizational and
functional objectives. Few of these core responsibilities of the line manager involve
recruitment and hiring talents for the purpose of fulfilling the organizational positions,
providing subsequent training as well as support to the new employees or recruits, cross
training of employees for the core purpose of ensuring job rotation as well as minimization of
assignment coverage gap, communication and then ensuring the proper understanding of
departmental as well as functional goals and objectives (Aswathappa 2013). Moreover, the
proper identification of requirement of the corrective actions or evaluation of overall team as
well as individual performance is extremely important in this case.
The quality standards of these processes are also ensured and hence engagement with
the other line managers within the entire organization is well managed by these line
managers. The subsequent reports on productivity and any other performance indicator for
people management are done in a better manner by them. Norrieshas appointed line managers
in their business and it eventually plays one of the major and the most important part within
organizational performances (Renwick, Redman and Maguire 2013). They have always
delivered positive as well as constructive feedbacks over a regular basis and these line
managers hence directly influence over the employee satisfaction and management for
increasing customer satisfaction and organizational productivity.
When the senior management is getting involved for development and approval of
strategy of firm, the respective hard works to implement the specified strategy eventually
occurs at the lowest levels of company. They even ensure that new programs are being
implemented within timely as well as effective manner. They are hence well positioned for
the purpose of identifying each and every problem or issue with proper strategy execution