Human Ressources in Business HRM Assessment

In this assessment we will discuss about HRM and below are the summaries point:- Human Resource Management (HRM) is a strategic approach for efficient people management in a company to achieve competitive benefits and maximize employee performance. Norries is a departmental store in central London with 3500 employees facing tough competition from online retailers and other stores. Lammy Holdings purchased Norries recently, and this report discusses various aspects of HRM in the company. Task 1 involves assessing the relative contributions of line managers and HR specialists towards improving people management in Norries. HR professionals ensure employee satisfaction, personal fulfillment, and employee empowerment by providing feedback, support, and conducting regular soft skill training. A people manager is assigned to each employee for ensuring optimal performance, and leadership development training is also provided. Despite efforts, an employee survey after the acquisition by Lammy Holdings revealed higher than normal turnover rates and associated costs.  

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

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programas well as the inputs of that line manager are vital for these organizational learnings
(Alfeset al. 2013). Norries has also included these line managers for talent development and
they have a larger control on the recognition, development as well as promotion of these
talented professionals within the teams. These above mentioned contributions of line
managers hence were extremely important and significant for bringing subsequent changes in
the company of Norries.
Task 2: Distinguishing between Nature and Contribution of Employment Contract and
Psychological Contract to Employee Engagement
The employment contract can be stated as the significant contract within an employee
as well as the employer and it is done based on employment relationships. Most of these
employment contracts subsequently do not require for being writing for being legally valid,
however it is better whenever they arepresent (Brewsteret al. 2016). This contract of
employment starts when the offers of employment are being accepted and the starting of
work eventually proves that the employee as well as the employer has properly accepted to
the terms or conditions that are being offered by employer. All of these employees are then
entitled to the written statements of major terms or conditions of the employment within two
calendar months of the starting day of work. The employment contract even involves details
such as pay, working hours and holidays of the employees. The existing employment contract
could be varied with the significant agreement of both of these parties. Most of the people
even assume that the employment contract comprises of the things, which are then set out to
write within an employee and employer (Storey 2014). In the organization of Norries, the
contracts are made up of the terms, which are being spelt out and this is majorly because they
are either too obvious for mentioning or necessary in making the contract work and even
custom and practice.

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The employment contracts are extremely important and significant for the proper
maintenance of employee management and engagement in the business (Anderson 2013).
Since, this type of contract is responsible for addressing the significant aspects of
employment like benefits, competing covenants and termination processes as well as the
major and important duties or responsibilities of employee and employer. One of the core
advantages of utilizing this employment agreement would be that it helps in enabling a higher
level of specificity about the major employment details (Purce 2014). When either of the
employee and employee is desiring certain wage rate in Norries, they could subsequently list
this within the agreement. IT eventually enables both the parties for negotiating at the terms
under which they have the willing to cooperate with each other. This particular feature is
extremely vital for the organizations, who require to protect the specified trade secrets and
copyrighted materials. The next benefit of this type of employment contract is that this
agreement could be referred to as the factor that when in future any type of dispute would be
arising on the specific employment aspect, this particular written document could be easily
utilized as an important evidence as per required (Jackson, Schuler and Jiang 2014).
Being one of the significant organization in central London, Norries has always
focused on the fostering of a positive relation within the employee and the employer. The
employers generally feel that this employment agreement is responsible for creating an
enhancement in the degree of company as well as work relationship structure (Nickson 2013).
For the employees, this employment agreement could even provide the major sense of
security and stability especially when the agreement has listed period of employment and
time frame. Hence, employee engagement is solely enhanced in this scenario without much
complexities.
On the other hand, psychological contracts could be referred to as the se of
expectations and promises, which are being exchanged within the parties within an

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employment relationship. All of these parties majorly involve work colleagues, individual
employees, managers and the employers (Kramar 2014). These types of contracts are termed
as implicit as well as tacit ad they tend to be invisible, assumed, informal and unspoken. In
simpler words, the psychological contract could be better explained as the subsequent deal
within the employee and employer after concerning about the significant perception of two
parties, employee and employer and what the mutual obligations are towards one another.
Since, they comprise of perceptions and unofficial assumptions, the nature and contribution
of this particular contract are absolutely different from the employment contract in respect to
the employee engagement (Hoque 2013). Although, they are rarely written down explicitly
and formally, these contracts comprise of a powerful effect on the employee performance and
motivation.
These psychological contracts are closely bound up with the notions of career,
employability and employment. In Norries, the work contracts of all sorts are being out in
place for the purpose of describing the major duties of every party and what should be done
when rules are not followed as per planned (Albrechtet al. 2015). However, this type of
contracts are not clear to the line managers and their roles are uncertain in respect to the
psychological contract.Such contracts are then shaped by the employee for making their
major relationships with one another at work. A stronger influence is given on the
performance as well as their behaviours towards one another. The relational contracts and the
transactional contracts are overlapped and combined together for making an employment
contract.
The new psychological contracts in this organization of Norries are completely
unstable in nature as they are eventually both ad hoc and temporary in nature. They even
have assumed a great sense of partnership within the employee and employer majorly over
the expectation of lesser permanent period of a salaried employment. It is an effectively

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growing trend towards the employment arrangements with the contract workers, knowledge
workers as well as interim workers. Such individuals might even work in the company for a
restricted time period and it is being negotiated both unconsciously and consciously for
maintaining a balance in employee engagement (Boella and Goss-Turner 2013). Thus, the
nature and contribution of psychological contracts play the major roles within Norries and
thus employee engagement is enhanced majorly.
Task 3: Reviewing about Utilization of Assessment Centres for Improving Reliability
and Validity of Process to Select Managers
Lammy Holdings have recently purchased Norries in the last year (Jabbouret al.
2013). However, after a survey being organized on the employees, they have become
extremely concerned regarding the significant capability of managers and how they are being
recruited as well as selected. The selection of managers in any organization is extremely
important and significant for the business as they are responsible for managing the entire
work in the business and even for the better execution of employee management process
(Taylor, Doherty and McGraw 2015). Norries has been a major failure in the selection of
managers in their business and thus Lammy Holdings now need new selection procedures for
the recruitment of managers in the business.
An assessment centre can be termed as the recruitment selection procedure, in which
the organization is usually assessing the group of candidates at one particular time and then
placing with the help of a range of selection exercises (Kehoe and Wright 2013). It is the
variety of several testing techniques that are being designed for allowing the significant
candidates in demonstrating under the subsequent standardized terms and conditions, the
major abilities and skills, which are the most important for bringing success within a specific
work. The assessment centres are thus termed as one of the major and the most effective and
efficient methodologies to predict the suitability of a candidate for jobs so that he or she

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could help the organization in avoiding to make poor decisions of recruitment as well as the
expenses that are associated with them. These candidates comprises of a positive experience
at the assessment centre in which they are being assessed by interviews alone (Hohenstein,
Feisel and Hartmann 2014). Since, Norries is facing issues regarding the selection of
managers in their business, it is extremely important for them to utilize high valued roles and
these companies could even select from the variety of selection exercises after inclusion of
structured interviews, role plays, group exercises and work sample activities.
For the purpose of selection from the variety of selection exercises at the assessment
centre, Norries must be conductingthe proper or perfect job analyses and then prepare the
competency profilesas well as job description (Glendon and Clarke 2015). Such exercises
must be completely relevant to the role and hence the employers could utilize off the shelf
exercises and then develop subsequent bespoke exercises as well as even utilize the major
approach that amalgamates the two. This particular format of exercises could either be paper
based or online with the help of the Internet connectivity and technology. The major roles
within the assessment centres are designers of assessment centre, administrators and
facilitators, assessors, quality checkers and controllers and the organization should provide
significant training to the employees, who have undertaken the roles (Griffin 2013). In
Norries, after the candidates have completed their assessment exercises, these assessors must
hold a session of decision making, in which they could integrate the score of candidates for
undertaking a finalized selection decision. This particular organization must also create a
level at the playing field for the external as well as internal candidates.
The assessors must not utilize any prior knowledge regarding the internal candidates
while giving scores to them. Moreover, Norries must even provide meaningful feedback to
the candidates those who have attended the assessment centre for getting selected as the
respective manager (Harrison and Lock 2017). However, since the assessment centres are

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extremely costly for development and hosting, this particular organization of Norries must
evaluate whether or not the expenses are being justified for the results. Hence, assessment
centres would be extremely effective and efficient for the proper improvement of validity and
reliability of the process to select managers in Norries.
Task 4: Outlining Elements of Systematic Approach to Performance Management to
beintroducedwith Specified Recommendations
The performance management can be referred to as the procedure to create a
distinctive work environment and setting, where the individuals are being allowed to perform
to the best of their capabilities (Shaw, Park and Kim 2013). It is the whole work system,
which starts as soon as a job is being defined to be required. It eventually ends as soon as the
respective employee has left the company. The proper interaction with any employee at each
and every step in between the major occurrences of life cycle is being checked in this
scenario. Performance management hence makes each and every interaction, an opportunity
with the employee within a learning occasion. Norries majorly requires performance
management within their business so that they are able to eradicate each and every
complexity of performance management of the employees and staffs (Al Ariss, Cascio and
Paauwe 2014). The systematic approach towards this performance management comprises of
some of the major and significant elements. These elements are required to be maintained by
the human resource department or HRD of Norries and the elements with recommendations
are as follows:
i) The first and the foremost element is the development of clearer job descriptions
with the core help of an employee recruitment plan, which has the responsibility of
identifying the respective selection team (Dries 2013).

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ii) The second element in this systematic approach of performance management is the
recruitment of potential staffs and employees and selection of the most qualified candidates
for participating in the interviews onsite.
iii) Another important and significant element for performance management of the
employees in Norries is conducting interviews for narrowing down of the pool of candidates
selected (Wiegmann and Shappell 2017).
iv) Holding of multiple additional meetings as required for the purpose of knowing
the strengths, weaknesses and capabilities of employees in contribution of what is required is
the next subsequent element in this approach. Norries should utilize potential employee
testing or assignments, in which they make sense for the position that are being fulfilled.
v) The next significant and important element of the systematic approach of
performance management is selection of correct individual with the help of a comprehensive
employee selection procedure for the purpose of identifying the most qualified candidate,
who comprises of the best cultural fit as well as job fit, which are required in this case
(Mitchell 2013).
vi) Norries should even offer the selected candidate a job and then negotiate the
conditions and terms of employment after inclusion of salary, benefits, organizational perks
and paid time off.
vii) The seventh element of this systematic approach of performance management is
providing efficient employee orientation and then integrating new employees within the
company and its culture (Yean and Yahya 2013).
viii) An ongoing coaching as well as feedback is also required in this phenomenon.

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ix) The next important element of performance management element is designing
efficient compensation as well as recognition systems, which are responsible for rewarding
the people in their ongoing contributions.
x) The final element of this particular systematic approach of performance
management for Norries is the assistance of exit interviews for understanding the reason of
employees leaving the organization (Brunckhorst 2013).
The above mentioned elements and recommendations clearly specify the fact that
Norries majorly require the systematic approach of performance management for their
employees.
Task 5: Evaluation of Ideas Associated with Employee Engagement for Bringing
Benefits and Supporting to Achieve Performance Objectives and Outlining Limitations
The department of human resources is solely responsible to create, put into effect and
then oversee policies for the purpose of governing workers as well as relationship of
organizational members with the employees (Nyberget al. 2014). This human resource
management is the type of employee management with the major focus on the employees and
staffs as the main and significant assets of a business. They are even termed as the human
capital and the subsequent goal in this purpose is to make an efficient as well as effective
utilization of employees after reduction of risks and also maximization of return on
investments. The modernized technologies of human resources are being better adapted by
the larger and mid size organizations of software for managing the HR functionalities
(Schmoldtet al. 2013). The major and the most significant areas of human resource
management involves employee recruitment, retention and on boarding, workforce
management as well as talent management, assignment of job role, compensation,

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compliance of labour law, training and learning, performance management, recognition and
employee engagement and succession planning.
It involves conducting job analyses, planning of the personnel requirements,
orientation and training, recruitment of the correct and suitable people for the work,
providing incentives and advantages to the employees, evaluation of performances of the
employees, communication with the employees at every level and also resolving of issues and
disputes (Abdelhak, Grostick and Hanken 2014). The major examples of these core qualities
of the human resource management include excessive knowledge of subsequent industry,
efficient as well as effective negotiation and leadership skills. This is also termed as the
personnel management. Human resource management in the business is solely responsible for
staffing of people, retention of people, setting as well as management, change management
and also performance management for the purpose of rounding off the actions or activities.
The management of people within the core form of collective relationship within employees
and management (Kavanagh and Johnson 2017). The major difference in the human resource
management in the recent times is regarding fulfilment of managerial objectives to provide as
well as deploy individuals and a better focus is provided to the planning, monitoring and
controlling.
The importance of employee engagement could not be stated easily since the
employee engagement strategies have been proven to minimize the staff turnover, improvise
efficiency and productivity, retain the clients at the high rate and even make more and
effective profits. The engaged employees are extremely happier as per observation in their
work and job satisfaction is enhanced majorly (Wiegmann and Shappell 2017). The high risk
for the employee turnover in Norries should be addressed in a timely manner for finding out
the most motivated as well as talented employees, who exceed the performance expectations.
When the competition for the top talent is higher, the overall training expenses of the new

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employees is steeper and thus employees are not engaged. Innovation benefits and high
profits are also considered in this specific workforce.
There are some of the major and the most significant ideas of employee engagement
for supporting Norries so that they can achieve performance objectives and hence outline the
major limitations being associated with the concept (Al Ariss, Cascio and Paauwe 2014).
These ideas are as follows:
i) Creation of Engaging On Boarding Experiences: The first and the most important
and significant idea of the employee engagement to support Norries so that they could
achieve subsequent performance objectives is the creation of engagement of on boarding
experiences. The HR department of the organization is not completelyresponsible for this on
boarding. As a manager, it is the responsibility to ensure that they are gaining major access to
the resources.
ii) Being Motivational Leader: The next significant idea is to be a motivational leader
and not only a boss for the employees and staffs (Shaw, Park and Kim 2013). However, the
employees want to have more than just an order and they want to be advised, coached as well
as nurtured. The employee performance as well as engagement are hence impacted in this
scenario and proper opportunities are encouraged, taught and developed.
iii) Making sure that Employees are not Overworking: The third idea is to make sure
or ensure that the employees are not overworking and they are getting payment as per their
work schedule. This would ensure that job satisfaction is maintained majorly.
iv) Strengths Assessments: The proper assessment of strengths of these employees in
Norries is the next subsequent idea for employee engagement (Harrison and Lock 2017).
When each and every employee would be judged on the basis of their strengths and
weaknesses, it would be much easier for them to work in the respective departments.

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v) Asking Employees for Advice:The final idea of employee engagement is to ask for
proper advices from the employees regarding their work and job. The employees hence
would feel motivated and engaged in work.
Task 6: Investigation of Systematic Approach for Learning and Development for
Future Success
The human resources is subsequently concerned with people management only after
focusing on systems and policies. The respective human resource departments are solely
responsible to oversee employee benefit designing, performance appraisal, training and
development, rewarding as well as employee recruitment (Hohenstein, Feisel and Hartmann
2014). It even concerns with the industrial relations and organizational change for
maintenance of balance of organizational practices with the core requirements that are arising
from the collective bargaining. The total purpose of human resource is ensuring that the
respective organization has the capability of achieving success via people. The professionals
are managing human capital of the organization and also are focusing on the implementation
of procedures and policies (Kehoe and Wright 2013). They have also maintained
specialization of recruiting, employee relations and benefits, hiring top talent, recruiting
specialists and many more. The new owners of Norries have identified that the engaged
employees are important to the continuing business success and even believe that when the
employees are happy, they are likely to be consistent to become high performers and would
want in progressing the careers in business. Norries has carried out their first comprehensive
employee survey for the purpose of finding out employees have thought of working at
Norries (Taylor, Doherty and McGraw 2015). The work of this HR team is being shared with
the new owners and both of them are concerned regarding total capability of line managers
within business.

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Investment in the systematic approach towards learning as well as development would
eventually contribute to the success factor of Norries in the future. Since the management of
this organization is using technology on the basis of hiring success, the growth, development
and contributions of the employees should be maintained properly. Time and resources hence
deliver performance reviews and then finalize the development planning (Boella and Goss-
Turner 2013). After focusing on the effective and efficient development activities, the leaders
as well as the managers could tap within the strengths and talents of employees. This type of
investment to the systematic approach of learning and development hence would be quite
vital and important. The most significant examples of these types of approaches for Norries
are as follows:
i) Stretching of Projects:The first and the foremost approach is the stretching of
projects. All of the opportunities exist internally, which would be advantageous in the current
role of employee after creation of additional ways for development.
ii) Job Enrichment: Joining of a diversified committee and volunteering is the best
example of job enrichment (Jackson, Schuler and Jiang 2014).
iii) Coaching and Mentoring:A proper coaching as well as mentoring of the
employees is the next significant and important approach towards learning and development
for Norries.
iv) Job Rotation:It provides a core opportunity for the employees to move as well as
rotate through one and more positions and thus learning and development is enhanced.
Conclusion
Therefore, from the above discussion, it can be concluded that human resource
management can be referred to as a procedure of recruiting, selecting and appraising
employee performance for undertaking proper compensation and then providing competitive

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advantages to the respective business.The procedure to hire as well as develop employees and
staffs so that they could become extremely valuable to the respective organization is solely
termed as human resources management.Norries is one of the most popular and significant
departmental store in Central London. After Lammy Holdings purchased this particular
organization, they decided to focus on employee satisfaction and increase employee
engagement. They thought that this was extremely important for the continuing success of
business. The statistics of employee turnover majorly indicate that this particular organization
comprises of a high rate of employee turnover than the competitors and hence expenses have
got up for recruitments, loss of expertise as well as increased requirement of the training of
every new employee and staff. They have also comprehended a survey on the employees for
finding out what the employees think during working at Norries. However, they were worried
with the results of survey since few employees did not have information regarding business.
Others responded that they were not getting enough support from the organization and they
would require training for dealing with the customers. The above provided report has clearly
outlined the entire concept of human resources in business for the organization of Norries in
London with significant details.

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