Managing People: HRM Policies, Employment Contracts, and Grievance Procedures

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................2
QUESTION 1...................................................................................................................................2
Why the organization needs robust and progressive HRM policies and how these are linked
with HRM strategy of company?...........................................................................................2
QUESTION 2...................................................................................................................................4
Discussing the benefits and drawbacks of typical employment contracts for both the employer
and employee..........................................................................................................................4
QUESTION 3...................................................................................................................................6
Reviewing how the company manages grievance and disciplinary issues? Explaining whether
these procedures effectively improve performance and workplace morale...........................6
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................8
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INTRODUCTION
Managing human resource or managing people is a very vague concept. The concept of
managing people covers different approaches from how managers organised the people for
whom they are responsible and how they managed projects enterprises for which they are
ultimately responsible. The human resource of an organisation is one of the most potential and
productive asset of it which makes very important for the company to manage two people and
workforce. Sport is developed on Tyrone Superstore limited, which is a food supermarket that
has been established in the very beginning of 20th century. The organisation has built up a
reputation for good quality food products and services. The organisation is headquartered in
London and most of its outlets are present in the south east and the south west of the UK. It has
currently 14 stores and employs more than thousand staff members. The report covers 3 very
important aspects of managing people in which first is few arguments related to the robust and
progressive HRM policies developed by the company and their inter linkages which the HRM
strategy. Moving forward different typical employment contracts are discussed with their
advantages and disadvantages for both employers and employees. And at the end review of
companies managing grievances and disciplinary issues and techniques is performed.
QUESTION 1
Why the organization needs robust and progressive HRM policies and how these are linked with
HRM strategy of company?
HRM policies and techniques refers to those actions which are taken by the human
resource department of Tyrone Superstores limited for managing the workforce and the people
associated with the organisation. The human resource department Tyrone Superstores limited
needs very robust and progressive HRM policies in order to manage the staff and improve their
satisfaction level while working with the organisation (Psychogios and Prouska, 2019). The HR
strategies which are developed by the human resource department of Tyrone Superstores limited
are on very broad level and simulated through standard policies and procedures to the stores. The
store manager and HR department works together for ensuring uniformity in delivery of the
processes in each stores of the company.
The HRM policies of Tyrone Superstores limited are very ineffective and not at all potential
for the organisation as the company is facing many problems improving the satisfaction and
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