Managing People: HRM Policies, Employment Contracts, Grievance and Disciplinary Issues

This report explores the importance of managing people in an organization, including the implementation of HRM policies, different types of employment contracts, and strategies for managing grievance and disciplinary issues. It also discusses how these practices can improve performance and workplace morale. The case study focuses on Tyrone superstore in London, UK, and provides real-life examples and insights.

MANAGING PEOPLE

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Organization needs robust and progressive HRM policies with reference to training and development
and employee engagement and how it will linked to HRM strategy........................................................3
TASK 2.......................................................................................................................................................4
A typical employment contract with its benefits and disadvantage for both employer and employee.....4
TASK 3.......................................................................................................................................................6
How company manages grievance and disciplinary issues and improve performance and workplace
morale......................................................................................................................................................6
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
Managing people refers to the controlling, planning, monitoring, and directing all the
functions that is done within the orgnanisation for achieving the objectives in a specified time.
Business management refers to the discipline the operations in all functions that helps in teaching
the various skills that is essential to accomplish the task or smooth running and managing the
business. This report is based on the Tyrone superstore that placed in London, UK. In this there
are more than 1000 employees are working in their 14 stores. This project is based on real life
approach that needs robust and progressive HRM policies that is linked with training and
development and employee engagement. It also helps in enhancing the knowledge about the
employment contracts that is grown recent years and may have advantage and disadvantage for
employee and employer. this also shows how company manages the grievance and disciplinary
issues and build their performance and workplace morale(Kamoche and et. al., 2015).
TASK 1
Organization needs robust and progressive HRM policies with reference to training and
development and employee engagement and how it will linked to HRM strategy
Human resource policies define the guidelines that are helpful in managing the people
within the working place. in context of the Tyrone superstores, their human resource manager
follow various types of policies that helps in achieving the goals and objectives that is need to
earn profits. There are some HRM policies that are shown below(Zhang and et. al., 2015).
 Safety policy – It is the major policy that a company can follow in this management can
plan safety before executing and making a plan. Safety protection is necessary to
managers, employees and the whole organizations resources. In these Tyrone superstores,
managers can use the safety policy and provide training and development session about
the safety to their employees so that they can engage in their work very effectively and
efficiently. This helps in earning more profits and also engaged in high- performance
management strategy. This need can be fulfilled by training and development sessions
provided by the managers to their employees this will improve the performance and
enhance the proficiency of the firm.

 Employment equality – This is one of the best policy of the human resource
management which gives better opportunity and involves various parameters to improve
the individual performance of the staff members. In the background of the Tyrone
superstores, managers can offers equal opportunity to their employees this helps in
employee engagement within the working place at their work. this will enhance the
organization progressiveness and opportunity to earns a profits. In this firm could follow
employee well being to meet the needs of the healthy and supportive environment in the
company(Chakraborty and Upadhyay, 2018).
 Performance evaluation- It refers to a process which is used by the managers to
evaluate the performance of every employee in the organization. in context of Tyrone
superstores, a manager need to evaluate every individual performance and if there is a
need of giving training and development session to improve the employee performance
company need to give them. In this a firm can make a strategy to have skillful and
knowledgeable staff members who are engaged in their work for this evaluation is very
important to promote and transfer according to their ability. It will enhance the business
profits and growth(Noe and et. al., 2015).
 Recruiting and hiring policy- This policy is based on the hiring a skillful candidate for
the vacant jobs. This is the prominent strategy that is followed by every business
enterprise. In Tyrone superstore, manager needs to recruit number of applicant to have a
skill full candidate for the vacant jobs. In this manager can hire a knowledgeable
candidate so that they will give the productive results to the company. At the time of
hiring, company need to identify the interest of the candidate so that they get engaged in
their job for long time. This will reduce the employee retention in the working place and
gives the robust results to the business enterprise.
TASK 2
A typical employment contract with its benefits and disadvantage for both employer and
employee
Employment contract refers to an agreement that is placed between the employee and the
employer in terms of employment. It outlines the set guidelines, rules and regulations that

entitled the benefits of using this. In Tyrone superstore, there are various types of employment
contracts that can be explained below.
 Zero contract- It refers to a contract in which there is no commitment from both the
sides like from employees there is no set times and leaves for them and from employer
sides there is no obligation to give fixed salary on fixed time. It has grown in UK very
much. In Tyrone superstores, a manager can assigns the candidate under this contact and
assigns the work when there is need and high workload(Aithal and Kumar, 2016).
o Advantage for employer and employee – It is very beneficial for the employee of
the Tyrone superstores in a way it helps in providing extra income and gives the
opportunity for them when they work under this contract.
For Tyrone employer it is beneficial in a way that this contract provides on-call
workers at peak load that gives the beneficial result to the company.
o Disadvantage for employer and employee - The main drawback of this type of
contract for employees is that in this they get low income for their work and this
de-motivates them for work.
For employer it make pressure on them because last moment if candidate is reject
to come on work then it is very critical to hire a new candidate who can work on
pressure. This will contain more cost.
 Part-time contract- This type of employment contract refers to the fewer hours of work
than a full time work. In this an individual worker can do 30 -35 hours work per week. It
can be increased form past many years. In Tyrone superstore it could be used to earns a
higher profits in an effective ways(Lidskog, 2016).
o Advantage for employer and employee- This is beneficial for the employees who
are students or female workers. In Tyrone superstore, manager can use this
contract for the students and women employees so that they work effectively and
efficiently with limited salary. For employers, it is helpful in a way that they
cannot fine full time employees. It also helps in giving the creative suggestions as
they are not hired a candidate on full-time basis.

o Disadvantage for employer and employee- It negatively affect the career of an
employees because they cannot work on fixed position that affects its future
career.
For employers it is very difficult to scheduling the meetings and projects
according to the part-time workers because they work according to their workers.
 Term working contract- It refers to that type of employment contract in which a
company hires an employee on a contact for a specified period of time. In this employee
is based on the payroll of the organization. it also called the full time workers that a firms
hires. In Tyrone superstores, company can hire a top level managers in this contacts for
manage and control all the activities within the working place. it is famous for the top
level managers and experienced person(Wehrmeyer, 2017).
o Advantage for employer and employee- it is beneficial for the employer of the
Tyrone superstore as they get the higher salary and feel less competition between
the employers. It is also beneficial for the employees as they get the experienced
person who can handle al the difficult situation and suggest effective suggestions.
o Disadvantage for employer and employee- It also contains drawbacks as they
place a burden on the employers mind to planning, scheduling and managing all
the activities in a very effective way so that they will get the efficient results.
For employees it can diminish employee morale of working because they face a
little control from the manager side. This will reduce the employee performance
of working in the working place.
TASK 3
How company manages grievance and disciplinary issues and improve performance and
workplace morale
Grievance issues – grievance refers to the changes in the working place terms and
condition. It is related to the employees who are working in the organization like discipline,
dissatisfaction related to pay, demotion etc. in Tyrone superstore, there are employees who face
grievance and to manage and reduce the problem company can do follow some strategies and
rules to overcome this. It can be explained below(Morris, 2017).

 Check grievance procedure – It is the first step to manage the grievance where
business need to make a formal grievance procedure where they write whom to inform
when they face any issue and the response time. For example- A manager of Tyrone
superstore can assign a procedure in this they notify various things to manage and
organize the grievance issue. In this an employee’s first inform to their superior and then
wait for the response. It can be done quickly. This will feel secure and relax by the
employee side because there problem can be solved in a formal way.
 Investigate and hold a grievance- In this stage company can investigate the grievance
issue is this true or not. For this they make informal discussions to their subordinates. For
example- In Tyrone superstore manager could investigate whole grievance by talking to
their employees and finds the issue reality. And then organize a formal meeting that is
attended by every employees and in this they can solve the problem of an individual
employee(Hackett and et. al., 2018).
 Make decision and inform to employee- after the meeting manager of an Tyrone
superstore can make decisions and take actions to resolve the grievance. If a company
can follow all this steps properly than it will manage and organize all the grievance and
improves the performance of an individual staff members(Satar, 2018).
Disciplinary issues- It refers to that issues which is related to the workers when they not
follow and obey the rules and regulations of the firm. In Tyrone superstores, company can set
some rules and regulations and the workers are not following it properly. To manage this
problem organization can make some strategies to reduce this. To manage the disciplinary issues
company can follow some steps that can be explained below(Salcedo, WHITE LION SA, 2015).
 Investigation- It is the first step to manage the issue related to the disciplinary in the
working place. Firstly manager needs to identify by using informal communication with
their employees so that they know what problem a staff members face.
 Inform employee of allegation- It is the second step where employer can made some
allegation and if it is not properly follow by the employees according to the set date and
time that it can be punished for this in the Tyrone superstore. This will helps in managing
the culture in the organization and gives the effective results in the business enterprise.

 Holding disciplinary hearing- It is the third step where an employer needs to indentify
the employee’s requirements about the disciplinary policy. And keeping them in mind at
the time of making the rules and regulations regarding disciplinary issues in the Tyrone
superstore.
 Decide on outcome – It is the last step to manage the disciplinary issue where an
employer of the Tyrone superstore can decide the outcomes and make a new disciplinary
policy for the company according to the employee’s demands that does nor effect the
values and culture of the working place. This will motivates them to work effectively and
gives the efficient outcomes.
CONCLUSION
From the above research report, it is to be concluded that managing people within the
organisation is very essential for planning, organizing, monitoring all the operations activities
that is needed to achieve the overall objectives and maintain their goodwill in the market. It can
suggest various human resource management policies that helps in enhance the profits and
performance of an individual employees. It also explains the various employment contracts that
helps the employee and employer of the company at the same time it also have drawbacks of
using their types of contracts. At last it shows that a company can manage the grievance and
disciplinary issues that helps in improving the performance and workplace morale so that it
benefitted and earns higher profits.

REFERENCES
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