Human Resource Management in Entrepreneurial Firms: A Literature Review

This assignment is a literature review on human resource management in entrepreneurial firms. It discusses the importance of HR in strategic planning, performance and reward systems, training skills, listening power, and proper delegation. The questionnaire at the end assesses the effectiveness of HR functions and employee satisfaction with organizational policies. The personal development plan outlines specific skills to be developed over time, including strategy and solution skills, learning and development skills, and performance and reward skills.

MANAGING THE HUMAN RESOURCE FUNCTION

EXECUTIVE SUMMARY
Managing the human resource function report will high\e about the different aspect of the
human resource management from the Financial and retail industry. It can be summaries on the
basis of function such as Employee engagement, training and development, Reward and
Performance management which are the important for both firm to focus on this function. The
Brexit not affect the human resource management due to economic condition have been changes
which bring the huge gap for business to create more jobs as well earn profit and firm are not
able to provide salary and wages to employees. Further, the finding and discussion on the basis
of company reports, job postings, case studies, articles about the industry or the specific
organisations, balance sheets, personal interviews, staff surveys. The primary and secondary
research with the proper analysis represent the Barclays and M&S position in the industry with
their effective human resource management. At the end recommendation based on Employee
engagement, training and development, Reward and Performance management as well from
findings from survey of employees and personal interviews.

Table of Contents
Element 1: Reflective Essay............................................................................................................1
Element 2: Research Report.............................................................................................................4
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................4
Employee engagement................................................................................................................4
Reward and performance............................................................................................................4
Training and development...........................................................................................................5
FINDINGS AND DISCUSSION.....................................................................................................5
RECOMMENDATION.................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
APPENDIX....................................................................................................................................14

Element 1: Reflective Essay
The commitment to continuous professional development which will help to track my
knowledge and documentation the skill and experiences that I gain from person and professional
level with the assistance of training programmes on the basis of this I can achieve high growth
and development in the organisations. The three area from CIPD human resource professional
map I had chosen strategy and solution, Learning and development, Performance and Reward.
Strategy and Solution is the important aspect in the organisation which I need to considered for
my effective professional development. There are various polices require implementing by
human resource manager(Cornelius, 2012). So through the CIPD I can easily learn this aspect
where my ideas and though process will be more clear as well my analysis skill which plays an
important role to find out any issues or give solution for better outcomes. Strategy and solution
will help to avoid the various problem which can affect the firm so if this strategy and solution
will be learned easily with the help to commitment to continuous professional development. For
that I required more knowledge of my roles and responsibility as well various skills'
improvement for better strategy and solution implementing.
Learning and Development is the key aspect for high growth and development in my
professional career. It is the strategy which I can bring in company action plan to articulate the
workplace abilities, skills or competencies required for sustainable professional development. I
am good at providing training but not effective professional training which I required to learn
from the different source as well proper commitment to continuous professional development
human resource professional map will help me out to improve my skill in context of learning and
development Because this are the main function which I need to manage during professional
career to form an enterprises' strategy, operational and culture factor, the human capital
approach, to bring strategy more advance way and invest in employee procedures(Horton, 2000).
So I have to focus on my various skill which are important aspect to delivered the training and
find out the issues during my professional development as well organisation improvement.
Performance and Reward is the another function which required to perform by the human
resource manager in the organisations. I have to handle this function during my professional
career development. The performance management will help me out to know which employees is
fulfilling requirement of the firm as per commitment and on the basis of this I have to give
feedback with appropriate report to the employees. Once I will finis the performance
1

management process I need to give reward to the employee who had made an outstanding
performance and contributed in achieving organisational objectives. So it important for me to
give more focus on this aspect with the help of CIPD which play a significant role in my
professional development.
I see my self on CIPD band (1-4) for each of the categorises such strategy and solution on the
band 2, Learning and development on band 4, Performance and Reward on band 1 which is the
main element for the commitment to continuous professional development. From my point of
view the kn ledge and activities in the ten professional areas of the map also behavioural aspect
is focus in CIPD 1 to 4 bands. I see my self as per discuss band of CIPD because this the set
format of each and ever band which I need to considered to look all the activities or areas. I have
to see all the areas one by one which bring my professional growth and development in a better
manner. So the activities which require giving more time on learning and development as well
strategy. I have to provide solution for which I need to focus on various knowledge and skill to
improve my weakness and remove obstacle in professional development.
SWOT Analysis:
Strength: on the basis of CIDP Human resource Map my major strength is Learning and
development which was an important function to perform in my professions roles a
responsibility. Communication and employee relation are the another strength which required to
focus on learning and development with the help of improving various skill of employees and
give effective solution whenever firm face any difficulties. I had also seen my self on CIPD band
4 to take learning and development areas.
Weaknesses: Commitment to continuous professional development and human resource map my
major weakness area is performance and reward management which is the important function in
the organisation due to time management and analytical skill required to improve and early
overcome weaknesses to achieve my professional growth and development. I had seen my self
on CIPD band 1 to measure employee performance and reward management these activities
required to give more time for effective outcomes.
Opportunities: I need to overcome on my weakness which is important for the main for
effective development of organisation by taking correct performance measurement feedback
from the employees. On the basis of my analysis firm will get an outstanding performer which
will help me out to promote them at higher position.
2

Threat: Strategy and solution is major threat for my professional development. On the basis of
my analysis commitment to continuous professional development the band I see my self is on the
1 which bring huge issues in my career(Purce, 2014).
On the basis my SWOT analysis I have to prepare Personal development which will help me out
to improve my all the weakness in certain time as well strength will give higher growth and
development to achieve personal as well professional objectives.
Skills and attributes Time for the
development
Actual time of
achievement
Method used for
development
Listening power
(Strategy and
Solution)
3 months 2.5 months Solve case studies
Training skills
(Learning and
Development )
5 months 6 months Training programmes
and Workshops.
Proper delegation
(Performance and
Reward)
2 months 1.5 months Better communication
with employees.
Software trainings.
3

Element 2: Research Report
INTRODUCTION
Human resource management is the key department in any organization which perform
certain function in the organizations such as recruitment, selection, training and development and
frame the policies for effective working environment. The current economic landscape for
organisations operating both within and outside of the UK. The European union referendum vote
favour of Britain leaving the European Union which is the main reason for Brexit. The report
will consist on the Barclays and M&S firms. Both the company affect due to Brexit majorly on
function and effectiveness of human resources.
LITERATURE REVIEW
Employee engagement
According to the view of (Sparrow, Brewster and Chung, 2016) employee engagement play a
vital role in organisation. In each and every organisation employees are the main resource which
will contribute in achieving firms objective and goals accomplishment. The internal and external
source of the firm can not hindrance on the employee performance but it makes only less
interest on the employees which is the major part in the financial industry.
According to view of (Hassan and Hashim, 2016) employee engagement is important for the
employees which bring the interest in firm to perform various task in effective manner. The
organisation required to manage certain activities which will focus to engage employees in the
firm. For instance retail industry increase more attrition rate due to less employee engagement.
Reward and performance
According to view of (Baum, 2012) a proper reward and performance management impact on the
organization. It is the responsibility of human resource management to measure employee
performance and on the basis of outstanding performer employees firm require provide reward
which can be terms as financial or non financial. For instance financial industry give more
incentive and bonus to the employees which can help to meet organisation requirement by
worker.
According to view of (Armstrong and Taylor, 2014) reward and performance are two different
function which required to keep human resource management. The performance management is
process to find out the employee which are asset and liabilities for the firm. On the basis of their
analysis manager will decide to give reward for best performing employees and terminated the
4

worker who are not able to contribute in company. For instance in retail industry performance
and reward function plays an important role to keep employee motivate.
Training and development.
According to the view of (Sirmon, Hitt, and Ireland, 2007) training and development is a vital
role in the organisation to make employee more valuable by increasing various skill and
knowledge to perform operation and achieve firms objectives. For instance in the financial
sector training and development based on the employee performance or any modification in
technology to make organisation more effective.
According to the view of (Boxall and Purcell, 2013)training and development function is role of
human resource development (HRD) which focus on the employees training, recent employment
and developing skills for upcoming roles and responsibilities in the industry. For instance retail
industry get updated in each and every time for that proper training required to arrange.
Employees who are at lower level not able to perform better due to lack of education.
FINDINGS AND DISCUSSION
For effective finding it is important make important research with the employees survey and
Personal interviews. The Barclays and Mark and Spencer are two organisation from different
sector which have impact their function of human resource management to Brexit.
The report of the Barclays take the positive response after the Brexit. The CEO of the company
said that thee is no reason to change British job to Europe as the outcomes and describe the
restructure required as straightforward comparison with the competitors. While the organisation
have to formulated new HR policies and benefits after the Brexit. The overburden of labour
wages and Salary is increasing from the organisation which is a positive aspect for Human
resource management. The total revenue of the company
Mark and Spencer is the organisation from the Retail industry which is affected after the Brexit.
The economic and social development may give adverse situation in the organisation. Due to
such factor Human resource management get the negative response and they are not able to
perform all function in better way.
1)
5

Is your organisations
HR is effective?
Yes NO Can't' Say
Barclays Response 6 3 1
Mark and Spencer
Response
4 5 1
Interpretation: from the above graph it can be easily interpreted that two of the organisation are
from different sectors which have huge variations. The both the organisation 10 responded have
been selected. Employees are the main respondent. In the Barclays out of 10 employees 6 are in
the favour of yes they think their company human resource management is effective while 3
responded that organisation human resource is not effective while 1 employees give is not able to
said anything about on this. On the other hand in the Mark and Spencer out of 10 employees 4
where think that their company human resource management is effective while 5 responded that
organisation human resource is not effective while 1 employees is not able to said anything about
human resource.
6
Barclays Response Mark and Spencer Response
0
1
2
3
4
5
6
Yes
NO
Cant' Say

2)
Are you satisfied
with the
organisation
policies
Agree Disagree Strongly Agree Strongly Disagrees
Barclays
Response
7 2 0 1
Mark and Spencer
Response
3 6 0 1
7

Interpretation: from the above graph it can be easily interpreted that sanctification with the
policies of organisations in Barclays is positive while in m&s is not effective. In the Barclays 7
employees are agreed on and think they are satisfied with the organisation Policies while 2 of the
employee are Disagreed and think that, they were not getting satisfaction from the firm human
resource polices. The one employee is strongly disagreed with the Barclays Human resource
policies is not provided any satisfaction in his roles and responsibilities. There is no employee
who strongly agree with organisation policies give satisfaction or not. On the other hand M&S
employee are not satisfied with their organisation policies. Out of 10 employees 3 where agreed
and think they are satisfied with the organisation Policies while 6 employees are Disagreed with
organisation and said they are not able to get any satisfaction from their HR policies. Further, 1
employee is strongly Disagreed with the firm and he also has same point of view on the less
satisfaction from the human resource policies. No employees are strongly agreed on these
responses.
3)
Do you know your
performance Review
Yes NO
8
Barclays Response
Mark and Spencer Response
0
1
2
3
4
5
6
7
Agree
Disagree
Strongly Agree
Strongly Disagrees

areas
Barclays Response 8 2
Mark and Spencer
Response
6 4
9
Barclays Response Mark and Spencer Response
0
1
2
3
4
5
6
7
8
Yes
NO

Interpretation: From the above graph it can be easily interpreted for both the organization
employee performance reviews situations. In the Barclays employee are aware about their
performance reviews measurement criteria while M&S employee are not aware about their
performance reviews measurement criteria. Barclays 8 employees said yes out of 10 that they are
aware about the performance reviews while 2 employees not aware but criteria. On the other
hand out of 10 M&S employees, 6 are aware about their performance review criteria while 4
were not aware about their company performance review methods.
4)
Rate your HR
function on
the scale of
five
1 2 3 4 5
Barclays
Response
2 3 1 4 0
Mark and
Spencer
Response
1 4 2 3 0
10
Rate your HR function on the scale of five
Barclays Response
Mark and Spencer Response
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5

Interpretation: From the above graph it can be easily interpreted that both the organisation
employees provide rate on scale of five. In Barclays the highest rate is 4 scale which is given by
4 employees and while 1 employee gave 3 rating, 3 employees gave 2 rating and 2 employees
gave 1 rating. It shows that Barclays employee are happy with the firm. While on other hand
M&S out of 10 employees, 4 rating scale is given by 3 employees and lowest rating is 1 which is
given by only 1 employees.
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RECOMMENDATION
From the effective findings it is important for the both the organization required to follow
various recommendation to improve and effectiveness of HR function:
 In Barclays Human resource required to implement acceptable policies which provide
more flexibility in their work and they take interest in their job.
 Mark and Spencer Human resource management have to provide training to their
employee which will help to increase more awareness about the firm methods of
performance reviews.
 If the Barclays focus to give more reward and recognition it will be more easy to make
positive attitude in the firm
 Mark and Spencer HR need to perform all the function such as Employee engagement,
training and development, Reward and performance in effective manner for development
of company.
CONCLUSION
From the report managing the human resource function it can be easily concluded that
commitment to continuous professional development is effective for human resource
professional development. Barclays take the positive response after the Brexit while Mark and
Spencer is the organisation from the Retail industry which is affected after the Brexit. Employee
engagement, training and development, Reward and performance are the manor human resource
function which will help bring positive development of the firm as well employees. Hence, HR
function required to manage for positive response from employees.
12

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2016. A handbook of human resource management practice. 10th ed. Kogan Page
Publishers.
Baum, T., 2012. Human resource management in tourism:a small island perspective.
International Journal of Culture, Tourism and Hospitality. 6(2). pp.420 - 421.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Boxall, P. and Purcell, J., 2013. Strategy and Human Resource Management. Plagrave.
Brewster and et.al., 2016. International human resource management. Kogan Page Publishers.
Brewster, C. and Morely, M., (2013). Human resource management in Central and Eastern
Europe. Baltic Journal of Management. 5(2). ). pp.101 - 112.
Cornelius, N., 2012. Human resource management: a managerial perspective. 2nd ed. Cengage
Learning EMEA.
Dabic, M. and Martinez. R. M., (2016). Human resource management in entrepreneurial firms: a
literature review. International Journal of Manpower. 32(1). pp.420 - 421.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Hassan, A., Hashim 2016. Human resource development practices as determinant of Human
resourceD climate and quality orientation. Journal of European Industrial Training. 30(1). pp.4
– 18.
Hornby, A.S., 2015. Oxford Advanced Learner’s Dictionary; 7th ed. London: Oxford University
Press.
Horton, S., 2000. Introduction-the competency movement: Its origins and impact on the public
sector. International Journal of Public Sector Management. 13(4). pp. 306-319.
13

Keller, J. M., 2016. Motivational Design for Learning and Performance: The ARCS Model
Approach. Springer.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sirmon, D. G., Hitt, M. A. and Ireland, R. D., 2007. Managing firm resources in dynamic
environments to create value: Looking inside the black box. Academy of management review.
32(1). pp. 273-292.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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APPENDIX
PERSONAL DEVEOPMENT PLAN
Skills and attributes Time for the
development
Actual time of
achievement
Method used for
development
Listening power
(Strategy and
Solution)
3 months 2.5 months Solve case studies
Training skills
(Learning and
Development )
5 months 6 months Training programmes
and Workshops..
Proper delegation
(Performance and
Reward)
2 months 1.5 months Better communication
with employees.
Software trainings.
QUESSTIONNAIRE
Q. 1 Is your organisations HR is effective?
 Yes
 No
 Can't Say
Q. 2 Are you satisfied with the organisation policies
 Agree
 Disagree
 Strongly Agree
 Strongly Disagrees
Q. 3 Do you know your performance Review areas?
 Yes
 No
Q. 4 Rate your HR function on the scale of five.
15