Strategic HRM and Employability in the Workplace

This assignment delves into the crucial relationship between Strategic Human Resource Management (SHRM) and employability within organizations. It examines how various SHRM practices, such as training and development programs, talent management strategies, and performance appraisal systems, contribute to developing a skilled and adaptable workforce. The analysis draws upon relevant academic literature and case studies to illustrate the impact of SHRM on individual employability and organizational success in today's dynamic business environment.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Difference between personnel management and human resource management..............1
1.2Assess the function of the human resource management in contributing to organisational
purposes..................................................................................................................................2
1.3Evaluate the role and responsibilities of line managers in human resource management 2
1.4Analyse the impact of the legal and regulatory framework on human resource management
................................................................................................................................................3
TASK 2............................................................................................................................................4
2.1 Analyse the reasons for human resource planning in organisations.................................4
2.2 Outline the stages involved in planning human resource requirements...........................5
2.3 Comparison the recruitment and selection process in two organisations.........................5
2.4Evaluate the effectiveness of the recruitment and selection techniques in two organisations
................................................................................................................................................6
TASK 3 ...........................................................................................................................................7
3.1 Assess the link between motivational theory and reward................................................7
3.2 Evaluate the process of job evaluation and other factors determining pay......................7
3.3 Assess the effectiveness of reward systems in different contexts....................................8
3.4 Examine the methods organisations use to monitor employee performance...................8
TASK 4............................................................................................................................................9
4.1the reasons for cessation of employment with an organisation.........................................9
4.2 Describe the employment exit procedures used by two organisations.............................9
4.3Consider the impact of the legal and regulatory framework on employment cessation
arrangements.........................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource are the valuable asset for each and every business entity. It is related
with the personal management and employee relation. The main objective of HRM is to assign
right job to the right time which can help to attain the organisational goals and objective. This
report is bases on Posh Nosh Limited which is a small business unit. This firm is operate their
business in city of London which can provide fast food tom their customers (Storey, 2007). The
main purpose of this report is that the significance of HRM in the organisational goal and
objective. It can also involved HR planning, role of HR manager employees motivation and other
regulatory framework of HRM and its impact on business operations.
TASK 1
1.1 Difference between personnel management and human resource management
Personal management is a traditional approach which basically record keeping function
of the employees and maintain the relationship between the employees and employer. On the
other hand HRM is a modern concept which is done for the strategic purposes (Dowling, 2008).
It can help to attain the organisational goals and objective effectively.
There are few differences are given between the Personal and HR management:
Personal Management Human Resource Management
It is a traditional approach of administration of
people in the company. This approach done by
small business unit.
On the other hand HRM is modern approach
which is used managing people in the
organisational, It is used by the manager of of
the firm.
This concept is related with staff satisfaction. This approach is related to staff satisfaction
with attain the firms goals.
Under personal management the role of
training and development is less.
The role of training and development is more
as compare to Personal management.
It is a tactical decision of the business unit. It is a strategic decision of the business entity.
Decision making process is slow. In this approach decision making is fast as

compare to other one (Schuler and Jackson,
2008.).

The primary function of this concept is
workforce recruitment, hiring, and
administration.
Primary function is related with strategic man
power planning for current and future
requirement used human resource asset more
effectively.
1.2Assess the function of the human resource management in contributing to organisational
purposes
Human resource management is played a significant role to attaining the organisational
goals and objective for a business unit. The main function of HRM is to identifying staff needs
for the current and future needs of the Posh Nosh Limited, to recruiting skilled work force and
provide training and development to them (Daley, 2006). There are following important function
of HRM which can help to the company to meet their goals and objective in a time manner:
Recruitment and selection: In an Posh Nosh Limited it is important to appoint capable
employees in which vacancy have been arises. Selection is a process to choose the applicants
from the various applicants who are suitable for the job to fill a post. On the other hand,
recruitment involves to recruit skilled workforce for the firm and than they can provide training
and development to them, so that they can perform their task effectively (Avey, JLuthans and
Jensen, 2009).
Training and development: Training is the essential part of the company which can be used by
the manager to improve the performance and productivity of their staff. It can enhance the
efficiency and increase the profitability of the business unit.
Administration objectives: In the Posh Nosh Limited the objectives are to be compare with the
procedures, plans, strategies etc.. which are adopted by the company is fulfilling the objectives of
the company or not.
1.3Evaluate the role and responsibilities of line managers in human resource management
A line manager is the person in the organisation who manage the work of individual
employees. The role of line manager in the organisation they have the responsibility of the work
to manage the work of individuals and team work. Line manager have to report about the
performance of the individual and team work to the high level of management to enhance the
performance of the employees (Guest, 2011). These manager motivates the employees to
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develop their skills, capabilities, knowledge regarding the work. The responsibilities of the line
manager are as follows:
 Effective communication and regular meeting - in the organisation line manager should
do regular meeting with the high level of management people to report the work
performance of the employees on regular basis (Mathauer and Imhoff, 2006). The works
which are allocated to the employees should be communicate in a easy form so that
employees can understand easily.
 Provide structures, directions and purpose to the team - line manager should provide
directions of the work that in what direction work should be completed and purpose of the
work that why this work is important for our team.
 Managing poor performance - line manager should manage the poor performance of the
employees time to time. The employees or team who are not performing well then their
work should be allocate to other employees in the organisation.
 Managing disciplines and complaints - discipline should be manage by the manager time
to time so that coordination can be maintain in the organisation. The complaints which
are receiving from the employees or team should be solve timely (Lengnick-Hall and et.
al., 2009).
1.4Analyse the impact of the legal and regulatory framework on human resource management
The impact of the legal and regulatory framework on human resource management is
include in the legislation. These legislation includes the discrimination of the work, ethical
issues, equality. The employees must ensure about their work in the organisation and must
receive protections. These protection includes the legal working age, safe working conditions,
religion discrimination, sex discrimination etc.. The legal and regulatory issue can be of equal
employment opportunity, relation between the employees and employer, working environment
conditions etc. (Lepak and et. al., 2006). These issue should be recognize consistently to dissolve
the problems of the employees in the organisation. If these issue are not dissolving from time to
time it will become hurdle for the organisation to achieve their targets on time. This frame work
should considered various laws, regulations during the recruitment and selection process. Posh
nosh limited company should follow those rules and regulations which are made by the
government in relation to the employment and to fulfill the requirements of employees in the
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organisation to achieve the targets of the company on specific time period. There are some
regulatory frame work which should be followed by the Posh nosh limited company:
 Equal pay act 1970 - this act describes that there should not be any discrimination in
regard to the financial term paid to each employees (Heijde and Van Der Heijden, 2006).
 Minimum wage Act 1988 - this act applies to workers who have done contract to do
personal work. This act does not apply to the customers or client of the organisation.
TASK 2
2.1 Analyse the reasons for human resource planning in organisations
Human resource planning is a systematic approach which is required to each and every
business unit to identifying the correct number of employees with the required skills. It is
important for a HR manager at the time of HR planning to keep in mind the goals and objective
of the firm (Chen and Huang, 2009). It is also important for Posh Nosh limited which wants to
expand their business. There are following reason for an effective HR planning as given below:
Future manpower need: It is important for the company to analyses their future work force
requirement. The CEO of Posh Nosh limited to expand their business activities which requires to
forecast the exact number of employees. HR manager is required to use various tools and
techniques to forecast the need of future and current workforce for the firm.
Coping with change: Business environment is change over a period of time, therefore the
human resource manager requires to cape with these change which can help to attain the
organisational goals and objectives.
Recruiting the skilled manpower: Skilled staff are essential for each business unit which can
help to achieve organisational goals and objectives. The HR department of the firm is required to
recruit and select the talented staff. They can determine the skill needed to perform a job and
analyses the available staff level in the firm (Collings and Mellahi, 2009).
Development of Human resource: Development of the employees of the company also
important. It is required because to meet the future customers needs and preferences. To meet
those change Posh Nosh's HR manager requires to provide training and development, so that
they can help to attain the firm goal effectively.
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2.2 Outline the stages involved in planning human resource requirements
Human resource planning is process which can help to assess the future needs and
provide sufficient work force tom perform the business activities. There are various stages
involved in the HR planning process which as given below:
Assess the current supply: Assessing the current inventory of human resource is the first stage
of HR. HR department of Posh Nosh limited requires to analyse the environment which can help
to identify the current work force and their skills, knowledge and capabilities which can help to
perform a job (Lewis and Heckman, 2006).
Demand forecasting: Workforce forecasting is a process of estimating staff demand in the
organisational. It is process which can help to determine the current and future needs in terms of
skills and capabilities.
Supply forecasting: It is next stage of HR planning which can help to identify the future source
of staff. Internal source which can include promotion, job enlargement, job enrichment, transfer
etc. and external source can include new recruitment.
Matching HR demand and supply: It is another stage which can help to maintaining the
demand and supply of HR within the organisation. It is significant for the firm to match their
needs with their supply which can help to attain target effectively. (Black and et. al., 2010).
Action and evaluation: It is the last stage of HR planning which involved to take action and
evaluate these action. It can help to improve the overall process of HR planning.
Therefore, this process having a great significant for Posh Nosh Limited because they
wants to expand their business operations. This process help them to recruit talented and skilled
workforce to meet the future need of the company.
2.3 Comparison the recruitment and selection process in two organisations
Recruitment and selection process is one of the important function of HRM. It can help to
recruit the right person on the right job. Each and every business unit having their own recruiting
process according to their organisational structure (Storey, 2007). There are following
recruitment and selection process of two different organisation as given below:
Recruitment and selection process of Posh Nosh Limited:
Posh Nosh limited is a small business unit, there organisational structure is flat. Their size
ans scope of business operation is limited. Therefore their recruitment selection is also quite
simple as compare to large business corporations. They can recruit their staff through external
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agency which is the best option for them. Because recruitment and selection process is very
complex and time consuming process. It requires an effective planning and a dedicated HR
department which can lead by the HR manager. They can directly recruit their workforce
externally it can leads to cost effectiveness of the firm (Dowling, 2008).
Recruitment and selection process of Greggs PLC:
Greggs PLC is one of the largest bakery chain in UK. It is public company which having
a large number of employees and staff. These recruitment and selection process also quite
different from small business unit.
 First stage of recruitment process is to identifying the current inventory of workforce. It
can help to analyses the future staff of the firm.
 The next stage is called develop the plan and description to forecasting the future
workforce of the business unit.
 The next stage is to take sourcing the candidates from various sources like internal and
external.
 Take the preliminary interview and select potential candidates for the firm.
 Selecting the skilled and talented workforce from the pool of potential candidates.
 Provide training and development for the recruited candidates.
 Evaluate the overall recruitment process, which can help to improve this process in near
future.
2.4Evaluate the effectiveness of the recruitment and selection techniques in two organisations
It is important for every business unit is to recruiting the talented staff which can help to
attain the organisational goals and objectives. It is important for the HR manager that to evaluate
the effectiveness of recruitment and selection tool (Schuler and Jackson, 2008).
Effectiveness for Posh Nosh Limited:
For a small business unit is is important to analyses the recruitment process, which can
help to improve their process in near future. The firm can not using an appropriate organisational
structure. It is important for the HR manager of the firm is to make an effective process which
can help to get the skilled and capable staff for their organisation.
Effectiveness for Greggs:
Greggs is large business unit which having a large pool of staff. It is significant for the
firm is to careful analyse the overall recruitment process. To evaluate the overall process of the
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firm, they can compare the past performance and the current performance of the company
(Chelladurai, 2006). It can help to analyses the required skills and capabilities with the current
skills and capabilities of their employees.
TASK 3
3.1 Assess the link between motivational theory and reward
Motivation is a process which can help to influence the behaviour of an individual by
various tools. It can help to motivate the employees and it can leads to increase the production
and efficiency of the employees. There are various motivational theories which can be used by
Posh Nosh Limited to motivate their employees.
According the Maslow motivational theory there are five types of human needs which can
motivate of an individual. Manager of the firm can follow this theory through offering more
attractiveness work and more opportunities for the self fulfilment (Daley, 2006). On the other
hand according to the Herzberg theory, there are two types of need which can influence of an
employees. It can include the environment and motivational factors. Manager of the business
unit can reject pay as a motivational factor and provide more attractive opportunities to their
employees. These opportunities can more powerful factors than money. There are various factors
which can affects the pay which can includes seniority, experience, skills and capabilities,
industry sector etc (Avey, Luthans and Jensen, 2009).
3.2 Evaluate the process of job evaluation and other factors determining pay
Job evaluation is a process which can help to giving the ranking of different job in the
company. It can help HR manager to make an effective structure according to the job ranking. It
is one of the complex and time consuming process which as given below:
Job analyses: It is a process which can help to Posh Nosh Limited to collecting the required
information ans different aspects of a particular job. There are two important dimension of job
analyses as given mentioned:
Job description: Under job description is a set of information which can includes roles,
responsibilities and working environment of the job (Guest, 2011).
Job specification: It is a set of information which is prepared by the HR department which can
include the personal specification of an employees. It can involved required skills, knowledge
and capabilities to perform a job.
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Job rating: Job rating is a stage which can help to Posh Nosh limited to giving the ranking of a
particular job. It is based on the roles and responsibilities etc. There are various methods which
can includes ranking, factor comparison method, point ranking and so on.
Money allocation: After rating the worthiness of each job, a pay structure is determined and the
money for each job is allocated (Mathauer and Imhoff, 2006).
Job classification: It is the last stage which is related to the job categorization on the basis of
pay structure, roles and responsibilities and so on.
3.3 Assess the effectiveness of reward systems in different contexts
Motivated staff can be played an prominent role in the success of any business unit. A
motivated employee can work hard, it can leads to increase the performance and productivity of
the firm. Posh Nosh limited requires to make an effective reward system which can motivate of
their staff. It can be two types of reward that can help to motivate people of the organisation are
as follows:
Intrinsic reward: It is internal motivation come form within an individual. An individual who
can motivated internally for their own satisfaction. The HR manager of Posh Nosh limited can
communicate with their staff on a regular basis, can learn about their motivation with creative
ways (Lengnick-Hall and et. al., 2009). For example manager can allow more autonomy to
perform a job, it can help to increase the performance level of an employees.
Extrinsic reward: These rewards can be involved salary hike, bonus, extra pay benefits and so
on. These tools can help to motivate of the employees and it can enhance the work efficiency and
increase in the output of the company.
3.4 Examine the methods organisations use to monitor employee performance
Skilled employees are very useful for every business unit which can help to them to attain
short and long term goals and objectives. To examine and monitor the performance of an
employees also significant. It can ensure that a business is on going on the right direction (Lepak
and et. al., 2006). There are various tools and techniques which can be used by HR manager of
Posh Nosh Limited are as follows:
Productivity tools: It is one of the common method which can be used by large manufacturing
units. With the help of this method HR department can identify the productivity and monitor the
performance. For example a ordering employees how many customer can handled at a time.
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Past performance analyses: This is another common method which can be used by the business
unit. In this method the firm can compare the past performance with their current performance. It
can help to measure the actual performance in a more effective manner (Chen and Huang, 2009).
TASK 4
4.1the reasons for cessation of employment with an organisation
There are many circumstances in the organisation in which employees can cease the
employment some of them are as follows:
 Surety of job - in the organisation if employees are not sure about their jobs then
employees can left the job. The employees need the surety of their job and protection
from the unhealthy environment.
 Work load - sometimes employees get work load in the organisation and they have to
stay in the office after the office hour also. In may lead in the cease of employment in the
organisation of the employees.
 Promotion - In the organisation if a employee is working from a period of time and not
getting promotions, incentives etc.. then employee can leave the office.
 Motivation and incentives - in the organisation employees need the motivation time to
time from their high level of management people to develop their skills, capacities,
knowledge etc.. Employees also need additional incentives to satisfy their needs.
Posh nosh should ensure the job of the employees in the organisation to retain them for a longer
period of time. Motivate the employees and provide incentives time to time. It can reduce the
employee turnover in the organisation (Collings and Mellahi, 2009).
4.2 Describe the employment exit procedures used by two organisations
The employment exit procedure which is used by the Posh Nosh limited company are as:
i. Employee will initiate the request - Firstly the employee will initiate the request to the high
level of management people regarding to leave the organisation.
ii. Create self revaluation - in this step the employee have to sure about his job that he/she
wants to leave. Employee has fulfill all the criteria about the request have made to the high
management people.
iii. Fill the separate form - employee have to fill the form of exit from the employment and give
full details that why they want to leave from the organisation.
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iv. Submit the request - this request will submitted to the high management people.
v. Manager to provide feedback - manager will take the feedback from the employee that what
is reason behind to leave the organisation.
vi. Do you approve the employee’s exit request - in this there is possible of two outcome arises.
First, if employee says not to approve the employee’s exit request then manager again have
to take the feedback of the employee. On the other side, if employee say yest approve the
employee’s exit form then following steps should be considered.
vii. Being the termination process - the process of the termination will start of the employee and
fulfill all the responsibilities of termination process.
viii.Submit the request - Lastly, submit the request to the high management people for the
termination of the employee.
The exit procedure of Greggs is: Resignation letter, Md’s content to proceeds, Acceptance Letter
to employee, liability position, Final settlement (Lewis and Heckman, 2006).
Exit interview is useful for the companies to know that why employee want to leave the
organisation. It is an opportunity for the employees to give reasons to leave the organisation.
4.3Consider the impact of the legal and regulatory framework on employment cessation
arrangements
The regulatory and frame work have an impact on the employee cessation employment in
the kind of that some regulation are made by the companies regarding the employee cessation
but on the other hand same regulations are made by the government which will become for the
company to follow the government guidelines. Dismissal arises when the end of contract is there
with the employee. In case of dismissal the following steps are to be followed: Letter, Meeting,
verdict, appeal (Black and et. al., 2010). On the other side Redundancy is when employee
dismiss the job because they don’t want to do that job longer in the organisation.
CONCLUSION
As per the above mentioned report it has been concluded that the role of human resource
management and the difference between personal development and HRM. It also explained
recruitment and selection process and its effectiveness of this in Posh Nosh Limited.
Additionally, it has been concluded that motivational theory and pay, effectiveness of reward
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system, employee exit procedure and legal and regulatory framework on employment cessation
arrangement.
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