Human Resource Management Theories and Practices

This assignment explores various theoretical frameworks and practical applications within the field of human resource management (HRM). It delves into concepts such as performance management, employee engagement, international HRM, and the strategic role of HRM in achieving organizational goals. The provided reading list suggests key scholarly articles and books that contribute to a comprehensive understanding of contemporary HRM issues.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
TASK 1............................................................................................................................................4
1.1 Difference between human resource and personnel management........................................4
1.2 Assess the function of the human resource management in contributing to organisational
purposes.......................................................................................................................................5
1.3 role and responsibilities of line managers in Posh Nosh limited..........................................6
1.4 Impact of legal and regulatory framework on HR management. .........................................6
TASK 2 ...........................................................................................................................................7
2.1 Analysis of the reasons for human resource planning in an organisation.............................7
2.2 Stages involved in the process of Human Resources planning ............................................8
2.3 Recruitment and selection process .......................................................................................9
2.4 Effectiveness of recruitment and selection process of both the companies........................10
TASK 3 .........................................................................................................................................10
3.1 Relationship between motivational theory and reward.......................................................10
3.2 Job evaluation process and other factors that determines pay in an organization...............12
3.3 Effectiveness of reward system ..........................................................................................12
3.4 methods to monitor employee performance........................................................................13
TASK 4 .........................................................................................................................................14
4.1 Identification of the reasons of cessation in an organisation..............................................14
4.2 Describe the employment exit procedures used by two organisations...............................15
4.3 The impact of the legal and regulatory framework on employment cessation arrangements 16
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is the concept in which there is an effective management
of the company's human resources which enable the company to achieve its set goals and
objectives. Human resource management is an effective function of the HR manager that mainly
focuses on the management of the resource within the country. The person who is responsible to
carry out management of human resource is called as Human Resource manager. Human
resource manager has the roles and duties related to the management of employees, Staffing,
employee compensation and benefits (Armstrong and Taylor, 2014). It also include design and
defining of work. HRM is an important tool for the company which enable HR manager of
company to bring out most productive and necessary modifications in an organisation. It aim to
maximize the efficiency of the company by optimizing effectiveness of employees of the
company. This report has been prepared in the context of Posh Nosh limited company. It mainly
includes about personnel management and human resource management. Various techniques of
recruitment and selection has been discussed in the context of cited organisation. Also reward
and motivational theories are mentioned in the present report.
TASK 1
1.1 Difference between human resource and personnel management
Human resource management is concerned with the managing human resources of the
company. On the other hand, personnel management is an administrative record keeping
function, at an operational level (Armstrong, 2011). It aim to maintain fair terms and conditions
of employment , while manages personnel activities for individual departments etc. Although,
both the terms are same in meaning, however there is a slight difference among these two are as
in the context of Posh Nosh limited are as:
Personnel management Human resource management
 It is concerned with the work force and
their relationship with firm.
 It focuses on the personnel
administration, employee welfare and
labour relation in the context of Posh
Nosh limited.
 It focuses on the effective use of human
resources of the company for achieving
the set goals and resources of the
company.
 It basically look after acquisition,
development, motivation and

 The distribution of power in personnel
management is of centralized nature.
 Its a routine function in the Posh Nosh
limited (Berman and et. al., 2012).
 There is an indirect communication
channels in the company.
 It mainly focuses on the hiring of
employee and its training and
remuneration process.
maintenance of human resources in
Posh nosh limited.
 In this, distribution power in HR
management is of decentralised nature.
 It is an strategic function.
 There is a direct communication
channels in the company.
 It focuses on treating manpower as
valued assets in the company.
1.2 Assess the function of the human resource management in contributing to organisational
purposes
The HR department of the company namely Posh nosh limited mainly focuses on the
completion of necessary functions of the company. It basically provides compliance related to
labour laws, record keeping, hiring and training of employees. It also deals with compensation,
relational assistance and handles specific performance issues (Bloom and Van Reenen, 2011).
These functions are considered as essential because without these functions company is not able
to fulfil its goals and objectives. The following are the functions which are been performed by
the HR management of the Posh Nosh limited :
 Compliance with labour laws- this is one of the important function of the management
of the cited company which includes to comply with the labour laws so that it can be able
to manage the employees of its organisation. The manager should also have the proper
knowledge about each and every aspect of the state laws that are prevailing in the state.
The department should also know about the set of rules and regulations which they have
to abide by in order to ensure rules and employment regulations.
 Recruitment and training- this is an another concept which means that the HR
department of Posh Nosh limited has to recruit appropriate candidates in their firm so as
to fill appropriate jobs in the company. Recruitment is done by advertising the of job
through social sites and advertisements. It also publishes the information regarding
training materials including handbooks detailing all aspects of jobs (Boxall and Purcell,
2011).

 Employee relationship- another main function of HR department of Posh Nosh limited
is to maintain the key relationship with their employees so as to enable smooth
functioning in the company. In case of any issues between the manager or employee or
between any two or more employees, then it is the duty of HR management to resolve the
issues so that it can be able to meditate the situation. It leads to smooth accomplishment
of the goals and objectives (Bratton and Gold, 2012).
1.3 role and responsibilities of line managers in Posh Nosh limited
A line manager is a person who is responsible for managing other employees in the firm.
Line managers play an important role in the organisation. In some cases they often work as the
HR managers in company. In small business with few employees, they have no specialist HR
manager. The line managers are responsible to conduct the function of recruitment and selection
of an appropriate person. The roles and responsibilities of a line manager in the context of Posh
Nosh limited are as : Employee engagement- line managers are responsible to crate a work oriented
environment in the company. On one hand HR managers focuses on the strengths and
encouragement of employee open communication, on the other hand line manager of the
cited company aim to boost the status of their employees by letting them focused about
their negative points so that they can turn them into their strengths. Performance appraisal- performance appraisal has been implemented by the line
managers in the firm. Line managers are responsible to evaluate and analyse the
performance of each and every employee of cited company. After that, line managers
provides feedback to them accordingly in one to one meeting. Feedback that has been
presented by line managers is provided in an understandable manner (Brewster and
Mayrhofer, 2012). Disciplining employees- line managers are also responsible to enable proper discipline in
their organization. By setting of rules and regulations regarding disciplinary actions,
which are required to be abide by each and every employee in organisation. Also, they
have set some penalties too, in order to have strict compliance with the regulations of
discipline.
 Performance related pay- the line manager of Posh Nosh limited also have a duty to
comply with the duties regarding to pay off the employees on the basis of their

performance in company. This is regarded as the motivational factor for employees as,
ratings from line managers enables them to work better so that they can earn more ratings
and pay accordingly (CHUANG and Liao, 2010).
1.4 Impact of legal and regulatory framework on HR management.
Employment legislation in an organisation deals with the laws and regulations that able
the HR management of the company to maintain smooth relationship between employees and
employers. It can include various issues like discrimination, legal working ages and safe working
conditions. There are some laws which has been made to maintain legal framework are:
 Equal pay act ,1970: this act has been formed for the reason to convey that there should
be no discrimination among men and women workers of company, regarding pay. Equal
pay and opportunities should be provided to both male and female workers in order to
achievement of goals and objectives. If female workers are motivated more in terms of
finance and other incentives, it will bring positive impact on business organisation of
Posh Nosh limited. The HR manager of cited company pay equally to their male and
female workers (Daley, 2012).
 National minimum wage act, 1998: this act is framed with a view point that there
should be a provision that every employee of company should get a minimum wage at
rate per hour. It encourages workers more in terms of its work so that profits and
efficiency of ultimate firm is increased.
 Employment rights act 1996: this act states that HR managers should take care of their
rights and also provides an work oriented environment so that employees feel like
working over firm happily which will increase the profitability of the company. It also
lays rules and regulations which says that the HR manager of the cited company should
completely ensures fair results in conducting recruitment , selection and training activities
(Fee, 2014).
TASK 2
2.1 Analysis of the reasons for human resource planning in an organisation
HR planning aims at fulfilling the objectives and goals of company and also of manpower
requirement. It helps the integration of human resources for the increased productivity of the

company. he human resource planning is considered to be as an important process in Posh Nosh
limited. The importance of human resource planning are as follows:
▪ Future man power needs: it means that it is an important function carried by HR
manager in company, as it enables the continuous smooth operation by ensuring
that people are available in the company in order to achievement of set objectives.
▪ Recruiting of talented personnel: another important function of HR planning is
recruitment and selection of talented personnel which can fill the vacant jobs in
the company (Gruman and Saks, 2011). It determines needs of human resources ,
assess the available HR inventory level and then, finally done with the
recruitment.
▪ Strategy: HR management improves the bottom level personnel of Posh Nosh
limited. Also, HR planning also enable the company to form effective strategies
which can lead them to the completion of their desired goals and objectives.
▪ Development of human resources: it is the key importance of human resource
planning in Posh Nosh limited as it manages to develop the human resources in
the company, at every level in firm. After that, it arranges proper development
and training program for the employees of cited company so that they can
become efficient and effective in aspect of their work profile in the company
(Harzing and Pinnington, 2010).
2.2 Stages involved in the process of Human Resources planning
As, human resources planning is important in every kind of organization. There is a
process of human resource planning in the cited company. The step by step process is as follow: Assessing the goals of organisation: the first step is to identify the goals and objectives
of the company. The HR manager firstly identify the desired goals of Posh Nosh limited
for which the organization has been formed. Assessment of human resources: it includes the assessment of human resources of
company on the basis of various factors which includes environmental, social and other
factors (Hendry, 2012). The company wants to analyse the strengths and weakness of
their employees so that HR manager further plan for gaining efficiency and effectiveness
in the company.

 Demand and supply forecasting: another step in the process of human resource planning
is to identify the demand and to execute proper supply of human resources in the
company. The manager of the cited company has to identify the demand of human
resources in their firm which are needed to accomplish the goals and objectives of the
company (Huselid and Becker, 2010). The demand of future personnel requirements can
be only fulfilled by the adequate supply of personnels in company by recruitment and
selection process. Matching demand and supply : this is the third step in the process of human resource
planning in the cited company. This includes the step taken by the HR manger to balance
an equilibrium between its demand and supply of personnels in the business organization.
It involves maintaining balance so that there can never be shortage of human resources
in the company.
 Action plan: it is the last step in the process of human resource planning which involves
to take action which is concerned with the surplus and shortages of human resources in
their firm. In this HR manager of company recruits and selects people for vacant post in
their company (Jabbour and et. al., 2013).
2.3 Recruitment and selection process
Recruitment is the process of hiring appropriate people for the appropriate job to
fulfilment of the goals and objectives of the company. On the other hand, selection is the process
of selecting appropriate people for the said job. The following is the comparison of recruitment
and selection process of Posh Nosh limited with Primark company:
Posh Nosh limited Primark
 It attempts to fill vacant post from
internal human resources, firstly. And
for the external recruitment, posh nosh
limited announces online vacancies for
the post of manager only.
 And, for other posts in the company,
the management advertises the post on
the job boards along with job
 In this online applications are called for
all the vacant posts including the post
of manager. Applicant is required to
pass online test before moving further
in process.
 Out of all candidates, successful
candidates are called for an interview
process .

description.
 Then the company shortlists the best
and appropriate applicants and they are
called for an interview with the HR
manager of the company.
 It is then required by the selected
candidates to give a test which
includes resolving challenges that
occurs in daily life and also those
problems which might be faced by
them during their duty (Jackson,
Schuler and Werner, 2011).
 Then , in the end, HR manager then
selects the best candidate and recruit
the best one for their said job.
 The selected applicants are now tested
according to their reasoning and
mathematical abilities and also uses
video clips that are shown to the
candidates and asked further to choose
correct answers.
 Further, they are called for the second
interview with HR manager and then
the best and appropriate one is hired
for the job.
2.4 Effectiveness of recruitment and selection process of both the companies
The above comparison has lead to the point that Primark has the better technique or
process of recruitment and selection in the company. It has been concluded that the Posh Nosh
does not call for vacant jobs other than managerial posts through online. On the pother hand
Primark as called for all the vacant jobs through online procedure, which ensures more
effectiveness in the company. In addition to this the manager of Posh Nosh limited will require
more time to shortlist the candidates as any one can apply for the post because preliminary online
test has not been conducted. Also, the manager of Primark will get efficiency in their recruitment
process. Also, their selection process is also more effective because it includes more effective
tools and strategies for selection (Jiang and et. al., 2012).
TASK 3
3.1 Relationship between motivational theory and reward
Motivation is generally the act of particular individual that drives through certain factors
like achievements, responsibility, competence, promotion, rewards, etc. Vroom Expectancy

Model of motivation suggested that an employee's performance is based on individual factors i.e
experiences, knowledge, skills, personality and his/her ability to perform.
Reward systems are implemented in organisations to motivate the workforce. Getting out
the best out of an employee is the main purpose of rewards. Rewards can be monetary and non-
monetary (Kehoe and Wright, 2013).
Monetary rewards Non-Monetary rewards
Bonus
Financial incentive
Promotion
Stock option, etc.
Appreciation and recognition
Relocation expenses
Holiday packages
Outsites, Picnics. etc.
Vroom suggested 3 beliefs which links motivation to rewards. That are -
 valence – refers to the perception of people with respect to the outcome(rewards). It is
the want of an employee for external and internal rewards.
 Expectancy – level of expectation deriving out of the performance of an employee in the
mind of an employee. He/she expects that this much of performance will lead to this
outcome(rewards).
 Instrumentality – employees perceives that they will actually get what they desire or
not. They believe that getting a good performance appraisal leads to good rewards.
Recommendations for Posh Nosh Limited
Since motivation is necessary to perform a particular task for an employee, it is the
responsibility of organization to place that motivation in the workforce. So in order to make
workforce of posh nosh limited self-motivated they needs to modify their reward system.
 They should introduce new incentive/bonus plans (Lengnick-Hall, Beck and Lengnick-
Hall,2011).
 They should have outings to give the workforce reset from the routine life.
 Should conduct team building exercises ,etc.
 Should set small measurable/achievable goals.

 Applaud results, recognize great work, etc.
 Should be making regular effort to remove personal biasses.
 Having fun with the work is the key to motivation.
3.2 Job evaluation process and other factors that determines pay in an organization
Job evaluation is the process in which the HR management of Posh Nosh limited
determines the value or worth of a job in comparison of other jobs presented in their
organization. The following is the process of job evaluation which is as follows:
 Job analysis : it is the first step in which there is a study of the jobs has been done in the
company. Through job analysis, detailed information regarding job has been evaluated by
HR manager along with the factors which are required to motivate the employees of their
organisation (Meredith Belbin, 2011).
 Compensable factors: the another step is to deciding what factor or factors are there
which places one job higher than another job in the hierarchical level. Not only these
factors are responsible to place jobs in the organization's hierarchy but also they serve to
inform the job incumbents of which contributions are rewarded.
 Developing the methodologies: the another step in the process of job evaluation is to
develop and adaption of the methods which can accurately and suitably evaluates the job
profile of each and every employee in the cited company. The methods are chosen
according to the factors applicable.
 Job structure: it is the fourth step in which jobs are compared in order to facilitate job
structure. It includes to choose and design decision makers , reaching and recording
decisions and also setting up the hierarchy level in company.
 Wage structure: the final step involves the pricing of the job post in the company.
Other factors determining pay are as follows:
▪ employee's qualifications related to job in he company (Ployhart and
Moliterno,2011).
▪ Internal equity.
▪ Market price of the respective job.

3.3 Effectiveness of reward system
Reward systems are the key element in the organization, through effective reward system
a firm can retain its key employees, enhance motivation, creates a brand image in the mind of
stakeholders and potential stakeholders about the organization. It is tough challenge for a HR
department of the firm to keep the employee on the job. So here reward system plays its role.
Every firm has its own kind of reward systems, since nature of business varies so does the
rewards (Purce, 2014).
Talking about POSH NOSH Limited, it has monetary and non- monetary rewards,
extrinsic and intrinsic rewards. They are
 Monetary & Non- Monetary Rewards
Monetary rewards are of financial nature. They are for the financial betterment of the employee.
These rewards can be in the form of pay increases, incentives, insurance, etc.
Non-monetary rewards are of non-financial nature. These rewards include customized company
goodies, providing training materials, providing laptops, etc.
 Extrinsic & Intrinsic Rewards
Extrinsic rewards are related to certain skills, behaviours, time, roles in an organization. Here
managers have to understand which employee will get full satisfaction from which reward. Pay,
promotion, games, tickets to theme parks, are all examples of extrinsic rewards.
Intrinsic rewards are related related to the place of work or kind of job employee has performed.
From These rewards a person feels internally satisfied after performing the job. So basically it is
enriching the job (Sparrow, Brewster and Chung, 2016).
Advantages
 Rewards are used to motivate employees in positive direction.
 Building superior-subordinate relationships.
 Employee are retained
3.4 methods to monitor employee performance
 Performance measurement is the biggest concern for the Posh Nosh as well as other
firms. To differentiate productive and non-productive employees monitoring the

performance of each and every employee is necessary. Below are the ways through which
posh nosh is able to measure the performance of his employees (Storey, 2014)).
 Carry out random checks
Random checks may include checking the records, moving at the workplace without scheduling.
If your employees are aware of this kind of policy-that will motivate him/her to perform his/her
task efficiently & effectively.
 One-to-one interviews
Asking every employee to come in the board room and present what they have encountered,
achieved, performed during a particular period will give the managers a great look at the
performance of particular employee.
 Quality of work
It is very much essential to measure the quality of work carried out because if it is not of the set
standards eventually firm will end up loosing his client and that's a big blunder for an employee,
so in order to make quality of work hierarchy levels are their in firms.
 Punctuality of work
Timely submission of work is a measurable attribute. Since a particular project has a deadline
and particular job needs to completed in that particular time zone.
TASK 4
4.1 Identification of the reasons of cessation in an organisation
Resignation is the concept which means to resign from a particular job in the company. It
can include many reasons, like being unhappy with the current job profile, not satisfied by the
pay scale provided (Vörösmarty and et. al., 2010). Also, if employee get better job opportunities
from any other place and also includes some personal reasons also. The HR manager of Posh
Nosh limited is assigned with a duty to identify the reasons and causes of resignation or
cessation of an employee. The reasons are as:
 Reducing Budget: if the profits of the company are down, small business enterprises are
not able to get funding from investors so because of it the company is not able to fulfil
the requirements of the staff of the company. Due to this, they started terminating its
employees for maximization of its budgets.

 Attendance: it means that frequent absenteeism and lateness can have a negative impact
on productivity , profits as well as on the company morale. Employers terminate its
employees of its company for their this kind of behaviour.
 Merger and buyout can be considered as another concept termed as a factor of
termination of employment.
 Poor performance is another factor which are considered as a factor of cessation in the
company (Wright and McMahan, 2011).
 Retrenchment is also considered as one of the factor from which employee can be get
terminated from the company.
4.2 Describe the employment exit procedures used by two organisations
Employment exit procedure is the term which involves the way in which employment in
the contract of employment is terminated in the business premises. It is the process which
involves the termination of an employee in an effective and professional manner. The
comparison of employment exit procedure of Posh Nosh limited with Primark has been laid
down as:
Posh Nosh limited Primark
 The first step involves to submit the
resignation letter to the supervisor of
the Posh Nosh limited.
 The second step involves discussion
regarding employment resignation
between employee and supervisor.
 After that, the supervisor of the cited
company will accept the resignation
letter by asking employee to serve the
notice period (Jabbour and et. al.,
2013).
 Employee would serve the notice
period in the company of 1 month,
along with this, he will transfer his
 The first step in the exit procedure in
primark company is submission of
resignation letter to HR manager of the
company.
 HR will discuss it to the employee and
identify the reasons of resignation.
Further more, HR will also discuss it
with the Manager of the company.
 After that, negotiation process will be
started for the working conditions and
also for the salary purpose.
 Then. HR will conduct an exit
interview of the employee who wishes
to exit from the company.

roles and responsibilities to other
individual.
 In the last step. Transfer of
responsibilities are done to another
person or new person hired in the place
of it.
4.3 The impact of the legal and regulatory framework on employment cessation arrangements
It has been evaluated that government of UK has been laid various regulations and
frameworks related to the employment in the company. It includes The Unfair Dismissal act,
which enable an organization to fully adhere the rules and regulations regarding hiring and
cessation of employees from any company (Boxall and Purcell, 2011). Also, it assures the
management of the company to ask to serve 30 days notice period. along with this, the act also
ensure that employer within the cited firm will not terminate its employees on the basis of unfair
means.
CONCLUSION
From this report it has been comprehended that human resource management is different
from personnel management. It is the traditional approach. This report has been framed in the
context of Posh nosh limited. The company believes that HR management is the important tool
for the company. In this report, recruitment and selection process has been discussed in this
report along with various exit procedures of employment.
REFERENCES
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