Human Resource Management: Evolution and Impact

This assignment explores the evolution of human resource management (HRM) from personnel management. It examines key changes in HRM practices, highlighting their influence on organizational performance and employee satisfaction. The analysis delves into various aspects of HRM, such as recruitment, training, compensation, and employee relations, considering both traditional and contemporary approaches.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Differences between personnel and human resource management.......................................1
1.2 Functions of HRM which contributes for organisational purposes......................................2
1.3 Roles and responsibilities of line manager in HRM.............................................................3
1.4 Impact of legal, regulatory frameworks on HRM.................................................................4
TASK 2............................................................................................................................................5
2.1 Reasons for HR planning and its importance........................................................................5
2.2 Stages which involves in planning and human resources requirements...............................6
2.3 Recruitment and selection process within Posh Nosh and another organisation..................6
2.4 Effectiveness of recruitment and selection process effectiveness.........................................7
TASK 3............................................................................................................................................1
3.1 Link between motivational theory and reward system.........................................................1
3.2 The key elements involved in the job evaluation process.....................................................1
3.3 The effectiveness of reward systems.....................................................................................2
3.4 Various methods used to moniter employee performance....................................................3
TASK 4............................................................................................................................................1
4.1 Reasons for employee ceasing..............................................................................................1
4.2 Below is employment exits procedures which can be used by two companies and how can
they differ from each other ........................................................................................................2
4.3 Impact of regulatory and legal framework on employee cessation arrangements................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is very important element in which the business recruit and
select appropriate member at workplace (Kern, 2014). It assists to bring skilled employees
towards the organisation to accomplish desire results and performances at workplace. Further, it
is also developing necessary skills and attitude among employees with ascertain training,
development, performances appraisal, etc. In this context, present report is based on Posh Nosh
Limited which demonstrate different types of products in London area. They are providing
different types of food products with effective supply chain within the whole market of UK.
Their catering services are more effective which assist to increase positive outcomes and
operations at workplace.
For gaining insight knowledge of the business, present report covers differences between
personnel management and human resource management. Furthermore, it includes functions of
HRM which contributes for accomplish organisation purposes. Moreover, reports assess HR
planning and their importance for enhance productivity of the company. In addition to this, role
of HR manager included in report which assist to create job evaluation process at workplace of
cited firm. At last, it determines regulatory and legal frameworks which can be impact on
employee cessation arrangement.
TASK 1
1.1 Differences between personnel and human resource management
HRM is frame as modern approach of personnel management. In order to accomplish
desire objectives, Posh Nosh using this element at workplace. They are focusses on corporate
with focusses on personal quality and policies which assist to gain high profits and revenue
within the business environment (Russell, Ferris and Sikora, 2016). It will assist to enhance
capabilities and performances of each employee at workplace so that they can give their
participation to enhance outcomes of the cited firm. Beside this, following are such differences in
PR and HRM:
Basis Personnel management Human resources' management
Concept Personnel management is the
concept in which company
As compare to this, human
resource management assume
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assume people as input for
accomplish desire outcomes
and performances at
workplace.
that people are very important
and valuable sources who
participate in business to
achieve desire results.
Components In personnel management
decisions are only made by top
management of the company.
Top management is only
person who frame rules and
regulation for business
activities (Mitchell, 2013).
However, in HRM decisions
are made through employee
participation, authority,
decentralization and
competitive environment of
the enterprise.
Focusses Personnel management
focusses on different elements
such as personnel
administration, employee
welfare and relations with
labour (Difference Between
Personnel Management And
Human Resource
Management, 2017).
On the other hand, human
resource focusses on
motivation, development and
maintenance of employee
within the enterprise.
As per the manager of Posh Nosh, human resource management is the best approach
because it determines effective results and outcomes at workplace. This is because, it taking part
of employee in decision-making so that ideas and opinion can be share within the chosen
business unit.
1.2 Functions of HRM which contributes for organisational purposes
HRM is management function which consist various elements such as hiring, motivating
and maintaining work of the businesses. It is also deals with different issues and problems such
as development, communication and training program of the company. Within the Posh Nosh
Limited, manager perform mainly three functions at workplace which are as follows:
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Managerial functions
Managerial functions includes planning of human resources, organising, directing and
controlling. In this aspect, manager of Posh Nosh recruit different types of people at workplace
to accomplish goals and objectives. After this, they are organised task and activities among
various member for integrated results. It will also helpful to establish relationship among various
member who perform functions and operations in effective way (Shaw, Park and Kim, 2013).
According to each person duty and responsibilities, manager also direct them so that they will
give their full support towards objectives and goals. At last, actual performances of employee are
measure and compare it with plans. If the company not achieve their goals and targets, they have
to control elements within the enterprise.
Operative functions
Operative functions are included such as recruitment and selection, job analysis and
design, performance appraisal and training development, etc. In the operative functions, manager
of the chosen organisation need to concentrate on enhancing skills and knowledge through
providing them proper training and development programs (Petrosoniak and Hicks, 2013). As
per the qualifications and interest areas, each person need to determine their job role at
workplace of Posh Nosh. This is because, behind job design main aim of the business is to
organise task, duty and responsibilities to each person so that they can achieve goals and
objectives at workplace.
Advisory functions
HRM is a crucial element which manages HR through giving them proper guidance. In
this aspect, two types of advice can be given at workplace such as advice to top management and
advice to department heads. In this aspect, personnel manager of Posh Nosh can advising top
management to formulate and evaluating programs and policies. In addition to this, they can also
advice to heads of different department such as job design, recruitment, selection and
performance appraisal, etc. (Sanders, Cogin and Bainbridge, 2013).
1.3 Roles and responsibilities of line manager in HRM
Within Posh Nosh, line manager perform various task and activities that assist to
demonstrate roles and responsibilities for accomplish desire results. In this way, they are
performing roles to enhance productivity that create positive impact on employees of the
company. They posses following roles and responsibilities to the organisation managers:
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Providing appraisal
In order to make successful operations, performance appraisal is very important element
which describes successful operations at workplace (Pētersone, Ketners and Krastiņš, 2013). In
this way, according to each person capabilities and performances, manager of Posh Nosh need to
appraise them. As results, they can achieve positive results and performances to ascertain goals
and objectives.
Managing operational cost
In addition to this, managing operational cost is also important element which describes
for reduce cost for day to day activities. It is crucial responsibilities of chosen business manager
for ascertain positive results and performances at workplace. As results, it assists to enhance
profits and revenue at workplace .
Providing technical expertise
Technical expertise skills development is also very important element at workplace
which describes to ascertain effective results and performance within the cited firm. It is
essential element to enhance workers participations towards effective goals and objectives.
1.4 Impact of legal, regulatory frameworks on HRM
There are certain rules and regulations which deals to frame ideas and smooth
functioning at workplace. It is the effective element which consist effective outcomes and
performances within manager and subordinate (Mone and London, 2014). In this context,
following are such laws and legal aspects which create impact on HRM of Posh Nosh:
Equal pay act 1970
This act is frame to provide equal benefits to each employee at workplace. To frame this
act is main aim is to eliminate discrimination from the workplace. As results, optimistic impact
can be create on employees of Posh Nosh.
National minimum wage rate act 1998
National minimum wage rate brings to provide minimum wages at workplace. According
to this act, Posh Nosh need to determine effective results and performances to provide minimum
wages as per hour basis. This can be affects to motivation level of customer at workplace of the
chosen enterprise.
Employment rights act 1996
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This act is frame to create effective recruitment and selection at workplace. In this aspect,
the chosen business need to concentrate on fundamental rights of each employee. In this way, the
chosen business need to concentrate on right things which encourage to employee at workplace.
TASK 2
2.1 Reasons for HR planning and its importance
HR planning is very important element which ensure proper outcomes to achieve goals
and objectives at workplace (Pētersone, Ketners and Krastiņš, 2013). It will assist to make better
place of work which generate positive results within Posh Nosh. There are various reasons to
conduct HR planning at workplace. They are as follows:
Strategy
HR planning assist to improve skills and knowledge of whole business that determines
capital which affects to success of the enterprise. Leaders are expertise to make HR strategic
practices which assist to take decision-making at workplace. It also assists to underline current
staffing assessment for ascertain future workforce which is based on need of Posh Nosh.
Compensation
HR compensation assist to develop realistic structure which assist to set wages for
company that creates competitive environment. In this way, same type of industry and
companies are competing sue to same skills of employee within the organisation. As results, it
will assist to maintain compensation cost for assess compensation cost at workplace (Sanders,
Cogin and Bainbridge, 2013).
Benefits
Benefits specialist assist to reduce cost of the company which make proper attention
towards hiring replacement of workers. In this aspect, it is very important to creates various
benefits for all employees of Posh Nosh which is possible with HR planning. As results, cost can
be reduce which is associate with hiring employee at workplace (Mayhew, 2017).
Safety
HR planning is also determines effective functions and operations to provides safe
working conditions at workplace. Hence, it is essential to provide effective working condition to
each employee and reduce injuries. In addition to this, workplace safety specialist also engage
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employees that promote awareness regarding handling safe equipments and outcomes in Posh
Nosh.
2.2 Stages which involves in planning and human resources requirements
Human resource planning is very important element which describes for recruit right
candidate within the organisation as per the right job. It is very important task for Posh Nosh to
demonstrate recruitment and selection at workplace. In this aspect, following are such steps
included within HRP of the chosen business:
Analysis business objectives
In order to create effective results within the organisation, Posh Nosh need to assess their
objectives with effective results and performances (Kerlinger, Burger and Temple, 2013). In this
way, planning is considering through development of business objectives and goals.
Inventory which require for present human resources
According to business objectives, the chosen business need to concentrate on their
resources which assist to grow operations in different areas. With the help of resources, they can
easily accomplish their results and performances at workplace.
Forecasting demand and supply
In respect to meet with demand and supply, Posh Nosh has responsibilities to assess
future requirements. In this aspect, they have to make results and performances for analysis
outcomes at workplace. As results, they can provide their resources in systematic way (Mone and
London, 2014).
2.3 Recruitment and selection process within Posh Nosh and another organisation
Posh Nosh and Tesco demonstrate their recruitment and selection process to get new
people at workplace. In this aspect, they both are requires following process at workplace:
Basis Posh Nosh procedures Tesco procedures
Post Posh Nosh is offering their job
to all types of people who are
skilful to do work.
Tesco is demonstrates work
for only managerial post.
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Workforce Vacant post of the organisation
is filling through internal
elements.
External workforce is using at
Tesco for filling workforce.
Process The chosen business is using
offline procedures to choose
right candidates at workplace.
This company is using online
and offline both type of
procedures.
Draft requirements Attracts candidates Selecting candidates
In respect to make effective
recruitment and selection
process, Posh Nosh determines
job description for recruit their
member.
In this aspect, the chosen
enterprise need to use various
resources. In this aspect,
internal and external
recruitment consider at
workplace (Hong, Liao and
Jiang, 2013.).
To select the candidates, Posh
Nosh is taking interviews, test
and many other elements at
workplace.
Posh Nosh need to
demonstrate their rules and
regulations for deliver
effective results.
To accomplish right
candidates, Posh Nosh need to
concentrate on different types
of placement activities which
attract many candidates.
Testing is another element
which is used by the company
to assess the knowledge level
at workplace.
2.4 Effectiveness of recruitment and selection process effectiveness
Posh nosh limited recruitment and selection techniques are quite immature, for making
the organization a potential competitor in the market they need to work on their human resource
planning process. For recruitment posh nosh use screening techniques and personal interview
which contribute in better candidate findings. They should incorporate the pre hire and new hire
orientation. The training part of posh nosh limited is adequate enough but they can broad the
scope by providing employee development training.
Evaluation of the effectiveness of the recruitment and selection techniques of TESCO
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Tesco has an effective recruitment and selection , Tesco handle application forms on the
internet on their own website using the people bank select system. Here any application form for
any position at Tesco can be found. To apply for a particular job candidate need to fill people
bank select online CV (Tate, M., Furtmueller, E. and Wilderom, C. P., 2013).
Some dis-advantages are also here that it can be possible that people may not have internet
connection so it will make difficult to advertise the job opening, other problem can be that some
people may face difficulty in using internet or may they don't even know that how to access it.
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TASK 3
3.1 Link between motivational theory and reward system
Motivation can be defined as a theoretical construct used to explain behaviour or is the
process through which an individual's behaviour can be easily influenced. Motivation are of two
types: financial and non-financial. On the contrary, reward is something which is received by the
employee during the period of his job. Whereas, when the company praises (or promote) the
employee for his good work it is known as non-financial motivation (Zhu and Verstraeten,
2013).
Maslow's hierarchy of needs theory or theory of human motivation coined the term
"metamotivation" to describe the motivation of people who go beyond the scope of the basic
needs and strive for constant betterment. On the contrary, Herzberg in his theory says that there
are 2 basic needs of individual that is hygiene factors also called environmental factors and
motivation factors.
Another theory of motivation is of McGregor's theory, under this there are two different
theories: TheoryX and TheoryY. According to theory X, employees on an average does not likes
his job and will usually avoid it, employers thats why suggest for Theory Y which in return leads
them to perform excellent job and also managers offer opportunities. Whereas, McClelland's
theory, states that we all have one dominant motivator that moves us forward, and this motivator
is based on our culture and life experiences. Managers may use both positive and negative
techniques to motivate and encourage employees to achieve the targets of a company.
To improve workforce motivation in Posh Nosh Limited there are some pragmatic
recommendations like by avoiding rejection and hassles, by money and career advancements, by
artistics accomplishments etc. (Mitchell, 2013)
3.2 The key elements involved in the job evaluation process

A job evaluation is a systematic way of determining the value or worth of a job in
relation to other jobs . It makes a systematic comparison between jobs to assess their relative
worth for the purpose of establishing a rational pay structure (Mone and London, 2014).
Here are some elements involved in the job evaluation process:
1) Evaluation: Evaluation is the first and the most important element involved in job evalution
process. A job evaluation scheme must be arrived upon and used as a standard.
2) Job Understanding: In the job design process ,job evaluators need to have deep insights. Thus,
they must have a methodical understanding of various tasks involved.
3) Assessment: The assessment has to be carried out in manner which is acceptable and by
competent people. Also, it is based on judgement and is not scientific but if used correctly it can
be used to make objective judgements.
4) Concern: Job evaluation must be always concerned with the job and not with the person. i.e.
job is evaluated and not that person (Haines and Sumner, 2013).
5) Definition: Jobs must be clearly defined such that thay are identifiable and easily
distinguishable. These jobs must then be part of the job description.
Pay can be defined as something paid for a purpose especially as a salary or wage.
Therefore, size of organisation, seniority, experience and skills, industry sector, organisation's
profitability, preformance of employees etc. are some other factors which determine pay.
3.3 The effectiveness of reward systems
A "rewards system" is structured and already planned approach to reward persons who act in a
desirable way. Company marketing departments usually facilitate customer rewards systems or
programs to motivate people to buy more and more.
To increase employee motivation in Posh Nosh Limited, employees bonus strategies are the
most effective way. Bonus strategies include quality, attendence, customer services, individual
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and group performance as well. Such bonus strategies not only encourage the employee to
perform job with excellence but also boost the morale of employees (Izvercian, Radu and
Ardelean, 2014).
Also, such kind of bonus scheme will help the Posh Nosh Limited to retain talented and
skilled employees in an organisation. As a result the organisation will have the best employees.
Rise in salary of employees is another and the most important reward system. It is considered as
a key motivational factor for an employee. Reward system like promotion is also adopted by the
company for their employees as a factor of motivation. Promotion can be defined as the transfer
of an employee to a job which pays more money or one that carries some preferred status.
Promotion stimulates self-development and creates interest in the job (Papargyropoulou, Lozano
and bin Ujang, 2014). Therefore good reward system will determine the performance of a worker
towards his organisation. Rewards can also consist of feelings from having performed well in
work. It can be said that rewards are very powerful motivators of performance of an employee in
Posh Nosh company.
3.4 Various methods used to moniter employee performance
The expected job activities of a worker and how well he is able to execute those activities are
referred to as employee performance. Mainly there are 5 most effective ways to moniter
employee performance in Posh Nosh Limited. These are:
1) By watching employees work is one of the most effective way to moniter employees
performance with our own eyes. Watching an employee working will help you moniter the
emplyees performance much better (Walsh and Darby, 2014). Therefore this is one of the best
way to know the employees performance in Posh Nosh Limited.
2)The second way to moniter the performance is to ask the employees to use self- monitering
tools to help you keep track of their actions. Employees can moniter whether they are meeting
goals or not.
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3) Third way to moniter the performance is to review work in process on a regular basis. That
means Posh Nosh Limited need to check employees work carefully. Hence company can kaap a
track of employees of what he actuallly do (Xuan Tran, Minh and Hinh, 2013).
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TASK 4
4.1 Reasons for employee ceasing
As the occurrence of problem here is regarding the the Posh Nosh.org, following are might be
the reasons for employee ceasing:-
 Rude Behaviour of Senior management can be a major cause because of which
employees are forced to leave the job. In the context of this we can include assigning
blame, back biting, playing favourite etc.
 Work life imbalance has an significant impact on employee quitting, because of
increasing economic pressure organization stretch the work hours of their employee
which will resulted as employee ceasing
 Feeling undervalued, Everyone wants to be recognized and rewarded for the work
which they did, if organization not cherished the employee effort it can be resulted as
employee quitting (Bartlett, de la Barra and Missair, 2016.).
 Employee misalignment, An organization should never hire people which have
irrelevant qualification it will create syncing problems with the culture and goals of an
organization
Following steps should be taken by an organization for reducing employees turnover:-
 Select the right people at the first place with the help of proper screening and training, an
on site interview should be done in a manner so that organization can figure it out that the
particular person is fit within the organization's culture
 Encourage employees through showing generosity and gratitude, recognition is one of the
most important aspect for the employee and they will feel motivated when their above
average efforts are recognized and rewarded (Wal, De Kraker and Ittersum, 2014).
 Compensation should be fair and relevant to employee designation, skills, adequacy &
acumen, Provide ample of opportunities to employee for their development and growth
and Provide employees a work place with proper communication and knowledge sharing
through on the job training, presentations, team assignments and other activities

4.2 Below is employment exits procedures which can be used by two companies and how can
they differ from each other
Termination of contract, Employees may terminate their contract by resigning or an employee
also terminate the contract by dismissing an employee. Termination of contract may be done
through short term employment, temporary contract, and contractor basis. Rules and regulation
may differ company to company. In reference with posh Nosh and Tesco it can be differ for
example posh nosh use short term employment whereas Tesco use temporary contract or
contractor basis.
Dismissal is refer to when the company end the contract of an employee, dismissal can be
various type fair, unfair, constructive & wrongful. Prior to dismissal company should follow the
procedure laid out in the ACAS code of practice which consist the step of letter, Meeting,
Verdict, Appeal. Here dismissal process use by posh nosh and Tesco can be differ as the step can
be change according to convenience of an organization (Mone and London, 2014).
Redundancy is when company dismiss the employee because they no longer need anyone to do
their job liquidation and administration is part of the redundancy which leads to end of the
company. The reason for getting an company redundant cannot be same always it will mostly
differ according to various factor like financial stability, economic growth, competitors moves
etc.
Resignation is a verbal and written statement of the employee exist from the organization, when
the employee action breached the fundamental terms of an organization forced resignation can be
come into place (Mone and London, 2014).
The process for termination of contract, dismissal, redundancy, resignation differ from company
to company as organization have their own individual policies.
4.3 Impact of regulatory and legal framework on employee cessation arrangements
The regulatory and legal framework have direct impact on employee cessation arrangements, as
the regulatory framework consists the important factors (The period of notice, Payment in lieu of
notice, Dismissal without notice, Redundancy, Employer's rights) and each and every factor has
significant impact on the employee cessation arrangements (Albino, Berardi and Dangelico,
2015).
In case of redundancy following steps should be taken to complaint with the law
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 An employee who has been continuously employed for at least 104 weeks is considered
to be dismissed by the reason of redundancy if the employer ceases to carry out work that
he/ she was hired to do, the kind of work that he/ she was hired to do has been reduced,
the employer’s business has been shut down, he/ she has suffered personal injury as a
result of an accident or developed a disease because of the nature of the job.
 A seasonal worker who has worked with an employer for not less than 90 days in each
season for two or more consecutive seasons may be dismissed by redundancy if the
employer fails to provide him with employment in any season
 If an employee is dismissed by redundancy, he/ she is entitled to a written statement
indicating how the redundancy payment has been calculated. An employee, who has been
laid off without pay for more than 120 days, may give notice in writing to his/ her
employer that he/ she chooses to be regarded as dismissed by reason of redundancy. The
effective date should be specified and should not be less than fourteen (14) days or more
than sixty (60) days after that date of the notice.
In case of dismissal following steps should be taken to complaint with the law
The employment contract may be ended without notice by either party during the first (90) days
of a period of probation. If an employer intends to end a contract based on the behaviour of an
employee, he must do so within four (4) weeks of becoming aware of the employee’s behaviour.
After that period the employer cannot terminate by reason of that behaviour without notice.
Employment contracts which are for a fixed duration may be ended without notice when the
contract period expires, If a fixed- term contract of employment continues for a further four (4)
weeks after the expiry date, then either party is •entitled to periods of notice as if the contract
was for an indefinite period.
CONCLUSION
From the above report, it can be concluded that personnel management and HRM is very
important element for each type of the enterprise. In this aspect, there are different legal, ethical
and other regulatory frameworks create impact on the business. Manager of the company are
demonstrated their roles to create effective results at workplace. Furthermore, it also summarized
about cessation of employee within the business organisation which create negative impact on
the business outcomes.
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