Understanding Human Error and Sustainable Entrepreneurship

The assignment content consists of academic articles and books on various topics such as knowledge management, innovation, human error, labor relations, high-performance work systems, sustainable supply chain management, ecopreneurship, digital HRM, organizational culture, job satisfaction, and hotel employee performance. The articles are from different journals and books, published between 2013 to 2016.

HUMAN RESOURCE
MANAGEMENT

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Table of Contents
INTRODUCTION........................................................................................................... 4
1.1 Difference between personnel management and human resource
management........................................................................................................... 4
1.2 Function of HRM which contributing for purpose of the organization................5
1.4 Analyze the impact of legal and regulatory framework.....................................7
TASK 2........................................................................................................................ 7
2.1 Reasons for HR planning in organization ..........................................................7
2.2 Stages involves in planning human resource requirements..............................8
2.3 Comparing recruitment and selection process within Posh Nosh and Sainsbury
................................................................................................................................ 9
2.4 Evaluate the effectiveness of recruitment and selection techniques of both
firms........................................................................................................................ 9
3.1 Link between motivational theory and reward................................................10
3.2 Process of job evaluation and other factors.....................................................10
3.3 Effectiveness of reward systems in different contexts....................................11
3.4 Methods which are used to monitor employee performance ..........................12
4.1 Cession for employee turnover........................................................................12
4.2 Procedure for exit interview in Posh Nosh and Sainsbury................................13
4.3 How regulatory and legal framework can impact on company .......................14
REFERENCES............................................................................................................. 15
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INTRODUCTION
In the current era of globalization, it is essential for each and every organization to carry
out effective workforce planning in terms of hiring skilled and talented candidates within job.
HR manager of firm aims to carry out effective recruitment and selection process so that they can
recruit potential candidates for specific post (Kor and Mesko, 2013). Management also carries
out effective techniques such as telephone interviewing and in person interview so that capable
candidates could be hired. Present report discusses the difference between personnel
management and human resource management within Posh Nosh Limited. Further, comparison
is done between Posh Nosh and public sector company i.e. Sainsbury in relation to carry out
effective recruitment and selection process.
TASK 1
LO1- Understand the difference between personnel management and human resource
management
1.1 Difference between personnel management and human resource management
Human resource management is the new concept of personnel management. It is
describes various new things within Posh Nosh that are not previously taken. Thus, plan is to be
made for developing positive outcomes (Tong, Tak and Wong, 2015). Following difference can
be taken at workplace in term of personnel and human resource management:
Basis Personnel management Human resource
management
Approach Personnel management is the
traditional approach through
organization can manage
people at workplace
(Zopiatis, Constanti and
Theocharous, 2014).
As compare to personnel
management, HRM is the
traditional approach which
determines for managing
people and their strength at
workplace.
Focus Personnel management
focuses on employee welfare
and their relations.
On the other hand, HRM
enhance capabilities, skills,
and encourages to workers for
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achieve goals of the Posh
Nosh.
Functions In this aspect, personnel
management undertakes
functions through the
company can satisfy their
workers in effective manner.
However, HRM assume
assumes important and
valuable resources which are
assisting to make profitability
and positive results within the
cited firm (Doherty, Haugh and
Lyon, 2014).
Decisions made In personnel management
decisions are made by top
management in which rules
and regulations are taken at
workplace for developing
profitability within the
company.
Beside this, HRM of Posh
Nosh is taken from employee
participation, authority and
competitive environment, etc.
Thus, decisions are made by
collective bargaining within
the business environment.
1.2 Function of HRM which contributing for purpose of the organization
There are different types of functions which assist to make positive results within Posh
Nosh. In this way, HRM determines roles and responsibilities through business can achieve goals
and objectives (Naff, Riccucci and Freyss, 2013). The cited firm has following functions which
contributing for achieve objectives and goals:
Recruitment
Recruitment of candidates is very important function which determines for prospective
outcomes at workplace. In this aspect, Posh Nosh recruit many people at workplace who are
participated for doing job at workplace.
Selection
Selection is also very important element which use for taking right candidate at
workplace. In this aspect, the chosen firm select only those people who are able to do task and
proper work within the business environment (Pagell and Shevchenko, 2014).
Training and development
This function of HRM assist to Posh Nosh for enhance skills and knowledge to perform
operations of the enterprise. In this aspect, training and development programs organised for
existing and new candidates. In this aspect, higher level responsibilities are given by manager to
candidates by the help of training and development.
Compensation and benefits
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Compensation and benefits determines very important element for each enterprise which
assist to gain proper functions and operations (Aguinis and Bradley, 2014). In this aspect, the
chosen organisation provides wage administration, salary, incentives programs, etc.
This is totally wrong. You have to write about human resources functions. Only 3 of
them ( RECRUITMENT, TRAINING AND DEVELOPMENT and
COMPENSATION AND BENEFITS)
1.3 Roles and responsibilities of line manager in human resource management
Line manager of the business has various roles and responsibilities, though they can give
their participation towards goals and objectives of the business. In this way, desires goals and
targets can be taken at workplace which increases productivity and management of positive
results. Line managers are perform different functions through they can fully support to whole
business through different activities and actions (Zopiatis, Constanti and Theocharous, 2014).
There are such roles and responsibilities are explained which determine through line manager:
 Performance appraisal:
First thing which need to be taken by manager of Posh Nosh is developing performance
appraisal. HRM determines enhancement in employee performance and wages as well. Thus,
living standard can also increase through different activities and results.
 Management of operation cost
In order to manage business results, it is important to develop operation cost. In this way,
the chosen organisation assists to make targets and results. In this aspect, manager determine
budget for each activity and action (Doherty, Haugh and Lyon, 2014). Hence, cost can be
reduced which make high profits for developing results.
 Technical expertise:
With the help of technical expertise, the chosen business can easily enhance their
outcomes and positive results. In this way, Posh Nosh can easily take advantages from
development of the business operations.
 Employee engagement:
When employees are engaged in different activities, opinion and ideas can be made at
workplace. Thus, organization can easily develop solution from different problems and results.
Hence, Posh Nosh can easily assist to increase profitability (Naff, Riccucci and Freyss, 2013).
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 Discipline of employee:
Through employee discipline, the organization can take advantages for developing
positive results. In this aspect, Posh Nosh can easily get employee involvement at workplace
through different activities and actions.
1.4 Analyze the impact of legal and regulatory framework
There are different types of act take place which need to be follows by Posh Nosh for
development of the company. It can create impact on the business performance in effective
manner. They are as follows:
 Equal pay act 1970: This act is passed by UK parliament for providing equal payment to
all employees. Hence, Posh Nosh needs to offer same payment wages to all employees so
that they can take participation for attain goals and objectives of the company (Doherty,
Haugh and Lyon, 2014).
 Employment right act 1996: In UK employment rights are providing through protect
them from exploitation. Hence, they can ascertain results from different activities and
action at workplace. For developing positive results, it is important for offer same rights
and effective authority at workplace.
 Race relation act 1974: This act is formulated to eliminate discrimination from the cited
firm on the basis of colour, nationality. In this aspect, Posh Nosh can easily develop
positive results from different activities and action through taking participation of
workers at workplace (Zopiatis, Constanti and Theocharous, 2014).
TASK 2
LO2- Understand how to recruit employees
2.1 Reasons for HR planning in organization
Human resource planning is considered as one of the most effective tool and thus it helps firm to
analyze the future needs of manpower in order to accomplish objectives. Posh Nosh Limited aims to
forecast its needs of HR planning and thus assess several reasons for carrying out effective HR planning
within firm which are as follows-
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 Forecasting future manpower needs- It is one of the effective function that needs to be
executed by HR manager of Posh Nosh and helps them to identify the future requirements of
employees so that set targets can be attained (Aguinis and Bradley, 2014).
 Hiring skilled workers- After identifying the needs of human resources, HR of cited firm carries
out effective recruitment and selection process so that skilled professionals could be hired in
order to fill the vacant position (Karatepe, 2013).
 Developing tactics- Posh Nosh management aims to develop effective strategy in relation to
improve the personnel working within firm. Thus, it can be attained through carrying out
effective HR planning and enable businesses to accomplish desired goals (Fossum, 2014).
 Training of workforce- At the end, it is another significant reason for carrying out HR planning
that they need to train the workforce which results in improving their skills and abilities so that
company could be able to raise their efficiency in order to meet set standards (Strohmeier,
2014).
2.2 Stages involves in planning human resource requirements
Following are the stages involved in planning HR requirements within Posh Nosh Limited such
as-
 Identifying business objectives- It is the first and foremost step which helps in assessing that
Posh Nosh is required to identify its objectives in order to achieve the set standards. Thus, HR
manager of firm is required to evaluate the goals of firm and then aim to achieve the same
(Bergstrom and Randall, 2016).
 Assessing human resource needs- Here cited organization aims to identify the needs of human
resources within firm and then fulfil the same so that organizational goals can be attained. HR
manager of firm needs to assess the needs of workforce so that they could be satisfied in terms of
improving the efficiency of workers towards business goals (Pagell and Shevchenko, 2014).
 Forecasting demand and supply- In this step of planning HR requirements aims to identify the
demand and supply of human resources so that growth can be attained. HR manager of Posh
Nosh aims to forecast the demand and supply of workforce in an efficiency manner and thus fulfil
the same through carrying out effective recruitment and selection process and achieve targets
(Kor and Mesko, 2013).
 Matching the demand and supply- In such step, HR manager needs to match the demand and
supply of workforce so that it could not be surplus and shortage and thus maintain balance within
firm.
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 Action plan- It is the last step in which HR planning requires involving appropriate action plan
so that desired measures to be taken in order to maintain equilibrium position of workers and fill
the vacant post within Posh Nosh (Aguinis and Bradley, 2014).
2.3 Comparing recruitment and selection process within Posh Nosh and Sainsbury
Following is the comparison within recruitment and selection process of Posh Nosh and
Sainsbury which is a public company-
Posh Nosh limited Sainsbury
 Posh Nosh aims to fill the vacant post
through internal recruitment i.e. job
rotation, transfer etc (Karatepe, 2013).
 Further, if they are not satisfied with
the workforce then they aim to
advertise in newspapers and then select
employees for the vacant post.
 After that, firm shortlists the candidates
from the received applicants and selects
on the basis of interview rounds
(Strohmeier, 2014).
 Later, top management interviews the
candidates and based on their efficiency
they are promoted or transferred to
vacant post.
 In the last step, HR manager of Posh
Nosh hires suitable candidates and
fulfil the job requirements
(Pagell and Shevchenko, 2014).
 HR manager of Sainsbury adopts online
application in order to select candidates
on the vacant post.
 In the next step, scrutinizing the
candidates based on their skills and
capabilities helps firm to hire suitable
candidates for the post (Fossum, 2014).
 Thus, selected candidates are called by
the HR team for interview rounds.
 They need to undergo several written,
mental ability, aptitude and physical
test to obtain the vacant post
(Bergstrom and Randall, 2016).
 At the end, the candidates who clear
such rounds will be called for final
interview taken by the top management
and if cleared, provided offer letter and
date of joining.
2.4 Evaluate the effectiveness of recruitment and selection techniques of both firms
It can be assessed that effectiveness of recruitment and selection techniques are efficient and thus
Posh Nosh and Sainsbury needs to adopt effective methods. It can be stated Posh Nosh Limited aims to
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adopt effective recruitment and selection techniques such as in-person interviews from internally within
the company and does not call for candidates outside the firm. Therefore, it helps in recruiting such
personnel for managerial posts and thus recruits skilled candidates for the post (Aguinis and Bradley,
2014).
As compared to this, Sainsbury which is a public company undertakes telephone interviewing and
recruit candidates from outside the firm. Also, they advertise the job on different online job websites in
regard to hire skilled workers.
Thus, through this HR manager of Sainsbury aims to undertake effective recruitment and selection
process and hire skilled candidates from outside market. Hence, it is considered as more effective
recruitment and selection process in order to fill the vacant post within Sainsbury.
TASK 3
LO3- Understand how to reward employees in order to motivate and retain them
3.1 Link between motivational theory and reward
Reward system and motivation theory has effective link through organization can achieve their
targets and obtain positive results. Posh Nosh is not easily attaining their competitive advantages so that it
is crucial aspect for them. The cited firms need to recruit more people who possess effective skill for
development of the enterprise (Doherty, Haugh and Lyon, 2014). In this aspect, manager need to follows
Maslow's theory through they can satisfy different types of needs employee in effective manner.
Thus reward system is effective so that employee can easily encourage towards company and
participating for attain targets. In addition to this, they are also performs very well so that different types
of reward can be given by chosen company.
Beside this, Posh Nosh also needs to motivate their employee through monetary and non-
monetary benefits. In this aspect, clear communication regarding employee motivation and reward system
can be including within the business environment. The company can also provide a responsibility which
determines overall production system at workplace for development of effective results and operations. In
this way, appreciation and recognition require by company which encourages to workers for development
of the business outcomes.
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3.2 Process of job evaluation and other factors
In order to carry job evaluation, there are various aspects which need to be carry by HR manager
so that business plan can be taken. They have requires skills and knowledge for carry particular activity in
Posh Nosh. Hence, plan can be made according to attributes and factors.
In this way, job evaluation can be taken that describes for development of the organization and
overall production within the business environment. Beside this, HR manager requires for focusing on
payment of workers which undertake for enhance market share of the enterprise. Hence, managers need to
be follow pay act so that they can eliminate exploitation at workplace (Tong, Tak and Wong, 2015).
Further, cost living and legislation which made by government determines main elements
which need to be focus by the company for achieve overall production and system within the
business environment. High demand of product can assist to Posh Nosh for increasing their
revenue and profits from different activities and overall production in systematic way.
Thus, they are able to determine skills and knowledge which assist to develop overall
production system. It considers overall payment system which needed for enhance participation
of employee for enhance supply of company products and services (Wei, 2014). As resultants,
business can easily develop revenue from different activities and functions.
3.3 Effectiveness of reward systems in different contexts
Reward system encourages to employee to giving their potential participation for achieve
goals and objectives of the company. Thus, Posh Nosh need to describe it at workplace fort getting
overall participation of employee at workplace. In this way, Maslow's theory can be taken by manager for
ascertain profitability and overall production system at workplace. This is because, different employee
possess distinctive need so that it completing from different activities and overcoming business issues.
On the basis of employee performances, the cited firm need to give them proper attention so
that they are encourages towards business development and operations (Naff, Riccucci and Freyss,
2013). They are motivated from different activities and performances which emphasized through reward
system within the enterprise.
In the chosen organisation, both types of reward system can be applied such as monetary
and non-monetary. Hence, effectiveness can be take place in crucial aspect which ascertain
overall production and outcomes at workplace. In this way, financial reward can be implemented
through bonus, incentives and many other aspects. It assists to increase living standard of the
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enterprise and their employee (Barrow, 2014). Thus, Posh Nosh can maintain sustainability of
workers in effective manner. In addition to this, non financial award can also implement at
workplace through recognition, achievement and positive motivation at workplace.
3.4 Methods which are used to monitor employee performance
Employee performances are requires monitoring for enhance profitability and positive
results of the company (Schaper, 2016). In this way, following methods can be used by the
business for enhance outcomes at workplace:
 Annual performance
With the help of trading and profit loss account, the company can easily deliver effective
performances and profits. In this way, Posh Nosh requires monitoring and reviewing on each
activity throughout the year. Thus, they can develop profits and positive results in systematic
manner. It also helpful to maintain satisfaction level of employee and other stakeholder of the
company is systematic manner. Thus, production level can be enhancing at workplace (Alegre,
Sengupta and Lapiedra, 2013).
 Feedback
It is other way which describes for monitoring performance of the enterprise. In this
aspect, Posh Nosh needs to get feedback from customer through market survey. Hence, they can
ascertain profitability at workplace. In addition to this, it is also helpful to deliver profits and
effective results that can maintain overall growth and operations of the chosen firm (Jensen,
Patel and Messersmith, 2013).
 Setting up targets
In this way, the chosen firm has opportunity to monitor employee participation at workplace in
business objectives and goals. Hence, Posh Nosh can set targets and objectives accordingly. For instance,
the chosen business set their goals quarterly then they are frame resource and strategies accordingly for
attain overall production and systematic review at workplace.
TASK 4
LO4- Know the mechanisms for the cessation of employment
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4.1 Cession for employee turnover
Employees are important element of every enterprise who serve participation to achieve
overall growth and objectives of the company (Vale, 2013). In Posh Nosh many reasons are take
place due to employee want to leave the company. It creates negative impact on company growth
and overall production. Reasons are as follows:
 Performance of the employee: Employees are possess different quality and perception
so that it is important to monitor each activity and action. In this context, employees of
Posh Nosh are undertaking various things which make conflicts among them and create
cessation.
 Behaviour of manager: In this aspect, manager of the company has not good behaviour
with their employee so that it creates negative impact on the organisation. In this aspect,
manager needs to demonstrate effective behaviour with customer (Doherty, Haugh and
Lyon, 2014).
 Attitude and perception: Attitude and perception of employees are different from each
other so that it create negative impact on the company operations. Hence, employee leave
offices which can be generate problems.
4.2 Procedure for exit interview in Posh Nosh and Sainsbury
In Posh Nosh there are various aspects due to turnover take place. In this way, the
company take effective procedure for development of employee at workplace. They are taking
exit interview from candidate to ascertain their view towards the business performances. In this
aspect, they are also develops profitability which assist to manage at workplace. In exit
procedure, manager of the chosen company ask questions and fill resignation letter (Dekker,
2014).
They have also ascertained profits through feedback and views from employee
regarding business operations. Sample letter can be obtained to HR so that they can determine
their opinion towards working condition of the company.
Beside this, in Sainsbury fair and specific information take place which demonstrate for
enhance participation of employee. In this way, firm need to ascertain step by step procedure
through they can maintain sustainability of the workers within the business. In addition to this,
they are also using policies which maintain for taking views and opinion of different employee
who can take part for maintain operations and outcomes (Patel, Messersmith and Lepak, 2013).
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With the help of policies, Sainsbury can regulate rules and regulation that assist to manage work
within the business. Hence, they can ascertain results in effective manner. Hence, both
organisations use exist procedure according to their feasibility at workplace.
4.3 How regulatory and legal framework can impact on company
In order to make positive results, there are various legal framework take place which
create impact on the company performance (Zopiatis, Constanti and Theocharous, 2014). In this
aspect, when Posh Nosh is following equal pay act, they can provide proper payment to all
employee which maintain sustainability at workplace. In this way, positive impact can be made
by company on their employee so that they are loyal towards company operations and outcomes.
In addition to this, race relation act protect to all employee from exploitation and enhance their
participation for achieve organizational goals and targets. This is because, it assist to eliminate
discrimination on the basis of color, nationality and gender. Hence, every employee can
participate to the organizational goals and objectives (Pagell and Shevchenko, 2014).
CONCLUSION
From the report it can be concluded that Posh Nosh has various advantages through they
can employee sustainability maintain. In this aspect, the firm needs to follow legal rules and
regulations through they can protect employee at workplace. In this way, various employees are
participating to achieve goals and objectives in effective manner. Furthermore, it also determines
responsibility of line manager who can perform different activities and goals through such
activity and action at workplace.
Moreover, it has been concluded that legal and regulatory framework generate positive
impact on the company operations that describes for attain profitability at workplace. At last, it
summarize about exit procedure of employee within Sainsbury and Posh Nosh.
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REFERENCES
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Aguinis, H. and Bradley, K. J., 2014. Best practice recommendations for designing and
implementing experimental vignette methodology studies. Organizational Research
Methods. 17(4). pp.351-371.
Alegre, J., Sengupta, K. and Lapiedra, R., 2013. Knowledge management and innovation
performance in a high-tech SMEs industry. International Small Business Journal. 31(4).
pp.454-470.
Barrow, C. J., 2014. Developing the environment: Problems & management. Routledge.
Bergstrom, J. C. and Randall, A., 2016. Resource economics: an economic approach to natural
resource and environmental policy. Edward Elgar Publishing.
Dekker, S., 2014. The field guide to understanding'human error'. Ashgate Publishing, Ltd..
Doherty, B., Haugh, H. and Lyon, F., 2014. Social enterprises as hybrid organizations: A review
and research agenda. International Journal of Management Reviews. 16(4). pp.417-436.
Fossum, J. A., 2014. Labor relations. Mcgraw Hill Higher Educat.
Jensen, J. M., Patel, P. C. and Messersmith, J. G., 2013. High-performance work systems and
job control: Consequences for anxiety, role overload, and turnover intentions. Journal of
Management. 39(6). pp.1699-1724.
Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management. 32.
pp.132-140.
Kor, Y. Y. and Mesko, A., 2013. Dynamic managerial capabilities: Configuration and
orchestration of top executives' capabilities and the firm's dominant logic. Strategic
Management Journal. 34(2). pp.233-244.
Naff, K. C., Riccucci, N. M. and Freyss, S. F., 2013. Personnel management in government:
Politics and process. CRC Press.
Pagell, M. and Shevchenko, A., 2014. Why research in sustainable supply chain management
should have no future. Journal of supply chain management. 50(1). pp.44-55.
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Patel, P. C., Messersmith, J. G. and Lepak, D. P., 2013. Walking the tightrope: An assessment
of the relationship between high-performance work systems and organizational
ambidexterity. Academy of Management Journal. 56(5). pp.1420-1442.
Schaper, M. ed., 2016. Making ecopreneurs: developing sustainable entrepreneurship. CRC
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the HR profession. Employee Relations. 36(4).
Tong, C., Tak, W. I. W. and Wong, A., 2015. The Impact of knowledge sharing on the
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Vale, T. ed., 2013. Fire, native peoples, and the natural landscape. Island Press.
Wei, C., 2014. Management of Human Resource Information Using Streaming Model.
Advanced Science and Technology Letters. 45. pp.75-80.
Zopiatis, A., Constanti, P. and Theocharous, A.L., 2014. Job involvement, commitment,
satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism
Management. 41. pp.129-140.
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