HR Management at Posh Nosh Restaurant

This assignment analyzes the multifaceted role of Human Resource Management (HRM) at Posh Nosh, a restaurant. It delves into HRM's responsibilities regarding recruitment, training, performance management, employee relations, compensation and benefits, and legal compliance. The analysis highlights key considerations for effective HRM practices within the unique context of the food service industry.

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Human Resource Management
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Human Resource Management
Table of Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................4
1.1 Distinguish between personal management and human resource management.....................................4
1.2 Assess the function of the human resource management in contributing to organisational purposes....4
1.3 evaluate the role and responsibilities of line managers in human resource management.......................5
1.4 analyse the impact of the legal and regulatory framework for human resource management................6
Task 2..........................................................................................................................................................7
2.1 Analyse the reasons for human resource planning in organisations.......................................................7
2.2 Outline the stages involved in planning human resource requirements.................................................8
2.3 Compare the recruitment and selection process in two organisations....................................................9
2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations..............10
Task 3........................................................................................................................................................11
3.1 Assess the link between Motivational theory and reward....................................................................11
3.2 evaluate the process of job evaluation and other factors determining pay...........................................12
3.3 assess the effectiveness of reward systems in different contexts..........................................................12
3.4 examine the methods organisations use to monitor employee performance........................................13
Task 4........................................................................................................................................................14
4.1 identify the reasons for cessation of employment with an organisation...............................................14
4.2 describe the employment exit procedures used by two organisations..................................................15
4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements. 16
Conclusion.................................................................................................................................................18
References.................................................................................................................................................19
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Introduction
Both personal and human resource management includes several aspects which separate them
from each other. Thus, these two types of approach can be used to operate activities of the
employees. Also, according to the case scenario, Posh Nosh limited had appointed an HR
manager who will select the more suitable approach for the organisation. Besides that, Posh
Nosh limited which provides fast food service in the London had appointed an HR manager.
Also, as Posh Nosh was an SME but in the wake of company's expansion plan, Carmela
Williams had decided that a dedicated HR manager is required (Anand and Kodali, 2008).
Moreover, various types of role and responsibility of HRM will be discussed in this report
through proper arguments and justification.
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Task 1
1.1 Distinguish between personal management and human resource management
According to the point of view of newly appointed HR manager, both personal and human
resource management influence the productivity of the organisation. In the case of personal
management, a manager only personally approaches an employee to meet a deadline of a task. In
addition, due to high ego and personality, the employees could refuse the proposal of the line
manager. On the other hand, the human resource management includes some effective strategy
and techniques which draw the attention of the employees such as reward strategy. In other
words, the human resource management can approach more effective with the help of reward
strategy to increase the productivity of the employees. Moreover, the newly appointed HR
manager strongly recommend that Posh Nosh limited should apply the human resource
management's approach for improved performance (Baines, Fill and Rosengren, 2010).
1.2 Assess the function of the human resource management in contributing to organisational
purposes
Various types of operational functions are performed and managed by human resource
management such as recruitment, training and development for organisational success and
accomplishment. According to the case scenario, Posh Nosh limited had appointed an HR
manager who will assess various functions of the Human resource management such as
recruitment, training and development. Along with that, Posh Nosh Limited provides fast food
service in the London had appointed an HR manager. Also, as Posh Nosh was an SME but in the
wake of company's expansion plan, Carmela Williams had decided that a dedicated HR manager
is required. Along with that, the recruitment process is one of the critical segment of the human
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resource management and the HR managers can only authorize to select the eligible candidate
through a selection process (Chopra and Meindl, 2016). In other sense, recruitment and selection
process is an effective function of the human resource management. Thus, a HR manager can
increase the performance of an organisation by recruiting well skilled and talented employees.
Besides that, the training process is another significant function of the human resource
management. According to the point of view of newly appointed HR manager, Posh Nosh
limited needs to provide effective training to the employees in order to improve the performance
of the employees. Also, only through the effective training session, an employee can learn
interactive skills, communication skills and how to behave in the workplace (Davidson and
Simonetto, 2005). On the other hand, the development plan is another important function of the
human resource management which increase the performance of employees and organisation.
1.3 evaluate the role and responsibilities of line managers in human resource management
The line manager of human resource management has different types of roles and responsibilities
for continuous growth of the organisation. According to case scenario, Posh Nosh Limited is a
fast food chain in the London had the line manager who has various types of roles and
responsibilities to perform. Also, as Posh Nosh was an SME but in the wake of company's
expansion plan, Carmela Williams had decided that a dedicated HR manager is required to train
the line manager. In the case of the fast food industry, the line manager has to perform according
to the direction of the management. According to the case scenario, Posh Nosh limited is a small
business enterprise which usually offers eat-in, catering service and takeaway to the customers of
the London. Besides that, the line manager has a duty to execute each and every segment of the
operational activities of Posh Nosh limited. Moreover, Posh Nosh limited has ten outlets which
offer tasty fast food service, and the line manager needs to record the cash flow statements. On
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the other hand, the supply chain management is mainly influenced by the performance of the line
manager. In addition, various types of roles of line managers are supervising other’s activity,
supplying technical skills, consideration working performance and dealing with customer’s
expectation. Moreover, employee engagement is one of the critical responsibility of a line
manager. Thus, without the contribution of line manager, Posh Nosh limited cannot meet its
desired goals and objectives because the line manger knew how to deal with unwanted errors
(Davidson and Simonetto, 2005).
1.4 analyse the impact of the legal and regulatory framework for human resource management
The human resource management is seriously affected by the legal and regulatory framework.
On the other hand, Posh Nosh limited is one of the growing fast food chains in the London.
According to the case scenario, Posh Nosh limited had appointed an HR manager who will select
the more suitable approach for the organisation. Also, Posh Nosh limited which provides fast
food service in the London had appointed an HR manager to analyse the impact of a legal and
regulatory framework (Furtwengler, 2010). Also, as Posh Nosh was an SME but in the wake of
company's expansion plan, Carmela Williams had decided that a dedicated HR manager is
required to analyse the impact of a legal and regulatory framework. According to the point of
view of newly appointed HR manager, the management and CEO of Posh Nosh limited should
focus on the legal and regulatory framework to expand the business in a legal way. On the other
hand, the governmental policies mainly influence the legal and regulatory framework. In
addition, Posh Nosh limited needs to follow this governmental legislation in order to expand the
business in a legal way. The human resource management is also affected by the legal and
regulatory framework issued by the government. In order to recruit the candidate, the HR
managers need to follow the legal and regulatory frameworks of the government. According to
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the Civil Rights Act of 1964, the HR managers of an organisation should give equal opportunity
to the candidates who applied for jobs without discrimination. In other words, with the help of
this Act, all qualified candidates have equal chance to get the job instead of religion, gender or
colour. Moreover, the human resource management bound to obey these types of legal issues in
the recruitment and selection process (King, 2009).
Task 2
2.1 Analyse the reasons for human resource planning in organisations
In order to run the business successfully, the human resource management is playing an essential
role. In addition, the relationship between employees and the management is effectively
measured by the human resource management (Milligan, 2012). Moreover, the HR managers
ensure the circumstance which might be occurred after taking any serious decision for getting
organisational goals should take a sufficient time for proceeding. On the other hand, the selection
and recruitment both are conducted by the skilled and qualified HR managers. In the process of
selection and recruitment, an organisation can select educated and skilled candidates as future
executives. Besides that, the HR managers only can select appropriate candidates for the
organisation because they have special skills and abilities to analyse the qualification of a
candidate through an interview process. Along with that, the human resource management
always focuses on the employee satisfaction because the employees are playing an essential
character in an organisation. Besides that, the newly appointed HR manager has a responsibility
to manage and control ten outlets of Posh Nosh limited which is a developing fast food chain of
the London. According to the case scenario, the CEO of Posh Nosh limited had hired a skilled
and experienced HR manager who has the responsibility to build a productive relation between
the employees and the management of Push Nosh limited. Moreover, the human resource
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management is a critical factor of Posh Nosh limited because only the HR manager can select
effective employees and give training to the Line managers. In the wake of company's expansion
plan, Carmela Williams had decided that a dedicated HR manager is required because she had
realised that employee training and development are also required as similar as sales and profit.
In addition, she also determined that the pressure of work has been increased and the
management wants new skills employees as much as possible (Torrington, Hall and Taylor,
2008).
2.2 Outline the stages involved in planning human resource requirements
There are various types of stages involved in the planning of the human resource management
requirements such as reward strategy implementation, employee motivation and strategic
operations control. First of all, the candidates who got selected by the HR managers requires
efficient and sufficient training for getting awarded about company’s reputation and popularity.
In order to connect the candidate with the structure of the organisation, the training programs are
playing an essential role (Webster, 2007). Besides that, with the help of the training session, an
employee can increase individual skills and abilities which can be used in task accomplishment
process. The second stage in employee coordination which only can be measured by the human
resource management of Posh Nosh limited. In this stage of human resource planning, the HR
managers can implement motivational strategies like the reward system. In other words, the
employee engagement is also influenced by the reward strategy. Therefore, the management of
Posh Nosh can increase the performance of the organisation by implementing appropriate
stratifies in human resource planning. Apart from that, in the third and final stage of the planning
process of human resource, the HR managers suggest promotions of the top rated employees
who gave continuous high-quality performance throughout the year to the CEO of the
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organisation. In other words, the newly appointed HR manager can suggest most suitable
employee names for promotion to Carmela Williams who is the CEO of Posh Nosh limited
(Wilson, 2003).
2.3 Compare the recruitment and selection process in two organisations
The recruitment and selection process of Posh Nosh Limited
The management of Posh Nosh limited and Carmela Williams (CEO) has included some special
requirement in the recruitment and selection process which also needed to be followed by the HR
managers. Apart from that, the recruitment and selection process of Posh Nosh limited includes
some general tests and context by which the ability of a candidate will be determined such as
interview, MCQ examination and HR conversation. In the first stage of the recruitment and
selection process of Posh Nosh limited, the candidates are asked about the sector of fast food
industry (Wilson, 2003). After that, the executives of Posh Nosh ask the various types of
customer service related questions to the candidates (Compton, Morrissey and Nankervis, 2009).
The candidates who cleared the first round have to face the CEO of Posh Nosh limited in a
second round of the recruitment process. In this section, Carmela Williams personally asks some
questions to the candidates and only a few people will get the chance to enter in the final stage of
the recruitment and selection process of Posh Nosh limited. In addition, the HR manager will
take the final test which is based on creative and competitive questions. In this process, the HR
manager will act as a dissatisfied customer and the candidate needs to satisfy him through
communicating with him. It’s the most critical and important part of the recruitment and
selection process of Posh Nosh limited.
Recruitment and selection process of Tesco
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Just like other international companies, Tesco also includes proper recruitment and selection
process. In addition, the parts of the recruitment process are Planning, Strategic development,
Searching, Screening, Evaluation and control. Each and every part of the requirement process
has individual significance. With the help of this types of a recruitment process, Tesco
successfully selects appropriate and qualified candidates. Moreover, the level of recruitment
process of Tesco is higher than Posh Nosh limited (Compton, Morrissey and Nankervis, 2009).
2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations
The CEO of Posh Nosh limited will take interview of the candidates who cleared the first round
of the recruitment process. In this section, Carmela Williams personally asks some questions to
the candidates and only a few people will get the chance to enter the final stage of the
recruitment and selection process of Posh Nosh limited. In addition, the HR manager will take
the final test which is based on creative and competitive questions. In the fast food industry, a
taste of food is equally important as customer service. With the help of effective HR interview,
the internal quality of communication skills, common sense and personality are expressed and
obtained(Shaikh, 2012). On the other side, the parts of the Tesco’s recruitment process are
Screening, Strategic development, Searching, Planning, Evaluation and control. Each and every
part of the requirement process has individual significance. With the help of this types of a
recruitment process, Tesco successfully selects appropriate and qualified candidates who have
the ability to get the job.
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Task 3
3.1 Assess the link between Motivational theory and reward
The motivational theory is the very effective technique to influence the employee performance.
With the help of various types of motivational theory, the management of Posh Nosh can
increase the productivity of their employees. Along with that, Abraham Maslow invented the
motivational theory, and through applying this theory, many organisations are getting their goals
and target. Besides that, the newly appointed HR manager needs to motivate the employees of
Posh Nosh limited in order to meet organisational goals. In addition, the HR manager needs to
aware the employees about the value of money because money is an essential factor of daily life.
With the help of proper motivational theory, the HR manager can draw the attention of the
employees towards hard work and encourage them to earn additional money as incentives. Along
with that, the incentives and bonus are parts of reward system which is one kind of motivational
theory. In other words, the management of Posh Nosh limited can boost the employee
performance by applying the reward system and bonus strategy (Lichtenberg, Lachmann and
Fosshage, 2008). In order to execute the strategy, the management of Posh Nosh limited needs to
allocate a specific target for each employee and an amount of people will get reward who able to
meet allocated or assigned targets.
Moreover, the Motivational theory and reward system are interlinked with each other which help
to increase the performance of the employees. In other words, with the help of reward system,
the management of Posh Nosh limited can motivate and encourage their employees to improve
productivity for the bright professional career (Wilson, 2003).
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3.2 evaluate the process of job evaluation and other factors determining pay
The job evolution process includes various types of process and level which are recognised by
the newly appointed HR manager. In other words, the HR manager has a responsibility to
evaluate and execute the process of the job by recognising the ability of the employees. On the
other hand, the job evaluation process includes some critical aspects such as employee’s ability,
deadline of job and task execution process. In addition, according to the case scenario, Posh
Nosh limited had appointed an HR manager who will select the more suitable candidate for the
organisation. Besides that, Posh Nosh Limited provides fast food service in the London. In
addition, as Posh Nosh was an SME but in the wake of company's expansion plan, Carmela
Williams had decided that a dedicated HR manager is required for proper job evaluation process
(Wilson, 2003). According to the point of view of newly appointed HR manager, in this process,
the newly appointed HR manager will assign tasks to the individual and observe their activity
and report to the higher authority. Besides that, in the job evolution process, the HR manager
needs to determine the ability of the individual to perform a job. Apart from that, Posh Nosh will
provide sufficient salary to every employee who is working in the organisation, but out of them,
some employees are giving their full effort in the job evolution process. In order to execute the
productivity, CEO of Posh Nosh limited had a skilled an HR manager who able to locate
dissatisfied employees for successfully revolute the job completing a process. Moreover, with the
help of HR manager’s observation, Posh Nosh can warn those marked employees who are not
giving full strength and effort to make successful job evaluation process(Lift, 2013).
3.3 assess the effectiveness of reward systems in different contexts
Along with that, the incentives and bonus are parts of reward system which is one kind of
motivational theory. In other words, the management of Posh Nosh limited can boost the
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employee performance by applying the reward system and bonus strategy. There are various
types of contexts available in Posh Nosh limited where the management can implement the
reward system. In order to execute the strategy, the management of Posh Nosh limited needs to
allocate a specific target for each employee and an amount of people will get reward who able to
meet allocated or assigned targets(Lift, 2013). In terms of customer service process which is a
huge platform of the reward strategy implementation process. In other words, Posh Nosh
provides catering service in the London which requires skilled waiter to serve food to the people.
The management of Posh Nosh can effectively increase the productivity of those employees by
implementing reward system in catering service. In other words, with the help of reward system,
the management of Posh Nosh limited can motivate and encourage their employees to improve
productivity for the bright professional career. Most of the organisations are applying the reward
strategy in order to improve the performance of their employees. Another important context is
customer service for implementing reward system in fast food stores of Posh Nosh, and at there
the employees must be polite in behaviour and give quality service to the customers which are
the critical part of the customer satisfaction.
3.4 examine the methods organisations use to monitor employee performance
In order to monitor the employee performance, Posh Nosh limited can apply various types of
methods such as observing employee's activity, conversation and help employees to use self-
monitoring tools and review the work progress (Machado, 2011). Each and every segment of
monitoring process of employee performance includes a specific significance. Besides that, the
HR manager needs to observe the activity of the employees personally to monitor the employee
performance. Besides that, this types of monitoring process include accurate and appropriate
outcomes of an employee performance monitoring process. On the other hand, the HR manager
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needs to communicate with the employees in order to conduct a successful employee
performance monitoring process. In other words, little amount of work related conflicts can be
resolved by a small interaction. Along with that, the management of Posh Nosh needs to apply
the self-monitoring tools which is used by an own employee. In other words, the employees
determine and review their performance with the help of the self-monitoring tool. In addition, the
HR manager of Posh Nosh limited needs to provide additional training in order to successfully
utilise self-monitoring tool to the employees. Along with that, reviewing activities of employees
is another significant method to monitor performance which should be used by Posh Nosh
limited (Machado, 2011).
Task 4
4.1 identify the reasons for cessation of employment with an organisation
Cessation of employment includes several aspects which influence the decision of an
organisation. The economic factor is one of the critical aspects of Cessation of employment and
the management of an organisation unable to provide sufficient amount of salary to their
employees. In order to reduce the employee turnover, the management of Posh Nosh can apply
the economic factor (Brown, 2010). Besides that, with high employee turnover, an organisation
unable to run successfully because an extreme amount of gross profit would go to employee's
salary account. So, in order to minimise the impact of high employee turnover, the management
of Posh Nosh needs to terminate old and inactive employees and recruit effective and skilled
employees through Human resource management. On the other hand, high currency value is
another way for Cessation of employment because due to the high exchange rate, the
management can declare themselves as bankrupt. In that types of condition, the management can
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offer the voluntary retirement plan to those inactive people who decrease the profit rate of Posh
Nosh limited.
4.2 describe the employment exit procedures used by two organisations
The employment exit procedure of Posh Nosh Limited
The management of Posh Nosh limited utilised few steps to terminate employees. The process of
employee exit in Posh Nosh Limited is listed below:
 Identify the cause of termination
 Verity the cause of termination
 Consult with CEO
 Ask targeted employee for justification
 Carmela Williams (CEO) will take final decision
In the case of criminal offence, employees cannot get termination letter, but in normal cases,
Nosh Posh provides a termination letter to terminated employees. With the help of leave
certificate, an employee can show good corporate background and get another job very easily
(Brown, 2010).
The employment exit procedure of Tesco includes some clause such as followed:
 Determine processes used in cessation of employment
 Analyse errors used in cessation of employment
 Identify cause for termination
 Manager’s action
 Mention conditions under which termination was offered
 Record the employee’s reaction and final result
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The above-mentioned segments are critically used by Tesco which is the most reliable process of
employee exit. Each and every employee had an appointment letter which includes several terms
and conditions, and an employee needs to sign the letter before joining. Tesco effectively uses
that letter in employee exit process. Tesco issued a termination certificate to every terminated
employee mentioning his/her previous behaviour which acts as transfer certificate.
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements
The legal and regulatory framework is critically affecting the employment cessation
arrangements. Besides that, governmental laws and legislations also influence the impact of a
legal and regulatory framework on employment cessation arrangements(Orrick, 2008).
According to the point of view of newly appointed HR manager, the management and CEO of
Posh Nosh limited should focus on the legal and regulatory framework in a cessation of
employment. On the other hand, the governmental policies mainly influence the legal and
regulatory framework. Also, Posh Nosh limited needs to follow this national legislation in the
cessation of employment through a legal way. The human resource management is also affected
by the legal and regulatory framework issued by the government. To exit the candidate, the HR
managers need to follow the legal and regulatory frameworks of the government for a successful
cessation of employment. Moreover, the HR manager strongly recommends that the management
of Nosh Posh should provide enough money as compensation to those terminated employees in
order to avoid any legal hazards. In the case of criminal activity, the management of Posh Nosh
is authorised to terminate the employee without any notice immediately(Orrick, 2008). In that
types of condition, there will be no effect of legal and regulatory framework appeared on
employment cessation arrangement. Moreover, the management of Posh Nosh can use the
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employee signed offer letter which includes different terms and conditions for termination as
strong evidence to minimise the impact of legal and regulatory framework appeared on
employment cessation arrangement.
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Conclusion
Various types of aspects of role and responsibilities of HRM of Posh Nosh are discussed in this
report. The management of Posh Nosh needs to consult with newly appointed HR manager
before making any decision in the organization.
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Orrick, W. (2008). Recruitment, retention, and turnover of police personnel. 1st ed. Springfield,
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