HR Management and Lean Manufacturing in Brazil

This assignment explores the relationship between human resource management (HRM), lean manufacturing practices, and environmental management in the context of Brazilian automotive companies. The focus is on understanding how HRM strategies influence organizational performance and operational efficiency within the automotive sector, considering the impact of lean manufacturing principles and environmental concerns.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between human resource management and the personnel management........3
1.2 Function of human resource management........................................................................4
1.3 Roles and responsibilities of line managers in HRM.......................................................5
1.4 Impact of legal and regulatory framework on the HRM..................................................5
TASK 2............................................................................................................................................6
2.1 Reasons for human resource planning in organisations and importance to organisation.6
2.2 Process of Human Resource Planning.............................................................................7
2.3 Recruitment and selection process in Posh-Nosh company and in Tesco company........8
2.4 Effectiveness of recruitment and selection in Posh-Nosh and the Tesco company........8
TASK 3............................................................................................................................................9
3.1 The link between motivational theory and reward...........................................................9
3.2 Evaluate the process of job evaluation and other factors determining pay....................10
3.3 The effectiveness of reward systems in different contexts.............................................10
3.4 The methods organisation using to monitor employee performance.............................11
TASK 4..........................................................................................................................................11
4.1 Reasons for cessation of employees..............................................................................11
4.2 Exit procedure of Tesco and Posh-Nosh companies......................................................12
4.3 Impact of regulatory and legal framework on employment cessation...........................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an operation activities in organisation which is designed
to maximise the employee performance in order to accomplish with goals and targets. Human
resource management mainly focus on the employees with in the organisations and also on
policies and systems. In modern era, the scope of HRM is wider. It covers all the functions which
are come under the banner of HRM. HR managers has major responsibility in which they have to
handle all the activities which are performing by employees. They have to set the proper
arrangement for providing proper training and development programme to new and existing
employees (Alfes and et. al., 2013). They have to motivate the employees in which it will
increase their skills and knowledge to perform the task in appropriate manner. The present report
is based on Posh Nosh company who have experience in the catering industry. They serve a
variety of dishes. Here, the roles and responsibilities of line managers has been described. The
selection and recruitment technique of Posh Nosh company has been compared with public
sector organisation. Along with this employment exit procedure of both organisation is
explained.
TASK 1
1.1 Difference between human resource management and the personnel management
In the Posh Nosh Limited company, there are human resource management and the
personnel management working in it. The differences is in both of them are in the human
resource management, the role of human resource in the company is very important and it is the
primary function of management. It helps the employees to increase the efficiency, motivate the
employees from it the performance of the employees increases. It is focuses on the management
systems and the policies (Lee, Lee and Wu, 2010). The department is responsible for creating the
good relation between the employees and the management ans it also overseeing on the
employees benefits, employees compensation, rewards, recruiting the employees, providing
training and development programmes for them. It also focuses on the industrial relation and the
organisational change. It is the modern approach. Whereas, the personnel management is the
traditional approach and it is an administrative function of a company. It is the part of the
management and concerned towards the employees at work and focus on the relationship with in
the company, welfare of the employees and the personnel administration. It provides the less

development and training opportunities provided as compared to the human resource
management.
In both of them the human resource management is is an effective approach as
comparison to the personnel management (Lengnick-Hall, Beck and Lengnick-Hall, 2011). In
human resource management the proper training as compare to the personnel management are
provided and it focus on the development, helps in maintaining the good relation and motivating
the employees where as personnel management focuses only on the labour relation and the
welfare of the employees.
1.2 Function of human resource management
In this organisation, the management functions helps in contributing and achieving the
organisational goals. The management functions are given below:
Training and development- training and development is the main function of hr. it is the
responsibility to given training to the employees who are new in the organisation and who arc the
existing employees for improving their skills. It is the responsibility to provides the on the job
training. Training is related to improve the particular skills and development is for the overall
grooming of the employees.
Compensation and benefits- The organisation provides the proper benefits and
compensation to their employees like to providing them the flexible working hours, giving them
vacations, proving medical facilities.
Performance appraisal- In which the performance of the employees evaluated by the
HR management (Marler and Fisher, 2013). If the employees perform well then the manager
appraise them.
Motivation – The employees perform well then the management motivate them by
giving monetary and non-monetary rewards from this their performance level increases and it
helps in achieving the organisational goals.
Advisory functions- HR is an advisory function. The HR manager has the knowledge
and training. It is expert to give advise related to the human resource of the organisation.
Maintain good relations- HR helps in maintaining the good relations between the
employees and the management. From it the employees work in a team and no conflict will arise
and it helps increases the productivity of the company.

Maintenance – It is the major function of the HRM to proving the better working
conditions to the employees the good working conditions provided to the employees then the
working efficiency of the employees increases and they perform well.
1.3 Roles and responsibilities of line managers in HRM
In Posh Nosh line manager plays a vital role, not only in the to manage the day-to-day
management activities and operation but also in the implementing human resource policies
where there is a devolution of HR activities. The proper consideration is given to the line
managers in which they select, developed and managed the organisation activities. The
recruitment and selection process and management activities which is carried by employees have
to seen by line managers. Line manager have day-to-day responsibilities for implementing the
HR initiatives for the achievement of organisation objectives. The following are some roles and
responsibilities of line manager in Posh Nosh in which have to perform well.
Employee engagement – The line manager are creating the organisation cultural for their
team members. Line manager has to identify their employee strengths and motivate them to
participate in organisation activities and tasks (Armstrong and Taylor, 2014). They have to also
focus on the their weaknesses so that they can boost them to maintain their status and to
overcome with these problems. In Posh Nosh HR practices measures the employment
engagement with the help of survey but engagement is extinguished by the line managers only.
Performance appraisal – Performance appraisal is designed by the human resource
managers but these are implemented by the line managers. The line manager take the feedbacks
from the employees in order to achieve the objectives of organisation (Bloom and Van Reenen,
2011). In alternate days the feedback is provided to line managers so that they can motivate and
courage the employees to perform their task in appropriate manner.
Disciplining employees – In this line manager sets out the expectations from the
employees and it begins at workplace. These expectations are supported by the procedures and
policies which is framed by the HR. through these policies line manager influence the employee
performance to perform the task in appropriate manner.
1.4 Impact of legal and regulatory framework on the HRM
In Posh-Nosh company, there are some impact on the HRM related to the legal and
regulatory framework. The employment legislative deals with the law to helps in maintaining the

healthy and good relation between the employer and the employee and between the management.
There are some impacts:
Equal employment opportunities- It is the main issue that in the organisation there is
discrimination problem. To it is necessary to remove the unfair discrimination problem from the
workplace.
Safety and health- It is necessary to the management for proving the safety and the clean
environment to the employees at the workplace (Meredith Belbin, 2011). Its aim is to prevent the
employees from the injuries and from the accidents which is happens on the workplace.
Sexual harassment- It is the major issue in the organisation. In the organisation, many
female workers harasses. So there is need to prevent from the unusual physical and the verbal
misconduct, aggressive conditions.
Top management support – The support of top management is very important in the
organisation. Lack of support of the managers reduce the performance level of the employees
and its impact on the productivity of the organisation.
Equal pay- In the organisation, the management discriminates between the male and
female employees. Does not given them equal pay. So, there is a need to stop this discrimination
in terms of finance or regarding the pay, and equal pay provided to all whether male or female.
There is particular act is made that is equal pay act.
TASK 2
2.1 Reasons for human resource planning in organisations and importance to organisation
In organisation HR planning is systematic analysis in which they have to ensure about the
correct number of employees with their skills are available in organisation. In Posh Nosh
company human resource manager has to make an effective planning through which they can
fulfil the aims and objectives of organisation. HR planning us important in organisation because
it helps in mobilising the recruited resources for the activities (Buller and McEvoy, 2012). The
following are importance of human resource planning which help the organisation in order to
fulfil their targets.
Future Manpower needs – Human resource planning ensures that resources are
available with people and they have to continue with the smooth function of organisation. It

means that it is a tool which ensures about the future availability of manpower to carry
organisation activities.
Proper utilisation of human resources - Human resource planning helps the
organisation in allocating the resources in appropriate manner. There is an optimum utilisation of
resources to minimize the production cost. Through this the company will maintain their finance.
With the use of proper utilisation of resources the company can provide good quality to food to
customers.
Coping with changes - The manager has to make planning in such a manner in which
they can work in dynamic environment. These changes can be related with external factors
(Camelo-Ordaz and et. al., 2011). It is important to make those policies and procedures in which
the organisation can achieve their business objectives.
Development of human resource – The HR manager identify the skills requirements at
which post vacancy are arises. Then it conduct training and development programme campaigns
to identify the skilled and ability employees so that they can perform their task in effective
manner.
2.2 Process of Human Resource Planning
In Posh Nosh company, there is a process of human resource planning. In the human
resource planning, select the right candidate for right job. The steps involved in the human
resource planning are-
Assessing human resource- In this there are external and the internal environment both
includes. internal environment includes the structure, objectives of the organisation. And from it
manager can asses the need of HR availability (Purce, 2014). From the both environment the HR
manager analyse the strength and weakness of the organisation.
Demand forecasting- It is the process in which human resource forecasting the demand.
In it determine the future demand for hr. it can be estimated to see the current HR situations.
Recruit the person for any job according to their qualification.
Supply forecasting- In this, estimation of manpower supply and can analysis between
the current human resource and the future human resource supply. Supply of those people who is
able and perfect to perform the job.
Matching the supply end the demand- In this , manager matches the demand and
supply. Managers sees that demand is supply is equal and not. If there is less supply then it is

necessary to the managers to hire more employees and if there is more supply then in this case,
manager have to reduced the staff for equal the demand and the supply.
Action plan- It is the last stage of the action planning. And it is depend on the surplus
and deficit. For making the human resource plan there are some activities required such as
recruitment and selection of the employees ,training and development given to the employees.
And then the manager matches the HR planning with the organisational policies and the
objectives (Renwick, Redman and Maguire, 2013).
2.3 Recruitment and selection process in Posh-Nosh company and in Tesco company
Every company has the different recruitment and the selection process. And it is same
with the Posh-Nosh company and the Tesco company (Jiang and et. al., 2012). The process of
both the companies are different because one company is a food company an second is the retail
company. The Tesco company recruit the employees from internally and externally. In
internally, this company move or recruits the current employees to give promotion at the higher
level and to the same level. And from externally, a website is made by the company then the
applicants apply in this website and then the selected applicants give their interviews. And after
all this selection process starts. In the selection process, hire or select the candidate which is
suitable for the job.
Posh-Nosh company recruits the people to give their advertisements, from the college
placements. Many people apply for this company and from all the applicants, the company
selected the most suitable applicants and after that the company scheduled their interviews on the
assessment centres or by the telephone (Ridder and McCandless, 2010). In the interview the HR
manager check the skills, capabilities and efficiency of the candidates and after all this select the
most suitable candidate after that there will be the final round with the higher authority in this the
higher authority takes the interview and check that the candidate has knowledge about the food
or not and then hire the most capable person for the job.
2.4 Effectiveness of recruitment and selection in Posh-Nosh and the Tesco company
The company recruits and selects the candidates according to their capabilities. The
effectiveness of Posh- Nosh company and the Tesco company is that it helps the management to
fill the vacant positions and select the most capable candidate for the job in the organisation and
selection means selecting the most suitable and the most capable candidate for the job in an
organisation. The recruitment means that to find out the candidates who is interested in doing the

job and it It can be expensive process n and it takes more time of the managers to choose the
right candidates. Managers select the candidates on the basis of their skills, capabilities,
effectiveness and their efficiency (Van Buren, Greenwood and Sheehan, 2011). And check that
the candidates can perform the job and the task which will allotted to them. These organisations
can change or transfers the employees place and the work if the management agreed to transfer
them. These companies uses the many ways to attract the candidates such as from the
advertising. They give the advertisement of their companies and about the jobs and from it
encourages the more and employees to applying for the job. Hire the capable candidates, they
can perform well and the from it the productivity of the company increases.
TASK 3
3.1 The link between motivational theory and reward
Motivation is that process in which the behaviour of individual is influenced by others.
Reward and motivational theory has strong relationships. In organisation the managers and
leaders motivates the employees to get some reward from higher authority. As per the view of
Maslow, every employees in organisation are motivated by the five stage which has been
introduced by him. Through these five stages the organisation can fulfil fulfil the requirements of
employees. It is the responsibility of managers to provide incentives in terms of reward so that
they can perform their task in efficient manner (CHUANG and Liao, 2010). With the helps of
reward the employees get self motivated. The manager has to provide consistent rewards to
them.
According to Herzberg, the motivational theory suggest that there are basic two needs of
employees which has to be fulfilled by the organisation. These are hygiene and motivation
factors. But in this most of the managers are following this theory in which they reject money as
motivator and paying more attention supply more job enhancement. Reward is also important
because with out this the employees can not work efficiently. As there are many motivation
theories which focus on the motivation rather than reward. In Posh Nosh the managers to follow
the specific theory in which they can they can motivate the employees as well as reward can also
be given (Daley, 2012). In this organisation there are many employees who work on the basis of
reward only so theory must be applied in appropriate way.

3.2 Evaluate the process of job evaluation and other factors determining pay
Job evaluation is a systematic process which determines and analyse various jobs so that
they candidates can understand their worth in organisation. Job evaluation develop a plan when
employee compare the jobs which help the to considered their worth. With the help of job
evaluation process the employees can perform their task to which they are allocated. It
determines the qualifications and skills of every employees in which the managers can allocate
task according to their capabilities. In Posh Nosh organisation it helps the senior management to
allocate the task in appropriate manner (Guest, 2011). Job evaluation is an extensive process and
it must be followed in a ordinary approach. There are six steps which are involved in job
evaluation i.e. job analysis, compensation factors, develop a payment method, job structure and
wage structure. Job evaluation also measures the knowledge of employees, the role of taking the
difficult decisions.
There are some other factors which will determine the worth and payment of the job for
employees. Theses factors are arises across the organisation. These major factors are; skills,
capabilities and experience of employees, performance of the workers, profitability of
organisation, size and nature if business entity and many more. These factors can create the
difference between the roles and organisation at work place.
3.3 The effectiveness of reward systems in different contexts
Reward system is described as intrinsic and extrinsic reward which is offered by
organisation to employees. In organisation reward system has lost of impact which became the
duty of management in terms of committed. Through this they are appreciating the performance
of employees. It is also creating a cohesiveness between the higher authority and and employees.
In extrinsic reward system, employee receives the reward in terms of bonus system. In bonus
system some of the factors are included such as customer service, individual performance and
many more (Hendry, 2012). In intrinsic rewards it is related with personal satisfaction of
employees at workplace which include; trust and relationship, feedback etc.
Promotion is also another type of reward which can be given to employees according to
performance. In this they are motivating the employees for the higher position. Through this it
will improve the employee's morale and retain in organisation for a long period of time.
Salary is other type of reward system in which they motivating the employees in terms of
salary. It can be also a key factor in motivation through which it will improve the performance of

employees. In Posh Nosh company if there is an improve in the performance of the employees
then it is also an effectiveness of the reward system.
With the help the reward system it will also give advantage to company in terms of
profits. They give chance to employers and staff to perform their work efficiently and creating a
healthy working environment in organisation (Jabbour and et. al., 2013). The company has also
to satisfy the requirements of employees which will give them best result in terms of profits.
3.4 The methods organisation using to monitor employee performance
In organisation the employees are lifeblood of every successful business. Posh Nosh
company have to monitor the employees on regular basis so that they deal with those problems
which are facing by them. Here are some following ways which can be taken by company to
monitor employee performance.
The manager can use observation and feedback ways in which they monitor the
employee performance. In this the organisation has to take feedback from their employees and
offer them a proper information about their work (Jiang and et. al., 2012). The organisation set
the milestones or interim targets through which they monitor the employee performance but is
also help the workers to achieve targets by making a more manageable projects. Performance
evaluation is another method which can be used by Posh Nosh to compare the actual
performance of employees against standards performance. The managers has to identify the
strength and weakness to their employees and have to make a proper plan that how they will
improve their performance. The company can also use “360-degree appraisal” method, in this the
y are monitoring the employee performance and given them feedback at the same point of time.
It will also help the employees to improve their skills and capabilities and gives them a long term
benefits.
TASK 4
4.1 Reasons for cessation of employees
In the Posh-Nosh company, there are many reasons behind the cessation of employees.
The employees leave the organisation for any reasons. The reasons can be:
Working conditions- The company does not provides the proper working conditions to
their employees. And does not provide them clean working environment.

Lack of top management support- Top management support can be the reason behind
it. The top management did not support their employees they do not motivate their employees
and not help the employees regarding any problem.
Relationship with other employees- This can be the reason that the relation of the
employees is not good with their co-workers (Monitoring staff performance, 2017). They do not
coordinate with the employees and from that the conflict arise on the daily basis.
Opportunities to use abilities and the skills- The employee has the skills and abilities
and want to expand and in this organisation thee employee unable to do this, and the employee
cannot see the growth in this organisation from this reason the employee can leave the
organisation.
Fail in engage their creativity- Most of the people in the organisation wants to do
something new. They have the ability to create new things and new ways to perform the task.
But the management doe not appreciate them and in this case the employee leave the
organisation.
Promotion issues- If the employee perform well and complete the tasks in the proper
time and he is talented, in this case the management is not promoting the employee then in this
case an employee can leave the organisation.
4.2 Exit procedure of Tesco and Posh-Nosh companies
Every organisation has the different exit procedure the Tesco company the exit procedure
is different from the Posh-Nosh company. When an employees leave the organisation than the
company conducted the exit interview (Van Buren, Greenwood and Sheehan, 2011). In this exit
interview the company, talks to the employees and ask the reason behind leaving the
organisation. The reason may be related to the increments in the salary, regarding dissatisfaction
from the job and because of the top management support. Then the HR manager try to resolve
the problem related to all issues
In the Posh- Nosh company the exit procedure is different from the Tesco company. In
this company if an employee want to leave the organisation then in this case a interview
conducted by the HR manager for an employee who want to leave an organisation that interview
is exit interview. In this interview the manager asks the problem and the reasons to exit the
organisation and after that the manager tries try solve the problem and work on the problems.

The HR tells to the employee that he continue work at least 7 days and see the change which he
wants.
4.3 Impact of regulatory and legal framework on employment cessation
In Posh-Nosh company, there is impact of the legal and regulatory framework on the
employment cessation. It creates issues in the organisations. The main legal issue is equality.
From this issue, there is an act made which is equality act. The main aim of this act is to stop and
remove the discrimination (The role of line managers in HR and L&D, 2017). To providing
equal wages and the salary to the employees. In this following acts are included: equal pay act,
equal employment opportunity act, sex discrimination act, disability discrimination act. if the
management gives the equal opportunities to male and female employees and also treat them
equally then in this case the impact is positive and the employees works well in the organisation.
This impact on the organisation whether the impact is positive and the negative. Positive impacts
are: no issues between the management and the employees, employees will retain in this
organisation, increasing the job performance and helps in increase the growth rate of the
company. The negative impact of this on the organisation is that the employees can leave the
organisation, do not perform their task and the deceases in job performance and creates the
negative thoughts about the organisation that this also affects the productivity of the organisation
and the growth of the organisations stops (Ridder and McCandless, 2010).
CONCLUSION
The conclusion can be from from the above report that line manager has to perform their
roles and responsibilities in appropriate manner which help the organisation to achieve their
targets. The human resource planning will also give advantage to company in which they can
recruit potential candidates for organisation. Further, there are numerous motivational theories
which has been given by many authors and all slightly different from each other. The reward
which has been provided by organisation can be tangible or intangible through which they can
improve the performance of employees. Moreover, it depends on the organisation that which
techniques they will adopt for the selection and recruitment and there exit procedure may be also
different from each other.

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