Human Resource Management Practices

This assignment delves into the crucial aspects of Human Resource Management (HRM). It explores various functions within HRM, such as recruitment, selection, performance appraisal, and training & development. The theoretical underpinnings of motivation are examined through models like Herzberg's Two-Factor Theory, McClelland's Theory of Needs, and Maslow's Hierarchy of Needs. Furthermore, the assignment discusses different methods of performance evaluation, including 360-degree feedback and job evaluation. It also provides insights into legal and regulatory requirements within the HR process.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
1.4................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1................................................................................................................................................5
2.2................................................................................................................................................5
2.3................................................................................................................................................6
2.4................................................................................................................................................8
TASK 3............................................................................................................................................9
3.1................................................................................................................................................9
3.2..............................................................................................................................................10
3.3..............................................................................................................................................11
3.4..............................................................................................................................................12
TASK 4..........................................................................................................................................13
4.1..............................................................................................................................................13
4.2..............................................................................................................................................14
4.3..............................................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management (HRM) is the heart and soul of each organization in order
to achieve and attain its organizational goals and objectives. It helps in managing workforce of
company in the most efficient and effective manner. The current research report is conducted on
Posh Nosh limited in order to manage its increased workload. Main aim of this study is to
present an in-depth understanding of roles and responsibilities of HR manager in the firm.
Readers will get a clear insight of the difference between personnel and human resource
management (Alfes and et.al., 2013). Along with that the functions of HRM will provide a clear
understanding of the main activities carried out by them. The roles and responsibilities of line
manager in relation with the HR practices have been precisely described in this study. In addition
to it, the recruitment and selection process and exist procedure of Posh Nosh is compared and
contrasted with that of Burberry. Lastly, Various motivational theories and performance
evaluation methods are illustrated in this report to present the ideas and knowledge of managing
employees.
TASK 1
1.1
HRM and personnel management (PM) are two contrasting techniques used by
organizations to manage its employees and operations. Major difference between the two in
context with Posh Nosh Limited has been enlisted as below in the table:
Basis For Comparison HRM PM
Meaning It is that aspect of management
which focuses on managing
workforce in the most efficient
manner in order to attain the
organizational aim and objectives
(Armstrong and Taylor, 2014).
The branch of management which
is only concerned with managing
employees and maintaining the
relationship between two can be
termed as personnel management.
Treatment of workers Herein, the managers of Posh Nosh
ltd. shall treat its workers as an
asset for company.
On the contrary, management
treats its workforce as machines or
tools that can be exploited for the
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benefit of company.
Approach It is the modern approach where
new aspects of managing people
are being carried out.
It is the old concept which Posh
Nosh Ltd. is following till now.
Payment of salary Herein, HR manager of said
organization will evaluate the
performance of each individual and
then payment shall be made.
On the other hand, till now,
company is making payment to its
employees on the basis of job
evaluation.
Kinds of function The modern approach is based on
strategic functions followed by the
HR manager.
It is generally based on the routine
or daily functions (Bernardin and
Wiatrowski, 2013).
Communication A direct channel of communication
is built by the managers of said
company to make its employees
satisfied.
Herein, employees cannot directly
contact or interact with the owner
of Posh Nosh ltd. due to rigid
structure of company.
From the above discussion of both aspects of management, it can be concluded that HRM
is the best technique that that would prove to be beneficial for Posh Nosh limited and thus,
manager should start implementing this. It will aid the owner to manage and retain its existing
employees. This aspect of management is more efficient as compared to the traditional approach.
1.2
HRM is a vast concept and there are varied activities that are carried out by the HR
manager. Major functions of them are managerial, operative and advisory. In today's modern
world, every organization has developed these functions to manage its operations effectively
(Bratton and Gold, 2012). This section will provide a brief overview of operative functions
carried out by the HR professionals of Posh Nosh Company. Recruiting: This is the core function of HRM which aims at hiring and placing right
candidates at the correct job. Not only this, HR manager of the said organization needs to
assess the current manpower, for this the employee turnover ratio shall be calculated. All
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these will assist the management in making decisions regarding placement, transfer and
induction of people. Training and developing: This function is the follow up of employment process in order
to train its workforce by providing technical skills that will assist them in performing
their tasks effectively. It is the duty of management of Posh Nosh Ltd. to train and
develop its employees for new and upcoming positions in the organization (Brown and
Capozza, eds., 2016). Remuneration: Another crucial function performed by HR professionals is deciding the
amount of salary to each employee. To accomplish this purpose, manager needs to review
the current capacity of firm to pay appropriate wages, fulfil demand and expectations of
employees as well as assess current market trends, competitor’s strategies and provisions
regarding minimum wage.
 Motivation: In order to keep employees of Posh nosh limited satisfied, it is essential to
motivate them in the right direction. Therefore, HRM prepares various strategies and
techniques to motivate the employees at work. For this purpose, several kinds of financial
and non-financial rewards are designed to maintain interest of employees in the said
organization (Budhwar and Debrah, Eds., 2013).
1.3
Posh Nosh is a small scale enterprise which is carrying out its operations in the fast food
services. Functions of managing and planning workforce lies in the hands of HR professionals
but day-to-day activities of firm are run by the line managers of company. Some of the main
roles and responsibilities of them are discussed as below: Employee engagement programmes: The main role of line managers is to create interest
of workers by allowing them to take part in decision making process of company. They
are the one who stay close to the workers and are aware about each and every activity of
them. Therefore, it is their responsibility to maintain and create a diverse organizational
environment for them that will help in achieving the aim and objectives of companies
(Buller and McEvoy, 2012). Appraising Performance: These are the tools designed by HR managers to motivate
employees at work. Line managers of Posh Nosh limited are responsible to implement
same in the most effective manner. They take feedback from workers about their work
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and company’s current position. In order to make the process successful and effective,
line manager needs to create a friendly atmosphere in company.
 Creating Discipline: Their role is to convey rules and guidelines set by the HR manager
to its employees regarding maintaining and creating a disciplinary environment.
Moreover, it is his responsibility to enforce the same in company that will help in
achieving set targets by influencing the performance of individuals (Cook, 2016).
1.4
Every organization in UK is abide to follow the legal and regulatory policies and same
should be seen in its practices. The impact of certain laws on human resource management of
Posh Nosh ltd. can be seen in this section. According to the Sex discrimination act 1975, no
company can discriminate any of its employee on the basis of gender or marital status. Alike,
there is another act of Race Relations 1976 which demonstrates that the managers of said
organization cannot discriminate its workers on the basis of nationality, religion, ethnic, origin,
caste, creed, colour and race (Gallo and et.al., 2014). If any member of company would be found
doing so, he/she shall be liable for it. HR manager of Posh Nosh Ltd. needs to function and
operate under the set guidelines by legal authorities. Along with that, all these acts are also
implied at the time of recruitment of employees.
Apart from that, several other laws such as Equal Pay act 1970 and employment act 2008
also needs to be amended in Posh Nosh Ltd. at the time of deciding compensation for employees.
HR manager is bound to pay equal amount to all its workers having similar skills and
specialization. Moreover, there is a provision regarding resolution of disputes between superiors
and subordinates in certain circumstances (Griffin, 2013). Another most important and ethical act
that has a major impact on HRM of concerned organization is the Data Protection Act 1998
which states that company is liable to secure and protect the data of its workers and it should not
disclose it with anyone. For this purpose, HR manager of Posh Nosh Ltd. has made the use of
latest techniques to keep organizational information safe and secured.
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TASK 2
2.1
Human resource planning (HRP) is the process of forecasting future needs and demands
of manpower in the present organization. Reasons and importance of manpower planning in Posh
Nosh limited are highlighted as below:
Reasons:
 Main functions performed by HR managers is concerned with planning, organizing,
directing and controlling. Therefore, it can be said that it is the key to every managerial
function because human resources of company help in implementing all these activities in
the organization.
 It also helps in proper allocation of manpower in the said organization by effectively
implementing the staffing function (Hendry, 2012).
 Apart from putting the right employee at correct place, there are various several functions
such as motivation to direct the efforts of individuals towards company's goals. It
requires conducting various programmes of incentive plan, employee participation, etc.
 Lastly, HRP is also conducted in order to achieve the organizational objective by
increasing productivity of employees. It also involves maintaining better human relation
at workplace with proper communication, supervision and leadership activities.
Importance:
 Manpower planning aids in knowing the future and current human resource need of
company and on this basis, HR manager can formulate strategies to manage its
employees.
 It can avoid problem of over-staffing or understaffing from the organization by
developing appropriate strategies to manage the same (Hoque, 2013).
 Recruitment and selection process of the said enterprise is based on HRP process. So, it is
essential that complete and thorough analysis of the same is made by HR professionals.
 Lastly, it aids in maintaining stability in company by analysing the potential requirement
of human resources.
2.2
In order to achieve the aim and objectives of said organization, it is essential to develop
an effective human resource planning process. It assists in the placement of potential candidate at
5

appropriate place. Few steps designed by the HR professionals of company to carry out HRP in
Posh Nosh limited are discussed underneath: Analysing objectives and human Resource: First and foremost, managers need to define
or find the objectives of organization. Main purpose of this concern is to expand its
business and provide high quality services to its customers (Jenter and Kanaan, 2015). To
accomplish this purpose, enterprise requires new and skilled workers who can carry out
its functions effectively. Therefore, HR manager analyses the current workforce of
company. Demand Forecasting: Evaluation is made of the present potential workforce in terms of
their skills and capabilities. Each and every individual is positioned according to their Job
Profile. Supply Forecasting: Likewise, supply constitutes number of candidates required to fill
the vacant position in organization. Managers make decisions by keeping in view the job
description and job specification of particular work. Along with this, they review that
whether profile of candidate matches with that of the job or not (Jiang and et.al., 2012). Matching Demand and supply: It means that potential demand and supply of manpower
is analysed. Excess of human resource means that company needs to terminate the
employees whereas deficit describes that firms is required to hire new employees.
Moreover, managers can make the use of various development programmes to enhance
and develop new skills in the existing employees.
 Action Plan: After conducting the above mentioned steps, HR professionals need to take
various actions in order to adjust and manage its human resources. In case of surplus or
deficit, company can take steps regarding transfer, training, recruiting, redeployment,
termination or voluntary retirement schemes (Kehoe and Wright, 2013).
2.3
Recruitment and selection is the process of selecting and hiring appropriate candidate for
the betterment of company. Different organizations follow diverse methods for selecting and
hiring individuals. The comparison between recruitment and selection process of Posh Nosh and
Burberry has been listed as below:
Burberry:
6

It is a vast enterprise and company has a robust and superior procedure of hiring
employees which is capable of serving the needs of public. Moreover, firm has a systematic
process and make assessment of employees beforehand. HR managers of the said organization
analyses the job for which candidate is to be hired. Thereafter, it prepares job description and job
specification for the particular place to be filled. Later, the recruitment as well as application
method are decided to be conducted effectively. Lastly, company provides various kinds of ads
through newspaper in order to market the job.
Illustration 1: Recruitment and Selection for Burberry
(Source: Klotz and Bolino, 2016)
After successfully conducting the recruitment process, short-listing of candidates is done
who further appear for final interview. Based on this, crucial decision to select right candidate
for the job is being made and same is appointed in office by providing the appointment letter.
Posh Nosh Ltd.:
It is small scale enterprise and the recruitment and selection process is not as lengthy as
compared to Burberry. It is a simple and short process where candidates from different sources
are gathered and asked to fill the application form. Based on this, only the most suitable
candidates are selected and interview is conducted from them. Based on this, the candidate is
being hired (Oke, 2016).
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Illustration 2: Recruitment and Selection for Posh Nosh
(Source: Purce, 2014)
2.4
Both processes of recruitment and selection are effective at their place but to determine
the best method, it takes into account evaluation of all steps that have been undertaken above:
 The first and foremost steps deal with analysing the job and its manpower needs. This can
be effectively carried out by Posh Nosh limited as the number of employees are less in
company. So, it requires less efforts.
 Thereafter, Burberry can attract the prospective candidates from various sources. It has
several options available with it to recruit candidates such as internal as well as external
source. The same cannot be seen in Posh Nosh limited (Renwick, Redman and Maguire,
2013).
 Moreover, the cost involved in conducting recruitment and selection process of Burberry
is quite high which Posh Nosh cannot afford to spend.
 At the end, it can be said that process followed in large enterprise is much more effective
as compared to small scale enterprise because they have more resources and power than
Posh Nosh Ltd (Shaw and Finger, 2013).
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TASK 3
3.1
Motivation is the process of instigating employees at work through the behaviour of other
persons. It is carried out in the organization in so as to keep them satisfied and content which
will aids in increasing the overall productivity of the company. Motivation and rewards are
correlated with each other. Rewards is another form of motivation which aids in keeping the
workers satisfied. It includes various financial and non-financial forms of incentives provided to
the workers that makes their interest in work (Storey, 2014).
There are ample of motivational theories which can be implemented in the Posh Nosh
company. Out of these the two approaches recommended by the HR managers have been
highlighted below:
 Herzberg Two factor theory: According to him there are two ways to motivate
employees and these are hygiene factor and motivational factor. Therefore, the managers
shall concentrate on improving the working environment of said company, emphasise on
work recognition and challenging work. These are the motivational factor which helps in
motivating people. On the other hand, he hygiene factor constitutes of the pay and
compensation which are more likely to demotivate employees.
Illustration 3: Herzberg Theory
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(Source: Supangco, 2016)
 McClelland theory: According to this theory, the management of the concerned
organization must focus on the three proposed component that are power, needs and
affiliation. Therefore, employee can be motivated by providing them with those rewards
which they need. These include need for success, relationship and power.
Illustration 4: McClellands Theory
(Source: Townley, 2014)
3.2
Job evaluation can be defined as analysing the relative worth of the job and deciding the
pay structure for the following. It involves collecting all information for the particular job,
examining it, and storing it to refer in future. It is done in order to determine the pay structure or
the amount of salary for each employee in the Posh Nosh limited.
There are different methods of evaluating a job and it entirely depends upon the type and
size of the organization. There are analytical and non-analytical methods of job evaluation (Zhu,
2014). Main reason or purpose behind job evaluation is to decide the fair payment of salary,
redefining job, modifying the duties and responsibilities of person, job designing, etc.
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Illustration 5: Job evaluation
(Source: Chand, 2016)
There are several other factors that affect and determine the pay structure of the Posh
Nosh Limited. It is the amount of compensation made by the company in regards with the work
done by the individual. Various other factors that determine the pay are size of the company,
seniority, performance of individual, current market trends, competitors strategies, skills and
talent and last but not the least revenue earned by the said organization.
3.3
Rewards are a form of motivational factor that instigates the employees to work harder in
future. There are two kinds of reward that are provided by the management of Posh Nosh limited
there are intrinsic and extrinsic rewards. The Former constitutes of the non-financial rewards
presented to the employees based on their performance. These are recognition, promotion, praise,
more responsibilities, seniority, trust, authority and good feedback. It aids in motivating
employees towards the attainment of organizational objectives (MacDonald, 2016).
Contrastingly, the extrinsic rewards includes the financial benefits that are gifts, salary
increment, bonus, commissions, etc.
These rewards system have equal and consequent impact on the performance of
employees. By providing the appropriate reward to the employee it aids them in retaining them
for longer duration (Nayab, 2012). The company provides reward not only on the basis of
employees performance but also for their loyalty, quality, confidence, leadership and attendance.
All these factors assist in motivating employees and they perform vigorously in future to attain
11

higher satisfaction. Moreover, salary increment is the best reward that any employee can avail
for its performance (Odina, 2016). All these factors determine the effectiveness of reward system
in the Posh Nosh Limited.
3.4
Performance of an employee is essential to evaluate because it becomes the basis for
various decisions in the organization. The Posh Nosh company also undertakes several methods
to evaluate the performance of its employees. These are:
 360 Degree Evaluation: This method is the best method that suits the Posh nosh limited.
The company can takes periodic feedback about a particular employee from the four
parties that are the co-workers, superiors, customers and peers. It is effective because
there are less chances of getting false informations from the concerned parties.
Illustration 6: 360 Degree evaluation
(Source: Alfes and et.al., 2013) Self evaluation: In this method the employees of the said company is being asked to fill
the form provided by the HR professionals. It consist of several multiple choice question,
which the employees need to fill. This technique can be effective if the employees
answered all the questions honestly. It is a method to ascertain the employees knowledge
and skills regarding the respective job. Based on this further training sessions can be
conducted for those employees who are lacking behind.
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 Checklist method: A person is being appointed by the management or the manager
themselves keep a track of the performance of workers. Based on this, the appraiser needs
to fill the checklist allotted to him. The managers who have better knowledge regarding
the concerned employee can fill the checklist very fast (Armstrong and Taylor, 2014).
TASK 4
4.1
There exist two kinds of cessation of employment, one by the the employee itself and the
other by the management of the said company terminating employee from the organization.
There are several reasons for which the worker is most likely to leave the firm. The same has
been highlighted below:
 Job being quite boring and unchallenged
 lack of opportunity
 Unsatisfactory compensation and working environment
 Uneven relationship with boss
 financial obstacles
 better opportunity in some other organization
 kinship with co-workers
 strict rules and regulations (Bernardin and Wiatrowski, 2013)
Contrastingly, there are several events in which the employer terminates the employee from the
job. These have been enlisted below:
 The employee of Posh nosh is incapable of handling the task assigned to him. In this
case, the employment of the worker is most likely to be ceased.
 The worker is found guilty on behalf of not following the code of conduct of the
company or he/she has done some mischief in the company.
 The employee portrays that he/she is not fit for the organizational culture (Bratton and
Gold, 2012).
 When there is excess of workers in the company and there is less work, then the
employer terminates the contract.
 The workers lack integrity and is unable to keep its commitments.
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4.2
Burberry is an immense organization and the exist procedure used by the company
comprises of the following steps:
 The HR department of the concern receives the resignation letter forwarded by the line
managers. Further various details regarding the respective employees is being sent to the
HR managers.
 They are also responsible to make sure that all the remaining task of the employee is
being completed or assigned to other persons in the organization (Brown and Capozza,
eds., 2016).
 Thereafter, the HR professionals conducts a one-to-one interview with the employee and
ask him the reason behind leaving the organization. This interview is a useful process as
the information collected in the process will aid in improving the organizational culture.
 Along with that the line manger of the company also provide some personal reference to
the employee which will assist in getting him another job.
 In the end, the exist procedure of the said organization is being reviewed so as to make
any alterations or modifications in the company (Budhwar and Debrah, Eds., 2013).
Contrary, Posh Nosh limited is a small organization and the exist procedure is not lengthy as that
of Burberry. The employee who wants to resign from the job shall give a prior notice of two
weeks to the HR manager. In the respective time frame, the management will try to identify the
cause of cessation of employment and makes corrective actions to improvise the same.
Moreover, the manager will get enough time to hire a new worker who can replace the initial
employee (Buller and McEvoy, 2012).
The process conducted by the Burberry enterprise is quite lengthy, time consuming and
costly. But the effectiveness of the process covers all the negative aspects. It aids in retaining its
employees for a longer run and thus it can be said that exist procedure is a most prompt method.
4.3
The legal and regulatory framework of UK demonstrates that no employee shall be
terminated from the company on an unfair basis. There are several laws and regulations which
the Posh Nosh needs to abide by at the time of cessation of employment. These related to
discrimination on the basis of caste, creed, gender, race or nationality. The company is not bound
to dismiss any employee on these points and it shall also treat everyone equally in the
14

organization (Cook, 2016). Apart from this, it shall be considered illegal if the employer of the
firm removes the disabled or pregnant lady from the work.
Moreover, the managers of the said organization possesses no right to terminate the
contract on the basis of personal problems. A proper and fair reason shall be provided before
dismissing any employee from the work. All these are prohibited in the company and if any
person or manager of the Posh Nosh limited is found exercising any such act than it shall be
punished by the law. Even the employees have the right to complaint against the managers and
superiors by filling a case in the court (Gallo and et.al., 2014).
CONCLUSION
From the above discussion, it can be summarized that human resource is the essence of
every organization and without is a company cannot effectively carry out its operations. This
report has presented various recommendations on how to manage employee performance and
the effectiveness and use of exist interview in the various organizations (Griffin, 2013).
15

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