Posh Nosh Limited: HR Management Analysis

This assignment requires a critical analysis of the Human Resource (HR) management practices employed by Posh Nosh Limited. The focus is on evaluating their approach to employee training, ensuring compliance with relevant legislation, and proposing strategic recommendations for enhancing HR effectiveness in existing and new branches.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction:....................................................................................................................................3
LO 1.................................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Assessment of personal management with human resource management:...............................3
1.2 Assessment of Human Resource management:.........................................................................4
1.3 Assessment of role and responsibilities of managers in Human Resource management:.........4
1.4 Assessment of legal and regulatory framework:.......................................................................5
LO2..................................................................................................................................................6
Task 2:.............................................................................................................................................6
2.1 Assessment of reasons behind human resource planning:.........................................................6
2.2 Assessment of stages involved in human resource requirements:.............................................7
2.3 Assessment of recruitment process between two organizations:...............................................8
2.4 Assessment of effectiveness of the recruitment and selection techniques:...............................9
LO3................................................................................................................................................10
Task 3:...........................................................................................................................................10
3.1 Assessing the linkage of motivational theory and reward system:..........................................10
3.2 Evaluating the key elements involved in job evaluation process and other factors that
determine pay:...............................................................................................................................11
3.3 Assessing the effectiveness of reward systems in different context of Posh Nosh Limited:. .11
3.4 Suggesting suitable ways in which Posh Nosh Limited will be able to try out various methods
that will help in monitoring employee performance:....................................................................12
LO 4...............................................................................................................................................12
Task 4:...........................................................................................................................................12
4.1 Assessment of reasons behind cessation of employment:.......................................................12
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4.2 Assessment of employment exit procedures implemented by organizations:.........................14
4.3 Assessment of impact of legal and regulatory framework towards termination of employees:
.......................................................................................................................................................15
Conclusion:....................................................................................................................................16
References......................................................................................................................................17
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Introduction:
The obligation of HR department in this competitive world is becoming tougher and tougher for
the professionals to perform. Apart from managing the activities of the employees or
professionals, the burden of overall development of the enterprise is also placed on the shoulders
of HR professionals. Further, continuous development towards leadership and management skills
is required to manage the pressure coming from rivals along with accurate performance as per
market conditions. The CEO of Posh Nosh is undoubtedly highly competent to manage the
operations of ten fast food centers along with constructing profitable decisions for future
expansion. However, the enterprise is highly in need of HR professionals having enough
capability and efficiency to identify the potential issues and construct productive solutions to the
same. Moreover, the study would discuss the role and necessity of HR functions towards
achieving the respective vision and mission goals. Thus, the overall performance of Posh Nosh
organization would be reviewed with utmost priority and seriousness.
LO 1
Task 1
1.1 Assessment of personal management with human resource management:
Every business organization requires management of its employees. For this task almost every
big enterprise adopts a particular department known as the Human Resource department for the
management of the human resource of the organization (Birnberg and Birnberg, 2010). However
for small concerns it is possible to manage the employees on personal basis by the CEO or any
other higher position holding individual. But in case of big concerns where the work load is very
high and the CEO or the individual managing the task of Human resource along with his or her
specific department is not possible. Posh Nosh Limited is one such organization which shifted
from personal management to Human Resource management.
The basic difference is the lack of expertise in the field of management when it comes for
personal management. That is why it is said that personal management is best suited for small
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concerns where the number of employees is very less and so is there management task. Hence
the person in-charge of some other department can manage the fewer numbers of employees in
free time. But the Human resource management focuses on management of the large numbers of
employees on regular basis so that the employees can give better output (Birnberg and Birnberg,
2010). The Human resource managers are persons with good communication skill that are
trained to handle situations with teams and group of employees along with teaching and training
them with the requirement of the organization.
1.2 Assessment of Human Resource management:
The contribution of Human Resource towards the purpose of organization is immense. The
employees are considered to be the pillars of the business and one of the strengths. Hence the
main purpose of the organization is the management of its employees. The management process
includes many things. It can be the recruitment of the employees where the HR of the
organization selects the best suitable professionals and sorting of the recruited employees in their
field of expertise. Sometimes the HR is instructed to train the employees or rather the newly
recruited ones so that they can grab the proceedings of the organizations (Dessler, 2011).
The Human Resource managers are also expected to solve all the queries of the employees and
quarrel among them. Posh Nosh Limited being a fast food business with caterer service expects
better communication skill from their employees so that they can communicate well with the
client and this expectation is carried out through the Human resource managers of the
organization. The organization also offers eat-in facility hence the same skill is demanded from
the waiters of Posh Nosh Limited along with better dressing and hygiene so that they can grab
the customers. These organizational purposes are contributed by the Human Resource of Posh
Nosh Limited (Dessler, 2011).
1.3 Assessment of role and responsibilities of managers in Human Resource management:
Owing to the impact of the Human Resource in an organization it is evident that the line
managers have a big role to play and there are huge responsibilities on them. The business is
carried out and maintained by its employees. Hence then responsibilities of managers in regard
to the management of the employees is huge. Managers play a vital hole in Human Resource
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management by educating the employees so that they can work as a team. In other words they
play the role of maintaining the unity and integrity of the organization. As mentioned earlier that
Posh Nosh Limited being a fast food organization requires its employees to show good
communication skills and better techniques to serve food (Droms, 2012).
The achievements of these requirements are the responsibility of the line manager of the Human
Resource management group. In these regard the managers play the role of trainers and educate
the employees with the techniques and place in front of them the demand of the organizations.
The managers are also responsible for teaching the employees to tackle the customer’s queries
nicely as to ensure goodwill in the market. The role of recruiters is also relay on the line
managers of the Human Resource management department. The implementation of the strategic
goal of the organization is also driven by the line managers in the Human Resource management
department. The most important responsibility of the managers in Human Resource management
department is the management of legal documents and authenticity of the employees for future
usage (Droms, 2012).
1.4 Assessment of legal and regulatory framework:
There are various legal constraints or legal stages in employee management that an organization
should follow to avoid any legal issue. These legal constraints are done by the manager of the
Human resource management department. The regulatory framework adopted by Posh Nosh
Limited covers non discrimination in pay to the employees of the same level, fair working hours,
age restrictions for the employee, etc. The first and foremost legal regulation that the
organization follows is the equal pay act 1970 (Foot, Hook and Jenkins, 2016). This act states
that there should be no discrimination in paying the wages on the basis of gender, caste and creed
or race among the employees belonging to the same level. The other legal constraint obeyed by
the Posh Nosh Limited is the national minimum wage rate act 1998 that states a certain amount
should be the starting pay of any employee.
In other word, the organization cannot pay below what is prescribed in the act of the land. The
other legal framework are related to recruitments that can be summarized as there should be no
false promise about the placement of the employee as well as there should be no fraud in
describing the status of the organization and the type of work the employees will be given to.
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Distribution of bonus on regular interval and promotions depending on performance are other
regulatory frameworks. These are in short fall under the Employment Right act 1996 (Foot,
Hook and Jenkins, 2016).
LO2
Task 2:
2.1 Assessment of reasons behind human resource planning:
Human resources are considered as the most precious asset of the enterprise which requires
appropriate guidance and training for deriving benefits. Moreover, the major reasons behind
human resource planning for Posh Nosh enterprise are mentioned below:
Building strategy:
Without the contribution from human resource department, it would become impossible for the
leaders and CEO of Posh Nosh to frame effective expansion decision and continue the positive
performance in the field. Further implementation of profitable project requires unique utilization
of physical and human resources which derived from planning or forecasting (Guest and
Woodrow, 2012).
Reduction of expenses:
Experts and qualified professionals under HR department reduce the organization wage system
by performing respective comparison and research of other competitors. This effort of HR
professionals highly impacts the profitability of the enterprise and increase the surplus each
financial year.
Training and coaching:
While existing employees or professionals required training to update the respective knowledge
and skills, staffs which are recently recruited demand high attention from HR to get into the
working climate of the enterprise. Training and coaching is one of the most innovative part of
HR department providing limitless benefits to the enterprise (Guest and Woodrow, 2012).
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Moreover, for creating internal strength and preparing the employees or professionals for any
type of situation, one must pay huge amount of attention towards HR planning or execution.
2.2 Assessment of stages involved in human resource requirements:
In order to achieve the unique utilization of human resource, each and every enterprise needs to
undergo several planning and execution process or procedures. Moreover, the stages involved
with the human resource requirements are as follows:
Evaluation of organizational objectives:
In order to reach positive direction, firstly construction or evaluation of organizational objectives
is necessary or relevant. Linking the same, in the current scenario, further expansion of Posh
Nosh enterprise in the market place is the primary objective or goals (Harzing and Pinnington,
2015).
Availability of human resource:
After analyzing the objectives of the organization, competency and availability of human
resource is necessary to properly divide the obligations or tasks and enhance the chances of
fulfillment of vision or mission. Moreover, currently Posh Nosh is running with 80 employees
working as caterers and other staffs.
Formulation of action plan:
Once the power of the human resource is calculated, implementation of actions plans is done to
utilize the human resources in an appropriate manner. The new HR professional of Posh Nosh
would perform the respective recruitment and termination activities for new expansion and
enhancement of business (Harzing and Pinnington, 2015).
Monitoring:
After the implementation of the above mentioned plan, monitoring and controlling activities are
put in place to administer the performance of the employees and contribute towards the
betterment of Posh Nosh. This would reduce the performance gaps properly.
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2.3 Assessment of recruitment process between two organizations:
Depending upon the culture of the enterprise, recruitment, and selection procedure are selected
and implemented by the respective HR professionals. While the HR department of Coles
Supermarket implements internal recruiting procedure, the professionals of Woolworth’s Limited
have more faith towards external selection processes (Hay and Gray, 2014). Moreover, the
recruitment process of both the organizations is elaborated below:
Internal recruitment:
As mentioned earlier, the practice of Coles Supermarkets is to recruit the existing employees or
professionals to a new designation and promote highly qualified experts for a more responsible
job. Here employees are recruited internally and no opportunities is been given to external users
or professionals. Further, internal recruitment does not attract training and coaching and comes
in very handy for small and medium sizes enterprise. The most relevant methods of internal
recruitment are:
 Promotions
 Transfers
External recruitment:
As mentioned in the name itself, here the professionals are recruited from external sources
through personal interviews and other tests so as to enhance the creativity of the enterprise in the
market place. External recruitment provides opportunities to fresh players and makes it easier for
the enterprise to recruit the best ones (Hay and Gray, 2014). However, external recruitment
requires good amount of investment and time from the professionals of HR department.
Moreover, the sources of external department are:
 Recruitment through advertising
 Recruitment through agencies
Moreover, Posh Nosh should look up to external recruitment process as it is comprises of
freshness and creativity.
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2.4 Assessment of effectiveness of the recruitment and selection techniques:
Each and every technique is comprises of some benefits and limitations and consideration of
both the parameters is necessary before concluding the final one. Linking the same, the
effectiveness of the above mentioned recruitment techniques are elaborated below:
Internal recruitment:
This type of recruitment technique is budget friendly and innovative when the understanding
level between the respective employees or professionals is huge and productive. Further, internal
recruitment place sense of responsibility towards the shoulder of the professionals from the very
first day and enhance their engagement level towards fulfilling the obligations or objectives.
Elaborating more about the same, promotion motivates the employees and professionals on
personal level and pushes their credibility and creativity simultaneously (Lindorff, 2017). On the
other hand, upward transfer provides complete satisfaction to the respective staffs or employees
and increases their competency towards dissolving the respective obligations.
External recruitment:
Enterprise or organizations in need of creativity should loop up to external recruitment
procedures as it involves thousands of participants or professionals with unique strategy and
dedication towards the organization. Further, external recruitment demands huge level of
concentration and attention from the respective professionals so as to engage in the working
climate of the enterprise and perform accordingly. Advertising through platforms and agencies
ensures qualified professionals and correct alignment of skills with the requirement of the
organization (Lindorff, 2017).
Moreover, mixture of both internal and external recruitment would be ultimate beneficial for
Posh Nosh to improve and expand properly.
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LO3
Task 3:
3.1 Assessing the linkage of motivational theory and reward system:
In order to suggest on efficient human resource management, the motivational theories become
necessary. There are multiple theories coined to explain the factors that contribute in creating an
efficient team, for example, Maslow’s Need Hierarchy Theory, Herzberg’s Motivation Hygiene
Theory, and McClelland’s Need Theory (Machan, 2014).
Maslow’s theory tells that there are certain needs that thrives a person to work at his or her best.
These needs are Self-actualization, esteem needs, social needs, psychological needs, and safety
needs. The force of these needs run a person everyday and therefore, if Posh Nosh attentively
address to all these needs, it will be beneficial for the organization in having a team that will
contribute their best towards it.
On the other hand, Herzberg’s Motivation Hygiene theory tells that some factors influence the
performance of the employees. If they are dissatisfied with the organization culture and other
factors like supervision, company policy, salary, it will leave Posh Nosh with high employee
exodus. However, if the organization provides their employees with high rewards in terms of
perquisites, career growth and recognition, the employees will be more motivated to work for the
Posh Nosh (Machan, 2014).
The McClelland’s theory also depicts that there are some needs that motivates the employees to
work at their best for the organization. In this context, therefore, it implies that these needs are
also needed to be attained by Posh Nosh. The needs are that employees often crave for
achievement, power, and affiliation in the working place to feel superior and needed in the
organization.
Therefore, it can be seen that all the motivational theories relate to rewarding system. In this
context, Petri and Govern (2012, p.129) have said that not all the time a monetary reward is
required, an appraisal, a growth and responsibilities also motivates the employees. However, it
cannot also be denied that reward is the part of motivation and in case of Posh Nosh, it will be
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best to come up with best rewarding system and also motivational attributes that will improve the
human resource within the organization.
3.2 Evaluating the key elements involved in job evaluation process and other factors that
determine pay:
The key elements of job evaluation are many in numbers, like the difficulty level of the job, the
responsibilities of the job, the effort that are needed to be given towards the organization,
working conditions etc (Morris, 2016). In Posh Nosh, it is needed that the organization starts to
evaluate the roles to be played by the employees. The organization is looking forward to expand
its business in all aspect. Therefore, the responsibilities of the employees are becoming higher. In
this context, it can be said that these roles to be played are in multi level. There will be executive
who will be leaders; there will be managers and also the labor class. Therefore, it can be seen
that responsibilities as well as the contribution towards the organization will determine the pay
scale of the employees. In addition to this, the working culture will also influence the factor of
payment. There are working requirements where the employees may have to face hazards, or
even there will be duties that will require overtime working. These also influence the pay scale
of any organization as will be the case for Posh Nosh (Morris, 2016).
3.3 Assessing the effectiveness of reward systems in different context of Posh Nosh Limited:
As per the several motivational theories, rewarding system only improve the performance of the
employees of any organization. There are rewarding systems like high pay, high responsibilities,
career growth and many more. Therefore, it will be best for the organization to come up with
ideas that will enhance the boundary of rewarding system in the Posh Nosh. The organization
needs to give higher perquisites to its executives. The executives are the leaders and are
responsible for any steps taken by Posh Nosh. Therefore, the roles they play are vital and in
return to their contribution, high pay scales and more perquisites will be effective. In the cases of
the managers, it will be best to give them only financial perquisites (Nalbandian, 2011).
In this way, they will be more leaned on to contribute more and more towards the organization.
At the lowest level of the employee hierarchy, the organization needs to give rewards in terms of
cash with little other perquisites. It will be the duty of the employer to give the backings to these
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types of employees. As they will be low earners, incentives will influence their contribution
towards the organization. In this way, the reward systems will improve the performance of the
organization in whole.
3.4 Suggesting suitable ways in which Posh Nosh Limited will be able to try out various
methods that will help in monitoring employee performance:
The employee performance can be evaluated in measures of some critical factors. According to
De Jong and Elfring (2010, p.548), the punctuality of an employee determines the willfulness of
him or her to work in an organization n. Therefore, it will best for Posh Nosh to look and
evaluate the factor. Another way to evaluate employee performance is by evaluating the quality
of the work or how well an employee completes a task. In addition to this, the personal trait of an
employee and the behavior of him or her inside the organization will also contribute to the matter
(Nalbandian, 2011).
The efficiency level and the willingness to do any job, spontaneous also determine a
performance of an employee. If an employee being ignorant of a task take up the job and devote
to complete it, will only attract appraisals and also rewards. In addition to this, the ability to carry
out personal presentation and of being motivating will also influences the employer to give out
high pay packages. However, these are only possible if regular assessment and performance
evaluation is in the culture of the organization. Moreover, the management can also ask
individually the employees to give information of the others, which will enable them to know
about the working culture and also the team performance of the Posh Nosh (Pedersen, 2012).
LO 4
Task 4:
4.1 Assessment of reasons behind cessation of employment:
Similar to that of recruitment and selection of employees, termination of employees or
professionals is also important or significant for the expansion and growth of the enterprise.
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While the reasons behind the recruitment of the employees are enhancing the performance of the
enterprise, termination and cessation of professionals is done for the following purposes:
Poor statistics:
Appropriate performance is the fundamental obligation of the employees or professionals to
secure their position and enhanced their career in the market place. Poor or inadequate
performance or efficiency would force the enterprise to opt for cessation and termination as it
reduces the credibility of the enterprise or organizations. Inappropriate performance or attention
from the employees or professionals reduces the performance and credibility of the enterprise in
the field of competition or challenge (Pedersen, 2012).
Conditions:
Sometimes below the line performance of the enterprise force HR professionals to terminate
average professionals or additional man power to manages the budget objectives or goals and
maintains consistency in terms of performance and credibility. The application of these
conditions depends upon the economic stability and strategic planning of the organization in the
market place.
Lack of professional behavior:
Employees or professionals with enhanced performance are also terminated due to lack of
professional behavior and disturbing the working climate of the enterprise. These types of
professionals or employees do not follow the guidelines and perform actions which are against
the legal and moral objectives of the organization (Survey of Facilities Managers'
Responsibilities, 2010). Moreover, stealing the property of the organization, or having heated
arguments with employees without any reasons is the major sign of unacceptable behavior or
termination of employees.
Apart from the reasons mentioned above, some personal issues are also liable behind termination
of employees or professionals from respective designation or position.
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4.2 Assessment of employment exit procedures implemented by organizations:
Similar to that of recruitment process, the termination or exit procedures of both Coles
Supermarkets and Woolworth’s Limited is also different from one another. While HR
professionals Coles Supermarkets implement clear exit procedures to terminate the respective
employees or professionals, the HR department of Woolworth’s Limited believe towards
executing exit interviews before closing the contribution and chapter of the respective employees
or professionals (Survey of Facilities Managers' Responsibilities, 2010). Moreover, detailed
elaboration about the same is mentioned below:
Clear exit procedures:
As mentioned in the name itself, here the employees are clearly directed towards the doors of
termination and cessation from the respective positions or jobs. Under these procedures
employees are asked to exit after submission of one letter which highlights the respective
parameters of his professional duty and jobs. These procedures are simply and straight forward
which does not consider the view of employees or professionals and does not provide any
opportunity to the same. Moreover, since the procedures are not at all complex, implementation
of the same is quite simple and does not demand huge amount of concentration or attention from
the professionals or employees of the enterprise or organizations (The Responsibilities of
management, 2015).
Exit interviews:
As mentioned in the name under these procedures one interview is conducted which consider the
feedbacks of the employees or professionals and contribute towards making things easier and
better for the employees in future. The purpose of these interviews enhances the strategic
development of the enterprise or organization in the market place and backs their strengths in the
field of competition or challenge inside the market place. Moreover, purpose of exit procedures
also relates with the turnover of staffs and understands the communication gaps among
employees or professionals.
Moreover, Posh Nosh enterprise should implement both the exit procedures according to the
parameters of the conditions (Wykle, 2012).
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4.3 Assessment of impact of legal and regulatory framework towards termination of
employees:
Just like the activities and operations of the enterprise are governed by the rules and regulations
of Government, both recruitment and termination of employees or professionals is also governed
by the same. Moreover, regulatory framework related with termination and cessation is
mentioned below:
Employment contract:
It should be the responsibility of the enterprises or organization to follow all the terms and
conditions of employment contract and respectively fire or terminate the respective employee or
professionals. For example, employees employed on will basis could not be terminated by the
enterprise or organization under any circumstances or conditions. Both recruitment and
termination of employees or professionals should be done as per the terms and conditions stated
under respective contracts or agreements to remain valid in the eye of law (Wykle, 2012).
Discipline system:
Application and formation of discipline system is necessary to avoid any charges from
Government and other legal committees and maintain cordial relationship with employees even
in case of termination or cessation. This discipline policy also enables the enterprise to remain
free from any charges and ask for Government help if necessary or required. Discipline system is
necessary to connect with each and every employee or professional in a legal way and create a
great understanding level with them inside the premises of the business (Harzing and Pinnington,
2015).
Thus, it is the responsibility of HR department to implement or execute both employment
contract and discipline system and seek correct execution of employee termination or liquidation
in the working place. Moreover, even though Posh Nosh is seeking human resource professionals
in the current scenario, it is necessary to understand the parameters of above mentioned system
and accordingly implement inside the working place to seek more legal help in the market place.
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Conclusion:
The human resource covers up a lot of activities in maintaining and sharpening the skills of the
employees of the organization and thereby profiting the organization. It can be concluded that
the recruitment process which is a very vital process that judge the ability of the employee along
with his or learned skills are carried out by the HR of the organization (Harzing and Pinnington,
2015). Furthermore it can be concluded that the training of the employees and their legislative
management are solely dependent on the Human Resource of the organization. Hence Posh Nosh
Limited should deploy Human resource management cell to all its new branches in London and
other part of the world (Guest and Woodrow, 2012).
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