Boosting Employee Retention through Effective HR Strategies at Posh Nosh

This assignment discusses the significance of exit interviews and regulatory & legal framework in employee cessation at Posh Nosh, a company that started taking exit interviews to improve its HRM practices and reduce employee turnover ratio. The study highlights the importance of adapting HR planning to be more dynamic and flexible, enhancing employee performance through motivational theories like Maslow's, and complying with regulatory frameworks like Equal Pay Act and Disability Discrimination Act.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Differentiating Personal and Human Resource Management...............................................1
1.2 Assessing contribution of HRM towards organizational purpose.........................................2
1.3 Responsibilities of line managers in HRM...........................................................................2
1.4 Impact of legal and regulatory framework over HRM..........................................................3
TASK 2............................................................................................................................................3
2.1 Reasons for HR planning and its importance in business.....................................................3
2.2 Stages involved within the procedures of HR planning........................................................4
2.3 Comparing the recruitment and selection procedure of Posh Nosh with Mc Donald...........4
2.4 Evaluation of the effectivenesses of the techniques used at Posh Nosh & Mc Donald........5
TASK 3............................................................................................................................................6
3.1 Assessing link between motivational theory and reward systems........................................6
3.2 Key elements of job evaluation and factors determining pay...............................................6
3.3 Assessing the effectiveness of reward systems for Posh Nosh.............................................7
3.4 Ways for monitoring employee-performance at Posh Nosh.................................................7
TASK 4............................................................................................................................................7
4.1 Identifying the circumstances where employment will be ceased by employees.................7
4.2 Differentiating employee exits from one organization to other............................................8
4.3 Impact of regulatory & legal framework in employee cessation at Posh Nosh....................8
Conclusion.......................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The managing of a business or human resources of an organization is termed as Human
Resource Management. The process of selecting, attracting, training and assessing employee
along with organizational culture & leadership forecasting is taken under considerations of
HRM.
With a 25 year experience Posh Nosh Limited has been serving excellency in terms of
quality in their food and drinks. So the report mainly throws light upon how effective & formal
human resource management at Posh Nosh can lead to its enhancement & advancement (Aab
and et.al. 2014).
TASK 1
1.1 Differentiating Personal and Human Resource Management
Below are given some key differences between personal & human resource management:
PM HRM
1. People are managed in traditional way. 1. Modern approach is used for management of
people.
2. Personnel administration, welfare of
employees & labor-relation are key points of
focus.
2. Acquisition, development, motivation &
maintaining human resource of organization
are main keys of focus.
3. People are treated as the key for getting
desired outcomes.
3. People get treated as a very precious &
utterly important resource to get desired
outcome.
4. Division of labor is served as the basis for
designing of job.
4. Team-work is reated as the basis for job
designing.
5. Training & development opportunities are
less.
5. Training & development opportunities ar in
ample.
6. Full authority in terms of decision making is
given to top management.
6. Collective decisions are being taken on the
basis of employees participating, authorities
etc.
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So with particular reference to Posh Nosh, the best suited case will be of Human
Resource Management. The reason is that decisions involve participation of each & every entity
in association with cited organization. Furthermore, team-work will serve as an effective tool for
handling of various resources.
1.2 Assessing contribution of HRM towards organizational purpose
Being a SME, the organizational structure of Posh Nosh is very flat . So there is an
effective need for assessing its purposes by aid of HRM as follows:
Recruitment:
Job seekers in an optimum quantity could be generated by application of this type of
positively affecting activity (Tzabbar, Tzafrir,and Baruch, 2017). Also, currently employed
workers seek out for new opportunities or promotion. The cited company can take of their
official website to promote the vacancies and also make use of store boards.
Selection:
Rules and regulations need to be kept in mind while selecting of appropriate candidate
from numerous applicants of a particular job at Posh Nosh. This way selected candidates will be
best suited as per requirements of job.
Training:
Customer is given the highest priority at Posh Nosh. So to offer them with enhanced
services and keep up that customer base, selected employees get a proper training for
development of their career with Posh Nosh.
Development:
Various development programmes are organised by Posh Nosh so that their managers and
chefs along with other workers are able to enhance their skills.
Rewarding:
Employees are motivated by offering them through various rewards such as flexibility in
working hours, attractive & competitive salary, discount in staff-terms etc.
1.3 Responsibilities of line managers in HRM
At Posh Nosh, each and every employee has to directly report to line manager. They
carry that information towards senior management about their teams or employees. Employees
get monitored by them and performance report is given to senior managers (Van den Heijkant,
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and eta.al., 2015). Also, he has to consult with HR team in need of employee requirement.
Accordingly, applicants are interviewed by line managers. Also, its a line manager's duty to
effectively train the selected employees. An important role is showcased by line managers since
they have to regularly perform quality check over efficiency of employees. If employees are
performing in desired way according to line manager then, organizational purpose of posh Nosh
that is to satisfy customers, will be served greatly.
1.4 Impact of legal and regulatory framework over HRM
In order to stay in the industry on long term basis Posh Nosh has to follow the various
sort of legal & regulatory frameworks involved within HRM. Stuffing, compensation & benefits,
regulation & maintenance of employee along with welfares (Salehi-Khojin and et.al., 2013).
Stuffing involves various acts such as Child Labour act-1961, Employment-exchange
act- 1959, Apprentice-act- 1961, Bonded-Labourer-act- 1976 & Contract labour-act 1970.
Compensations & benefits involve acts such as Payment-wages-act 1936, minimum-
wages-act 1936, payment-bonus-act 1965, Equal-remuneration-act 1976.
Maintenance involves following set of acts such as factories-act 1948, employees
provident-fund-act 1952, state-insurance-act 1948, payment-of-gratuity-act 1972, workmen's-
compensations-act-1923, maternity-act 1961, nines-act 1952, motor-transport-workers-act 1961,
environment-protection-act.
Regulation involves trade-union-act 1926, industrial-dispute-act 1947, industrial-
employment-act 1946 and sales-promotion-act 1976.
TASK 2
2.1 Reasons for HR planning and its importance in business
Posh Nosh is very famous for its entire chain of fast food items along with eat-in and
take-away catering services. To manage its growing business HR planning holds utter
importance because of following reasons: Strategy: With ample of knowledge about organizational success being affected by
human capital, bottom line of Posh Nosh will be improved b y HR. Expertise leaders in
field of HR strategic management take part in decision making of corporate world. Compensation: Realistic company-wages are being developed, competitive to other
businesses in area , either in same industry or different in accordance with employees
possessing similar skills (Caligiuri, 2014). Various surveys are conducted so that the
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compensation costings are maintained with the current organization status of finance &
revenue that has been projected. Training & development: The training & development from HR im ply a coordination
among new-employee orientation leading to stronger relationships in between employer
& employees (Aab and et.al. 2014). Compliance : The Posh Nosh will be able to comply with federal state of employment
laws with aid from HR. Recruitment & selection: Most deserving candidates will be able to get recruited with
efficient HR. Also, their good hiring decisions are responsible selection of some good
bunch of employees. Performance appraisals: when these are given to employees at regular intervals by HR
then, employees will be motivated and carry on with duties effectively.
 Managing public relations & public disputes: All the public relations as well as
business-relations are maintained with help of HR. Also, the disputes that occur within an
organization are able to be managed by HR's help.
2.2 Stages involved within the procedures of HR planning
It serves as link connecting the human resource management & organization's strategic
plan (Zikic, 2015). So different stages involved within the procedure of HR planning are: Data collection: In relation with all the employees working in an organization that is
from line managers along with prioritization of major issues, data is required. Data segregation : According to the metrics which has been defined as per stores & their
geography, collected data is being distributed. Accumulation of employee requirements: On basis of handled responsibilities, employee
needs are accumulated (Van den Heijkant and eta.al., 2015). Data Analysis: Further on basis of employee's performance, collected data is analysed.
 Performance comparison: As per the environmental factors, in the last stage, current
performance will be compared with the one of previous year.
2.3 Comparing the recruitment and selection procedure of Posh Nosh with Mc Donald
Recruitment and selection procedure of Posh Nosh:-
In case of Posh Nosh first of all a proper screening of applicants is done. Screening can
easily determine the qualities and knowledge that is possessed within an individual.
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Furthermore, personal interviews are being conducted. In it the candidates who do not deserve
to be a part of Posh Nosh get eliminated. The deserving candidates are then directly selected by
HR team of Posh Nosh.
Recruitment and selection procedure of Mc Donald:-
The recruitment and selection procedures of Mc Donald are totally different. In the
recruitment process, first of all a written test is being conducted to get an idea about knowledge
within an individual (Tzabbar, Tzafrir and Baruch, 2017). Furthermore, the screening is
conducted followed by the personal interviews. The selection procedures at Mc Donald are both
pre-hired oriented & new-hired-oriented.
2.4 Evaluation of the effectivenesses of the techniques used at Posh Nosh & Mc Donald
Evaluating the effectiveness of recruitment and selection process of Posh Nosh:-
These techniques used by Posh Nosh are a bit immature. So the attributes of human
resource planning have to be developed to make it a sustainable and perfect organization within
the market.
 Recruitment: It is effective since recruits are being taken by screening. Here huge
amount of them get eliminated so that best ones are available with best-resources.
Furthermore, the method of personal interview further assist in selection of best
deserving candidate (Salehi-Khojin and et.al., 2013). Selection: The method of directly selecting candidate is very inappropriate. The selection
method of pre-hire and new-hire shall be incorporated by Posh Nosh.
Evaluating the effectiveness of recruitment and selection procedure of Mc Donald:-
The methods that Mc Donald utilises for recruiting and selecting appropriate candidates
are highly organised & dynamic as well.
 Recruitment: This process is very much disciplined. Taking of written & aptitude tests
allows the HR to get an idea about IQ and knowledge possessed within an individual.
Furthermore, screening and personal interview allow them to get more detailed idea
about selecting the most deserving candidate.
 Selection: The pre-hire and post-hire orientations are adequate.
Henceforth, since Posh Nosh is a highly developing and prospering organization, its HR
planning procedures shall be modified a bit so that they are able to build up a potential future for
themselves by introducing flexibility and dynamism in their strategies (Caligiuri, 2014).
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TASK 3
3.1 Assessing link between motivational theory and reward systems
The behaviour is directly affected by motivation for performing of tasks in order to get
desired results. On the other hand, reward system is concerned with the formulation and
implementation of strategies.
In order for satisfying the needs of customers, the motivation & reward system get linked
with each other. Posh Nosh utilises the Maslow's Hierarchy theory for motivating their
employees. Salaries are provided in adequate to their employees along with rendering of growth-
opportunities (Aab and et.al. 2014). In case of reward system, they make use of rank method. In
it, on the basis of production, accuracy & hygiene factors, employees are ranked. This way
overall the performance of employees at Posh Nosh is enhanced and they stay motivated while
performing every task.
3.2 Key elements of job evaluation and factors determining pay
Variety of jobs are available at Posh Nosh. So, evaluation of them is done by following
methods:-
 Ranking: As per the rank and worthiness, jobs are ranked.
 Classification: Pre-established grade descriptors are the basis of comparison for job
descriptions.
 Point factor: General factors are minimised to sub -factors and accordingly weight s &
points are given to each of the factors (Zikic, 2015). Determination of grades is done on
basis of these factors.
Payment gets determined by the following factors:
 Freshers are given less payment as compared to experienced & senior employees.
 Higher payments are given to those designated at high posts.
 Performance, efficiency and skill-set are considered while determining pay-scale at Posh
Nosh.
3.3 Assessing the effectiveness of reward systems for Posh Nosh
Employees are motivated and remain satisfied with the aid of reward system. They are
able to perform efficiently and contribute towards the betterment of organization in the best
possible way (Van den Heijkant and eta.al., 2015).
Following are the reward systems that Posh Nosh follows:
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1. Intrinsic reward: Employee recognition & appreciation are included in the non-monetary
methods under this category.
2. Extrinsic reward: Giving bonuses, gifts, vouchers, coupons are included in monetary
methods under this category.
The employee growth is assured by its aid along with organizational-growth. Through
them, Posh Nosh is able to grab the attention of new talents. Also, attaining of skilled employees
is made possible by fulfilling their needs and requirements (Tzabbar, Tzafrir,and Baruch, 2017).
Furthermore, equal growth opportunities are offered along with fair decision-making procedures
through which employee stays motivated in order for reduction of employee-turnover.
3.4 Ways for monitoring employee-performance at Posh Nosh
 Feedbacks will allow sharing of information about individual employees by management
in form of effective report.
 Productivity reports allow the management to know about their employee's efficiency
in order to determine their performances at the end of production.
 Accuracy reports allow the management to effectively monitor the performance level of
employees.
 Variance analysis will allow management to differentiate between the expected results
and actually attained outcomes. Loop holes are effectively evaluated through this at Posh
Nosh.
TASK 4
4.1 Identifying the circumstances where employment will be ceased by employees
Employees are most likely to cease their employment when compensation provided to
them is very low (Salehi-Khojin and et.al., 2013). Also, poor working environment demotivate
them. Whenever they feel that there is a lack of motivation and growth opportunities then, they
don't feel to work in cited organization for long.
Key measures that Posh Nosh can adopt for reducing employee turnover:
 Reward system should be fair thereby abolishing favouritism and focussing over
individual performance.
 Integrity policies shall be undertaken for improvements in working-environment quality.
 Adequate growth opportunities shall be created and given to employees for their
individual-growth (Naghibi, Sani and Hosseini, 2014).
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 Employees shall be valued as assets of Posh Nosh so that they get motivated to perform
their duties.
4.2 Differentiating employee exits from one organization to other
Difference is there in employee exit from one organization to other. Some have 1 month
while others involve 2 month period notice. At certain organizations resignation letter is accepted
but other make use of e-exit forms.
Employee exit procedure comparing:-
Posh Nosh Mc Donald
1. Managers are sent resignation letter from
employee.
1. E-exit form is utilized.
2. 2 month notice-period has to be served
before exiting (Caligiuri, 2014).
2. 1 month notice-period has to b e given after
consideration of e-exit form.
3. Effective decisions are discussed with
employee in case they want to retain.
3. Hr conducts exit interviews with employees
as a final attempt for retaining them.
Significance of exit interview:-
To have an idea about consequences which have to be improved, developing manager at
Posh Nosh started taking exit interviews. At the end they emerged out to be much more
beneficial for the adequate improvements at Posh Nosh and reduction of employee-turnover
ratio.
4.3 Impact of regulatory & legal framework in employee cessation at Posh Nosh
UK's jurisdiction and laws imply that on basis of cast, gender, disability or colour none of
employee shall be ceased. Cited organization is forced to work under Equal pay act(1970) &
Disability Discrimination Act(!995 - amended 2005) for equality maintenance among its
employees. Sex Discrimination Act (1975/1995/1997)restrict employee termination on basis of
gender. Employment equality act of 2003 and 2010's Equality act restrict employee-termination
because of harsh relations. Also, UK jurisdiction has made some strict punishment in case if
anyone of these laws are disobeyed (Aab and et.al., 2014).
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Conclusion
HRM has huge significance for organizations such as Posh Nosh. By making comparison
with Mc Donald, it was concluded that HR planning of Posh Nosh needs to be modified to make
it more dynamic and flexible. Furthermore, to enhance employee performance, motivational
theory of Maslow's shall be effectively applicable. Also, adequate measures need to be
undertaken by HR to reduce employee turnover ratio. Moreover, one needs to stay abide by the
regulatory framework in accordance with employee cessation.
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REFERENCES
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Van den Heijkant, and eta.al., 2015. Randomized clinical trial of the effect of gum chewing on
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