Human Resource Management Report: Posh and Nosh Ltd. Evaluation

This report delves into the Human Resource Management (HRM) practices of Posh and Nosh Ltd., a small to medium-sized enterprise (SME) in the fast-food industry. The report begins by differentiating between personnel management and HRM, outlining the functions of HRM, and exploring the roles and responsibilities of line managers. It also examines the impact of regulatory and legal frameworks. The report then analyzes human resource planning, including the stages of human resource requirements and compares the recruitment and selection processes. It further evaluates recruitment and selection techniques. The report investigates the link between motivation and reward, the process of job evaluation, and the effectiveness of reward systems. Additionally, it discusses methods for monitoring employee performance. Finally, the report addresses reasons for the cessation of employment, employment exit procedures, and the impact of regulatory and legal frameworks in this context. The report concludes with an overview of the key findings and recommendations for Posh and Nosh Ltd.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Differentiate between personnel management and HRM................................................1
1.2 Function of HRM.............................................................................................................2
1.3 Roles and responsibilities of line managers.....................................................................3
1.4 Impact of regulatory and legal framework .....................................................................3
TASK 2............................................................................................................................................4
2.1 Human resource planning in organisation........................................................................4
2.2 Stages of human resource requirements...........................................................................5
2.3 Compare recruitment and selection process.....................................................................5
2.4 Evaluate the recruitment and selection techniques...........................................................6
TASK 3............................................................................................................................................7
3.1 Define link between motivation and reward....................................................................7
3.2 Process of job evaluation..................................................................................................8
3.3 Effectiveness of reward system in different context........................................................9
3.4 Method to monitor the employee performance................................................................9
TASK 4..........................................................................................................................................10
4.1 Reason for cessation of employment..............................................................................10
4.2 Employment exit procedure...........................................................................................11
4.3 Impact of regulatory and legal framework.....................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
...........................................................................15

INTRODUCTION
T Human resource management is backbone of the entire organisation which helps to
maximise the performance of employees and control and coordinate the whole company. This
department is strictly concern about the company and focus about the policies and other systems
too. They are the ones who is responsible for employee’s recruitments, training and
development, rewarding, performance appraisal and design or plan of the employee benefits etc.
They try to maximize the productivity and utilise the all of the employees in a way so that they
can use them effectively and efficiently (Arni, Lalive and Van Ours, 2013). This assignment is
surround by the small and medium size enterprises which is named as Posh and Nosh limited.
This company basically provides fast food, eat in and take away services in the London. This
study covers all the human resource department’s various aspects, work, roles and
responsibilities, how they plan for the organisation by managing employees so they can achieve
the goals. This report will present the difference in between the reward and motivational theory.
In respect with the workers and also consider the process of job evaluation in this sector and the
other factors which affected directly and determining to pay.
TASK 1
1.1 Differentiate between personnel management and HRM
There is a difference between the personnel and human resources management is
falsehood in their own orientations and scope. In the concept of the personnel management, they
have already very constricted and has upside-down approach, where employees seen as a tool.
On the other side, Human resources has wide scope in consideration with the employees as to
assets the company (Bloom and Van Reenen, 2011). There is difference between the personnel
and human resources management are as follows :-
Basic Personnel management Human resource management
Meaning This personnel management
focuses on the relation with their
possess entity or the workforce
known as personnel management.
There is a department in which
they use the man power in very
efficient way. So through this they
can achieve their organisational
goals and objectives.
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Approach It is a traditional approach. This is Morden one.
Types of function They perform routine regular
functions .
They consider strategic functions.
Labour management They work with corporate
bargaining contracts.
They work with individual
contracts.
Decision making They decision making style is quite
slow
They make fast decision
Focus The primarily focus on the
functions like hiring employees,
harmony, remunerating and
training.
They deal with the manpower of
employees. although value the
assets of organisations, to preserve
and use.
Communication skills Indirect communication Direct communication.
1.2 Function of HRM
HRM basically conceal some adequate objectives of the employees along with their
abilities, skills, talent, knowledge, experience too which is essential for the organisational goals
and objectives. In this they manage the employees so they can accomplish their targets (Bratton
and Gold, 2012). Their research is very significant part of the function because through this
planning. They analyse and observe the information so the forecast the human resources supplies
so they can analyse the future human resources needs and demands. There are few function
which follows as:-
Job analysis: - This is the process which is basically describe the profile, nature,
requirement, skills and experience of the job. Job profile description is very important source of
the data for the managers, personnel people, employees through this they leave a great influence
on the practices and personnel programmes.
Recruitment: - It is one of the crucial part of the entire organisations. They look for the
deserving and good candidate for the vacant job position. They identify the most worthy, talented
and dedicated candidate which can also help to raise the growth and progress of the organisation
which will lead to success. They select the employees by various methods by written, interview
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and many more therefore, the aim of human resources management is to find right person who
can fit at the job profile.
Staffing: - Staffing leads to the right person, at the right place, doing right thing, for the
better performance (Buller and McEvoy, 2012). It is essential to make fit the employee as
according to their skills and interest so this will lead to the more effective and efficient result. So
on that will be much beneficial for the company.
Orientation: - This is the very initial step of the fresh employee toward the company. In
this process of orientation, they informed them all about the stuff related to the employees
regarding their working hours, some guidelines, rules and regulations, salary and other beneficial
programmes. They introduced almost all the things in the company.
Performance appraisal: - Whosoever, employee is lead with the great performance in the
company and through which they get benefit. Then company usually give them appreciation as
in the basis of providing promotions, pay increment, performance appraisal, disciplinary action
and many more. Through this the employee and the workers get motivated and try to do hard
work.
Training and development: - To keep their employees updated they organise training and
development programmes so on they can cope up with the new technologies and which
intentionally helps to the organisations to achieve their receptive targets and objectives.
1.3 Roles and responsibilities of line managers.
There are few of the roles of line managers are as follows in the human resources
managements: -
Employee engagement: - Line managers basically supervise the employees so they can
approach to their worker engagements. The culture in social unit is all created by the line
managers. These liners managers they more concerned about the positive aspects of the
employees and through this they empower their strengths in very effective way which will lead
to the benefits and profits as well.
Performance appraisal :- Human resources professionals usually practised by the line
managers of the HRM. Performance of the employees controlled, monitored and evaluated by
the line managers. They usually give the response of their appraisal directly to the employees.
Disciplinary employees :- Employees are responsible for the disciplinary environment in
the organisations. All the workers informed to behave great which is monitored and controlled
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by line managers (Choi, 2011). If any of the employee found with not mandatory behaviours
then the line managers are the one who took few action to correct them.
Performance related pay :- Line managers are the one who measure performance of the
employees and pay them what they deserve by the execution. They should be concerned about
those employees who perform above average they make sure that they will get paid more. Their
pay should be in very fair which is depend on the load and quality of work. They should consider
it equal, not by discriminatory judgement.
1.4 Impact of regulatory and legal framework .
There are many laws in the UK, some of them are as follows :-
Sex discrimination act (1997) and race relation act (2000) :- This law is made to protect
women and men from any biasness by their race, colour, gender, marital status, ethnic,
nationality, education and many more. If any one abide them then, there are penalty charges
which is essential for them to compel.
Equal pay act (1970):- In this law all the employees of any organisation get paid equally
as according to their professional environment (DeTienne, and Cardon, 2012). This protect from
the favourable treatment.
Data protection act (1998):- In this act they describe like how they protect the data of all
the employees of the organisations.
TASK 2
2.1 Human resource planning in organisation
Human resource planning is essential part of an organisation. The Posh Nosh Ltd use
human resource management which helps in running their restaurants easily and make greater
profit. It provides necessary information related to the organisation’s development. It is very
important for every organisation's employees that they perform each task and participated in
every activity which helps in achieving target goal. It provides advance planning, organising and
monitoring their every function and establish great work environment. The company need to
identify their financial position and current status of an organisation (Guest, 2011). The human
resource department helps to provides job satisfaction and give them a perfect work
environment. Posh Nosh Ltd company's managers hire right candidate at right time and place
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them on right position in the organisation. It provides perfect employees at suitable job position
and handle his work in an effective way .
The planning to organise induction programs helps to motivate new employees to give
their best performance in the organisation. It helps to achieve desired goals and objectives in a
specific period of time. The company's managers manage the work of an employees and also
maintain coordination between each worker (Lengnick-Hall, 2011). The analysis of human
resource planning is important because they helps to achieve the target goal which are not get
in last years and that provides growth to organisation. . Planning provides right direction to an
organisation and it is important as follows:
 It helps in choosing right candidates for right place
 It helps to predetermined the target goals
 It provides company's current and future position
 It helps to increase growth and development
2.2 Stages of human resource requirements
Human resource planning is the process in which companies predetermined the company
activities that are managed by the HR manager. . It also helps to identify the suitable employees
in an organisation. There are five stages in human resource planning which are as under:
 Evaluate company objectives- Posh Nosh Ltd.’s main objective is to provides unique
and special food to their customers. They use costly ingredients in their food which
enhance taste of the item. The company coordinates and organise events and wedding
programs in their restaurants. The human resource planning is necessary to evaluates the
new plans and policies of company's..
 Improves in human resource planning- This is the second stage in which company
provides detailed information of the employees to human resource department. It helps
in improving planning functions and manage all activities which are organised in an
organisation.
 Analyse the objectives of human resource- This is the third stage in which main
objective of HR department is to maximise the value of plans and policies which are to
be fulfil in future (lfes and et. al., 2013). The company's manager provides talented
employees who are suitable for the job profile and done work in an effective way.
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 Forecasting the human resource requirements- It is the fourth stage in which
organisation evaluates the human resource requirement. It helps to important to forecast
resources of Posh Nosh Ltd company and also analyse required skills and knowledge of
an employee.
 Availability and requirements- It is the last stage that requires to fulfil customers
demand and they should supply expected food or services in a given time period. The
company should satisfy the customers’ needs and wants.
2.3 Compare recruitment and selection process
Recruitment refers to the process in which human resource identify the suitable candidate
who match with required profile. The manager take interviews then decides which candidates
are selected and which are not selected. The selection is the process in which company's
managers select only those candidates who have required capability and ability to handle the
work. The process of recruitment and selection are as under:
 Searching the job vacancy
 Analysis the form with personal details
 Develop recruitment team
 Apply policy of recruitment
 Process of interview
 Select suitable candidates
 Finally hire the best candidates
In Posh Nosh Ltd, recruitment and selection process is described as under:
The application forms are received by the company's manager and they analyse personal
details of the candidates. Then they choose suitable candidate for the job profile and takes two
rounds of interview in which first is general round and second is HR round. If the candidate
passes these rounds then he/she will be selected for the job. And then candidate join the
company and carry his work and take responsibility.
The other organisation is Zizi restaurant is also use recruitment and selection process
which are almost similar to the above company. The major difference between Posh Nosh Ltd
and Zizi restaurant is that they made unique type of food in an enterprise . And second
difference is that they do not use any outside products that can not suits the customer taste or
bad items which cause diseases to their customers. .
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2.4 Evaluate the recruitment and selection techniques
The Posh Nosh Ltd evaluates the employee’s skills and knowledge which helps to select
suitable candidates. The company should attract their new customers that helps in enhancing the
growth and development of an organisation( ). The company attracts their candidates by
distributing templates and give notification online. The recruitment and selection technique helps
in evaluating best candidate for the match profile in an effective manner. These methods help to
analyse workers behaviour and their skills which are required in future. An organisation should
also recruit only those candidates who are best suitable for this job. The candidates show their
skills during the time of interviews. There are some factors which shows the effectiveness of the
process:
 Notification- The HR manager give notice on online for searching the new candidates for
their company. In this notification they must clearly states the qualification which wants
by them. The human resource department also gives ads on newspapers and publish
templates.
 Reviewing- In this techniques the manager should analyse the background of each
employees which is necessary for the company. The manager receives 100 or more than
resumes of the candidates that match for the job profile.
 Screening- The company can screening the candidates while taking their interviews on
the telephones or face to face. It helps the manager to identify the suitable employee.
 Candidates interviews- This is the final process in which manager takes personal
interviews of the candidates. Some companies take full time interviews in which
candidates has to give face many persons in a day.
On the other side, Zizi restaurant who is tough competitor of Posh Nosh Ltd has also
organise the same recruitment and selection process in the company. The company used only
that methods or techniques which helps to enhance employment growth and evaluates the
weakness of each workers (Martin and Scarpetta, 2012). And the main similarities between Posh
Nosh Ltd and Zizi restaurant is to recruit only those employees who have shows their skills and
knowledge in an effective manner.
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TASK 3
3.1 Define link between motivation and reward
The motivation and reward are totally linked with each other. Motivation is the process
that helps to influence or encourage the employees for doing best work and also improves the
previous performance. The reward system helps to motivate their employees for achieve the
bonus, incentives and extra salary. Reward is the positive factor that provides best result in the
performance of the worker. If an employee helps to get the organisation goals they provides
rewards in any form. The Posh Nosh Ltd human resource department gives reward to measures
its level of performance.
According to the theory of Fredrick Herzberg, who is the theorist of motivation on the
workplace, in this theory he states that internal rewards are better than financial rewards because
it enhance the employees performance. He said that money is not provides enough motivation in
the mind of workers rather than awards or certificates. For example, an employee wants to sale
the target products that provides extra bonus to him and than he can not reach that target so he
will be demotivated so the manager should motivate the workers by internally such as they
provides opportunities to employees that helps in show their abilities and skills.
Motivation is an intangible factor which helps to encourages the employees within an
organisation. The financial rewards such as bonus, salary, incentives etc. and external rewards
like awards, promotions and certificates etc. The company's manager should measures the
performance of every workers and after analyse their work than choose the best performer and
gives him a rewards in any form (Jiang and et. al., 2012). The employees are only motivated by
those person whom they do respect in each manner.
3.2 Process of job evaluation
The process of job evaluation provides size of an organisation that develop strong
relationship. It also helps to assumes design and analyse the job structure in which manage job
and make relations. Job evaluation is the systematic approach that helps to identify the
employees issues or problems (Lengnick-Hall, Beck and Lengnick-Hall, 2011). The company
manages different process which evaluates the current position of the employees. The Posh Nosh
Ltd evaluates the methods for job evaluation and there are two methods that describes job
evaluation.
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 Analytical method- It helps in analysing the current job position that increases the
performance. This includes facts and figures, comparison methods, sole traders can be
evaluated.
 Non analytical method- This is the method which includes job description, job
positions, ranking of employees and paired comparison technique that evaluates the job
of the workers. There are some other factors which influence different factors and
identify the difference roles and responsibilities of an organisation.
Some other aspects that affects payment system are as under:
 Size of an organisation
 Managers skills
 Employees performance measurement
 Profitability of an organisation
3.3 Effectiveness of reward system in different context
The reward system defines the combination of intrinsic and extrinsic rewards that offers
by the company's manager. It also combines policies, practices and different process that helps in
performing office work for system implementation. There are some different rewards that
follows in some contexts. Motivation is positive aspects that helps in encouraging employees.
The bonus payment is based on the workers performance, dedication and motivate employees in
an effective manner. Salary is the other part of rewards system that is important for provides
motivation and enhance its employees performance (lfes and et. al., 2013). Promotion is another
type of rewards in which employees needs to get the higher position. It also helps to motivates
the another co-workers that also provides skills and knowledge. The Posh Nosh ltd gives their
whole effort to learn new knowledge and skills.
3.4 Method to monitor the employee performance
There are various methods and techniques that assist HR manager in monitoring and
controlling the performance of employees. In Posh Nosh it is very important to ensure that all
measures that are taken for analysis and monitoring of performance is at par with requirements
of industry. Proper implementation of these methods will boost organisation ability to control
and direct all efforts and energy of employee on a path that leads to achievement of goals and
objectives (Martin and Scarpetta, 2012). This will improve organisation ability to face various
challenges and uncertainties in future. The team leaders and floor managers need to be assigned
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to keep a check on all activities done by employees. Their are certain methods which will be
adopted by company:
 Daily Reports: This is a method where an team leader or Floor manager or HR manager
will fill in daily reports for workers on the portal. It will be present for any assessment
that is required. Also it will ensure that in absence of HR manager, employees can be
evaluated.
 Quarterly or half-yearly assessment: This is a evaluation that is conducted in every three
months or six months. It ensures that organisation achieves a higher level of productivity.
The employees performance is evaluated and they are put into different category which
states about their level and incentives or punishments that will be given to them.
 Test of Punctuality and attitude: The company uses various system as to test employees
punctuality and attitude towards work and organisation. There are different off work and
on the job assessment that is conducted by organisation as to find out variances.
 Quality of work: This is judged by seniors who observe employee at their work place. If
they are able top serve customer as per requirement and their feedback is also at par then
employees will be rewarded.
TASK 4
4.1 Reason for cessation of employment
It is essential for an employee to deliver all of their efforts in the account of employer so
management has to deliver all rules and responsibilities details to each and every employee of
the organisation which can help to them to generate a better work from employee as per their
expectations (McClean, Burris and Detert, 2013). Cessation of employment is related to
surrendering from job for a justified reason. In the case of Posh Nosh they are working in the
food industry and it is essential for them to deliver a quality services to their targeted customers
by which they can entertain their cause to come in the restaurant. Most of the cessation or
termination is done by the higher management but some time it can be done by the employees
also. But it is has a need to complete notice period in which organisation can recruit a new
employee in organisation which can help to them to retain their work.
So in the case of Posh Nosh, it's employees can be surrender their documents on the basis
of dissatisfaction from salary, management and timings which are justified reasons. Most of the
people which are working in the organisation are left their job for this reason because they are
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