Human Resource Management (HRM2001S) Job Role Comparison Report

This report provides a comparative analysis of Human Resource Management (HRM) job roles, specifically focusing on the roles of Employment Relation Manager and Human Resource Consultant, as defined by the National Occupational Classification (NOC) and the practices observed in British Columbia, using Starbucks as a case example. The report explores the responsibilities, duties, and differences in these roles, highlighting the impact of varying national and organizational contexts on HRM practices. It examines how these roles contribute to employee relations, policy implementation, and overall organizational effectiveness. The analysis includes a discussion of the differences in handling employee issues, policy implementation, and the broader impact on the workforce. The report concludes with recommendations for enhancing HRM practices and improving employee outcomes and offers insights for students seeking to understand the nuances of HRM in different settings. The report also emphasizes the importance of HR professionals in fostering a positive work environment and contributing to organizational success.

Running head: HUMAN RESOURCE MANAGEMENT (HRM2001S)
Human Resource Management (HRM2001S)
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1HUMAN RESOURCE MANAGEMENT (HRM2001S)
Table of Contents
Introduction................................................................................................................................2
Job description of NOC..............................................................................................................2
Employment relation manager...............................................................................................2
Human resource consultant....................................................................................................2
Job description of British Colombia..........................................................................................3
Employment relation manager...............................................................................................3
Human resource consultant....................................................................................................3
Difference in the job description between NOC and British Colombia.....................................4
Analysis......................................................................................................................................5
Recommendation........................................................................................................................5
Conclusion..................................................................................................................................6
Reference List............................................................................................................................7

2HUMAN RESOURCE MANAGEMENT (HRM2001S)
Introduction
Human resource management is an integral part of an organisation that has various
duties to be performed. Several job roles are being provide under a human resource
management department (DeCenzo, Robbins and Verhulst 2016). The paper is a comparison
between the job roles of National Occupational Classification (NOC) and British Colombia.
The job roles that will be compared and contrasted are Employee relations officer and Human
resources consultant (Zhao & Stockwell, 2017). The paper will give a clear view of the jobs
performed by the two officers under NOC and Starbucks that has been under British
Columbia. From the paper, one can evidently find the difference between the job titles under
NOC and British Colombia.
Job description of NOC
Employment relation manager
The National Occupancy Classification has divided the job of Human Research
professionals into various categories that help to analyse the work and the work of the HR
manager becomes easier when the task is being divided to different managing officials.
According to Jacobs (2019), the employment relation manager ensures that the relation with
the employees are healthy that will help to increase the effectiveness of an organisation. On
behalf of the organisation, the employment relation manager ensures that there is no issues
faced by the employees in the organisation (Mondy & Martocchio, 2016). The employment
relation manager will help in resolving any issue that the employee is facing due to the
organisation. It is a link between employees and the management.
Human resource consultant
The Human resource consultant is the job role under human professionals that ensures
that the human capital of the organisation is being taken care and any issues that is related to

3HUMAN RESOURCE MANAGEMENT (HRM2001S)
the employees of the organisation is being taken care by the Human resource consultants
(Armstrong & Taylor, 2019). The policies that are being implemented for the employees or to
ensure right working of the employees are being developed as well as handled by the Human
resource consultant. It ensure that the employees those who are selected are worthy of the job
role and maintain efficiency in the work. It ensures that the organisation works effectively
with the help of the human power that is being hired by the Human resource consultant.
Job description of British Colombia
Employment relation manager
The Employment relation manager of British Columbia ensures that the relationship
with the employees are being maintained developing a good communication with the
employees. As the stores of Starbucks is situated in various parts of the country, the
employment relation manager ensures that every employees is being connected with the
organisational management and develop a good relationship with the employees. This will
help in the right delivery of the products to the customers (Cascio, 2015). The employment
relation manager of Starbucks also ensures that the employees are efficient and every
production details is delivered to the head offices that will help in maintaining the
relationship as well as balance between the employees.
Human resource consultant
Like the duties that are being performed by the human resource consultant of National
Occupancy Classification, the British Colombia also ensures that the human resource
consultant looks into the human power of Starbucks (Mahlamäki, Rintamäki and Rajah2019).
According to the needs of the organisation, it is the duty of the human resource consultant to
recruit people who will help to improve the working style of the organisation (Chelladurai &
Kerwin, 2018). The human resource consultant of Starbucks ensures that the employees are

4HUMAN RESOURCE MANAGEMENT (HRM2001S)
provided with the necessary needs that they want for as well as help them understand the
policies that are being followed by the government.
Difference in the job description between NOC and British Colombia
The NOC develop, implement and evaluate the human resource and the labour
policies and procedure that will bring changes in the working of the employees (Bratton &
Gold, 2017). The employees are being selected by private, public or self-employed sectors.
The main job role is to plan, perform and implement policies that will help in the
development of the working style of the employees in a particular field. The responsibility of
the human resource professionals to advice employees and employers that will be benefited
for the job of the organisation.
On the other hand the human resource professional of British Colombia plans, sets up
and evaluates staff and labour relations strategy wherein policies, procedure and programs
deals with. It ensures diversity in workplace program and assists employees. The British
Columbia ensure that the policies that are being developed by the organisations will help in
the improvement of the working of the employees (Brewster, 2017). The HRM is basically
developed that will help in the improvement of the working of the employees. It ensures
every individual has the right to work in a fair environment and live a better life without the
interference of the management. There are hardly any differences observed between the
National Occupational Classification and British Columbia. However, different countries
follow different style of HR professional that has a great impact on the working style of the
organisation. Hence, it is the duty of the organisational HR to ensure that the employees are
working well and maintaining the relationship amount the employees and management.
There are differences like in the policies there are different ways of handling issues
according to the organisation or the National Occupational Classification and British

5HUMAN RESOURCE MANAGEMENT (HRM2001S)
Columbia. It is important that the HR professional must understand the different ways of
handling employees that will enhance the working style of the employees and employers.
Analysis
From the analysis of the NOC and British Columbia it can be said that both the
organisation work for the betterment of the employees and ensure that the employees lead a
better life and help them develop in their way of working (Real & Percell, 2018). The prime
areas that has been noticed is that both the department has skills that help in the development
of policies and procedures. The Human resource professionals help in the right working of
the employees ensuring them better way of living rather than draining of their skills in a non-
efficient organisation. The human resource professionals prepare a set of policies that are
according to the employment rule of the organisation (Lowe, 2017). The Human resource
professional are being developed to ensure right working of the organisation that will help in
developed the working condition of the employees in the organisation. Various differences
has been witnessed in the HR professional of NOC and British Colombia. It has been
observed that the employees has been working under different pressures that has been
followed by the employees under NOC and British Columbia.
Recommendation
Hence, there are aspects wherein the employees can improve their working style and
help in the right delivery of the work. The HMR can help in finding better opportunities for
the employees and help them develop their financial condition of the employees (ELLIS,
2018) On the other hand it is a way by which the employees can develop their skills with the
help of HRM and maintain a good reputation in the organisation. The HR takes care of the
needs and requirements of the employees ensuring development in a particular field and hike
in salary.

6HUMAN RESOURCE MANAGEMENT (HRM2001S)
Conclusion
The HR professional help in various ways in moulding the characteristics of the
employees and develop relationship with the employees and management. It helps in carrying
out a task efficiently with the help of various policies and procedures. It v=can be concluded
that the HR professional help in the improvement of the working style of the employees
helping them understand the way of working by providing them with adequate training that
they deserve. Hence, the HR is an important factor that will help in the moulding of
relationship with the employees and enhance the working style of the organisation. Both
National Occupational Classification and British Columbia have strong HR professionals that
ensures that the employees are working well and help in the improvement of the working
style of the employees in an organisation.

7HUMAN RESOURCE MANAGEMENT (HRM2001S)
Reference List
Armstrong, M. & Taylor, S., (2019). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. & Gold, J., (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., (2017). Policy and practice in european human resource management: The
Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W.F., (2015). Managing human resources. McGraw-Hill.
Chelladurai, P. & Kerwin, S., (2018). Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. & Verhulst, S.L., (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
ELLIS, P., (2018). Recruitment: the role of the manager. Wounds UK, 14(5).
Jacobs, R. L. (2019). National Occupational Standards. In Work Analysis in the Knowledge
Economy (pp. 113-128). Palgrave Macmillan, Cham.
Lowe, E., (2017). The Role of the Manager in Stress Management. In Rail Human Factors
(pp. 451-461). Routledge.
Mahlamäki, T., Rintamäki, T. and Rajah, E., (2019). The role of personality and motivation
on and
Mondy, R. & Martocchio, J.J., (2016). Human resource management. Pearson.
Real, K., & Percell, H. (2018). Starbucks Corporate Social Responsibility Report.
Zhao, J., & Stockwell, T. (2017). The impacts of minimum alcohol pricing on alcohol
attributable morbidity in regions of British Colombia, Canada with low, medium and
high mean family income. Addiction, 112(11), 1942-1951.