Comprehensive HRM Report: Strategies for Posh Nosh Limited

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case of Posh Nosh Limited. It begins by differentiating between human resource management and personnel management, highlighting the proactive nature of HRM and its focus on both present and future needs. The report then assesses key HRM functions, including HR planning, recruitment and selection, performance appraisal, employee maintenance, and reward systems. It outlines the roles and responsibilities of line managers in HRM, emphasizing their role in aligning employees with organizational goals and managing individual performance. The report further examines the impact of legal and regulatory frameworks on HRM, such as the Sex Discrimination Act and the Race Relations Act. It analyzes the reasons for HR planning and its importance, detailing the stages involved in planning human resource requirements, and compares recruitment and selection processes. The report also explores the link between motivational theory and reward systems, evaluating the effectiveness of reward systems in the context of Posh Nosh Limited, and identifying ways to monitor employee performance and reduce employee turnover. Finally, the report examines employment exit procedures and the impact of legal frameworks on employee cessation arrangements.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
1.1 Differences in applying human resources management and personnel management.....3
1.2 Assessment of functions of human resources management............................................4
1.3 Roles and responsibilities of line managers in HRM......................................................5
1.4 Impact of legal and regulatory framework on Human Resources management..............6
Task 2.........................................................................................................................................7
2.1 Analysis of reasons of HR planning and its importance.................................................7
2.2 Stages involved in planning the human resource requirements......................................8
2.3 Comparison between recruitment and selection process ................................................9
2.4 Evaluate the effectiveness of recruitment and selection techniques................................9
Task 3.......................................................................................................................................10
3.1 Link between motivational theory and reward system..................................................10
3.2 Key elements involved in the job evaluation process....................................................11
3.3 Effectiveness of reward systems if different contexts of Posh Nosh Limited...............11
3.4 Ways to monitor employee's performance in the organisation......................................12
Task 4.......................................................................................................................................13
4.1 Identification of ways to reduce employee turnover.....................................................13
4.2 Employment exit procedures of two organisations.......................................................14
4.3 Impact of regulatory and legal framework on employee cessation arrangements........15
Conclusion ...............................................................................................................................15
References................................................................................................................................16

INTRODUCTION
In the realm of modernisation and hyper competition, corporate bodies are becoming
more concern to acquire significant position in the volatile marketplace. With a view to attain
long-term goals and objectives, business entities lay its emphasis to increase its productivity
along with improvement in performance of employee. Moreover, to retain existing human
resources in the workplace and attain competitive advantage, it has become crucial to
implement the aspects of human resource management. Human Resources Management
(HRM) is philosophy of management of groups and individuals in business organisation. It
comprises of various management theories and models which can be implemented in a firm,
so as to enhance employee engagement and avail ample of career growth and development
opportunities for them so that they can reach to success. The present module introduces
various functions of HRM that are contributing to organisational purposes and objectives.
Furthermore, with the context of Posh Nosh Limited, recognition of HR activities and
practices will identified.
TASK 1
1.1 Differences in applying human resources management and personnel management
Earlier, business organisation were not known of aspects of HRM and its various
functions, as they used to have personnel management in their workplace, which is the
traditional approach to manage and control employees and monitor heir performance. In the
present case scenario, the small and medium sized enterprise (SME), named Posh Nosh
Limited has recognised the need to consolidate the HRM approach in its workplace, in order
to arrange and manage work and employees (Arafat and Ahmed, 2013). So, the company
need to have an understanding of key differences between personnel management and
human resource management, some of them are mentioned below:
Human Resources Management Personnel Management
HRM is proactive kind of nature. Personnel management is basically reactive in
nature.
It is mainly concerned with the present as
well as future necessities and objectives.
This approach only emphasis to measure and
control present management system of the
organisation.
It is resources centred practice which is It is centred towards employees, including

mainly focuses on the managerial aspects,
development and growth of workforce
within the organisation.
hiring process, training and development,
maintaining and compensating the workforce
of the firm.
On the demand of business, activities are
performed, thus it is an open-minded
approach. It is more focused to motivate its
employees and inspire their performance
(Armstrong and Taylor, 2014).
Strict defined rules and procedures are there,
which monitor and govern the relationship
between management and workforce.
On the basis of performance of employees,
they will be paid which increase their
morale and provide them job satisfaction.
Here, job satisfaction and morale is considered
as major sources of improved performance.
On the basis of fixed structure, employee are
paid.
Direct communication process Indirect communication process
Decision making process is fast and
effective
On the contrast, decision making process if
very slow.
From the above analysis of differences between HRM and PM, it can be depicted that
Posh Nosh Limited should lay its concern over the aspects of HRM, in order to enhance the
performance of employees. Also, to attain success and growth in an effective way, it has
become necessary for the company to adapt human resources management approach within
its workplace, which can be done by implementing its several employee engagement
techniques and practices.
1.2 Assessment of functions of human resources management
Human Resource Management has wide range of functions which can be adopt by
Posh Nosh Limited in its workplace in order to achieve organisational purposes and goals
within the standard time period. The key functions of HRM are stated below:
 HR planning: The main function of HR team of the organisation is to plan its
business activities in effective manner, so that desired outcomes can be attained.
Moreover, it is a systematic approach to link organisational objective with employee's
performance.

 Recruitment and selection process: This is the another major function to conduct
effective recruitment and selection process by picking up right candidate at right rime
for appropriate job position.
 Performance appraisal and management: The Posh Nosh Limited is also required
to organise appraisal programmes for employees, whereby their performance is
recognised and they will be rewarded so that they can get sense of motivation and
concerned within the company (Boeri, Patacchini and Peri, eds., 2015.).
 Employee Maintenance: Another major function of HRM is to avail health and
safety measures for employee in the workplace and maintain their interest by
conducting some team activities.
 Reward and Pay: The Posh Nosh should form its pay structure according to the
performance of employees. Moreover, they will also be judged on the basis of their
behaviour, attitude and management skills, according to which their pay scale will be
decided by HR manager.
1.3 Roles and responsibilities of line managers in HRM
Line managers have prominent role in the organisation. The HR professionals of Posh
Nosh is required to:
 Align people in the direction of organisational purposes. They are should be in line
with the mission and vision of the firm. The line managers are responsible to provide
them right guidance and direction towards their common set of goals.
 Engage employees in the organisational activities and decision making process. The
HR professionals need to develop commitment and belief among employees, so that
they can direct themselves accordingly (Chang-Richards, and et. al., 2015).
 Manage individual's performance in the workplace, line managers can undertake
various steps and techniques to monitor employee's contribution in the
accomplishment of provided tasks or project.
 Measure the performance of employees, whether desirable outcomes are acquirable.
So, the are responsible to improve their work structure and work environment and
culture of the organisation.
 Encourage, listen, empower and inspired them and also need to provide ample of
career opportunities so that they can grow and prosper (Engle and et.al., 2008).

 Manage employee's relationship with their employer and develop positive work
environment in the workplace.
 Train and guide them according to the requirement of the firm. Here, the HR
manager of Posh Nosh Limited need to train its employees so that they can render
better customer services according to demand and needs of customers.
 Guides the management department to strictly abide by the legal compliances and
laws of HR, so that all operations of HR can be done smoothly.
1.4 Impact of legal and regulatory framework on Human Resources management
Employment legislations comprises of judicial frameworks which will protect the
rights of employees within the workplace and maintain smooth and positive relationship with
workers and other senior authorities (Fleetwood and Hesketh, 2010). There can be various
issues arises in the workplace, regarding health and safe working conditions, discrimination
and legal working ages, so its is necessary for Posh Nosh Limited to comply with all
regulations and legislations of employment law. Further, the impact of these regulations on
HR practices of the company can be described as follows: Sex Discrimination Act (1995/1997): This act protects women and men from being
discriminated on the basis of their marital status or sex in the workplace. Moreover,
this act is also concerned with the training, employment and education of employees,
so that they can grow and develop their career. Race Relations Act (1992- amended 2000): In order to prevent any kind of
discrimination on the grounds of nationality, race, colour, ethnic and origin (Fox,
2008). Now, the Equality Act 2010 has superseded this act, incorporates most of its
provisions. Disability Discrimination Act: To protect the rights of disable people for
employment, goods and services, transport and education, this act is applied in the
workplace. Equal Employment Opportunity Act: This employment law provides equal
opportunities to employees regarding their aims and objectives. That is, they should
not be discriminated on the basis of gender, men and women should be provided with
equal wages and salary.

 Employment Act: This act comprises of several procedures for compensation for
financial losses, resolution of any kind of disputes and also involve provision of
enforcement of minimum wages and salary regulations
TASK 2
2.1 Analysis of reasons of HR planning and its importance
Human Resource planning is a systematic approach of matching the requirement of
employees with availability of job positions anticipated in the firm over a standard frame of
time (Role of HRM. 2013). Moreover, it can defined as process to ensure the availability of
right number of people, at right time and place, who have capability to accomplish work in an
effective and efficient manner. The Posh Nosh Limited is required to implement HRP
(Human Resource Planning), which includes main four factors:
Quantity: The number of employees required in the organisation need to be predicted.
Quality: Abilities, skills and knowledge required in accordance to the need of Posh
Nosh limited organisation (Freeman and Ceriello, 2011).
Space: To investigate, whether office premises have space to allocate human
resources and at which position.
Time: For how long employees are required should also be answered by the HR
manager of Posh Nosh while developing a plan.
Cost: To know, whether HR plan is cost effective is also need to analyse by the HR
manager (Guest and et. al., 2012).
Some main reasons of implementing HR plan in the organisation is given below:
 To forecast the future and present requirements of the organisation.
 It ensures the optimum use of workforce within the organisation.
 It is also studied to the face the issues and challenges arising in the business because
of environmental factors.
 In order to make changes according to advancement in technologies, modernisation
and globalisation, HR planning is done.

 To determine the training, recruitment and induction level, human resources planning
is done, so that Posh Nosh Limited can make changes according to changing market
trend (Haines and Bandt, 2002).
 Human Resource Planning is also done to assess the cost of workforce and
accommodation requirements.
2.2 Stages involved in planning the human resource requirements
Human Resource Planning comprises of many stages, which need to followed by
Posh Nosh Limited in a significant and appropriate manner. It starts with: Analysing the inventory of existing workforce: The Posh Nosh Limited is required to
examine its inventory or manpower, that is, their efficiency, productivity and quality
of work will be examined in relation with the internal and external environmental
factors. Forecasting Human Resource Requirements: Once the inventory of manpower is
being analysed then it is required to estimate the present and future demands of
workforce. The HR team of the Posh Nosh then forecast the need and requirements of
human resources in the organisation. If there is need of new human resources then
people will be hired, existing employees will be transferred and effective plan should
be made which includes budget constraints, new services and many more. Forecasting Human Resource Availability: The HR team lay its concern over to
determine the supply of manpower in and out of the company. Current inventory of
talent, skilled and knowledgable people will be checked which includes wastage and
stability rate of employees. Determine the gap between demand and supply of human resources: The gaps
between requirement and availability of human resources will be investigated,
according to which an effective action plan will made by the HR professional of Posh
Nosh Limited.
 Action plan: Once the human resource gaps has been estimated then its is required by
the company to make effective action plan, comprises of many HR practices and
activities, such as R&S process, training and development sessions, appraisal and
cessation programmes.

2.3 Comparison between recruitment and selection process
Within an organization, recruitment and selection play vital role as it helps the firm to
select skilful and knowledgable employees. Different organizations have diverse set of
recruitment and selection process so that they will be able to get capable employees who will
suit the vacant post (Werner and. et. al. 2012). In this context, Posh Nosh make use of
following recruitment and selection process:
First of all they make use of newspaper and internet in which they provide
advertisement. Through this they get to know the people who are interested for the vacant
post. All the candidates who have applied for the post are called and personal interview is
taken. This is mainly done by the HR. the main roles of HR is to identify the skills and
capabilities which the candidates possess. After interviewing all the candidates, the best one
is selected. In addition to this, selected candidates will be asked to provide two of the
references and management do check with the references and then the selected candidates are
provided with offer letter.
Squid and Pear is a service provide like Posh Nosh and is located at UK. As stated
above, different organizations have diverse recruitment and selection process. In this context,
cited firm provides information regarding vacant post in newspaper and internet. Further, all
the allocation are checked and among them those are selected which are appropriated
according to qualification (Stone, 2013). Then selected candidates are called on for group
discussions. Under this, 5 to 8 people are provided with a topic and they have to speak over
it. All those people who have proper knowledge and confidence are selected and called on for
personal interview. They are then interviewed by HR and they will identify the skills and
compare it with the vacant post. Then similarly like Posh Nosh, management will ask for two
references and which will be cross checked. Then they will be provided with offer letter.
2.4 Evaluate the effectiveness of recruitment and selection techniques
When both the organizations are compared, then it can be stated that the recruitment
and selection process which is adopted by Posh Nosh is good. However, there are cases in
which firm fail to find out capable employees who will be able to support the organization in
achieving the goals and objectives. This is because the recruitment and selection process of
this firm is not effective when compared with other firm that is Squid and Pear. There is only
one single step which is personal interview. There are cases in which HR fails to get capable
employees. On the other hand, Squid and Pear have two different rounds held in which one is
group discussion and then personal interview. With the help of personal interview,

organization identify the person who have knowledge related to the topic provided and
through personal interview HR aims at identifying the skill's ad capability which the
candidates possess. In addition to this, they also check of the reference which are provided to
them. This way organization is able to find out employees according to their requirement of
vacant post. In this context, Posh Nosh should make changes in their recruitment and
selection process so that they get better result and find capable employees for vacant post.
TASK 3
3.1 Link between motivational theory and reward system
The Posh Nosh Limited should effectively link its reward system with motivational
practices, so that employee's morale can increase, along with their work efficiency and
productivity. Motivation is an definite approach to encourage and influence employees, in
order to increase their work performance in the organisation (Stockdale and Kühne, 2007).
Now, to increase motivational level among employees, it is required to provide them
impressive and fascinating rewards. So, initially the needs and demands of employees
required to analyse, according to which they can be provided with substantial rewards and
benefits. The HR team of the Posh Nosh can adopt many motivational theories to know the
needs and requirements of employees. Maslow' Hierarchy of Needs is best effective theory
which comprises of five level of needs.
At initial level, an employee demands for physiological needs, which comprises of
food, shelter and cloths; these needs can be fulfilled by providing them minimum worth
salary or wages. The next level need is related to safety and security of job, which can be
fulfilled by assuring their job for long period of time. Then employees seek for maintaining
the social relationships with their colleagues, friends and other family members. The Posh
Nosh can fulfil their social needs by providing them family holiday packages, compensation
leaves, medical insurance and other facilities (Ristow and et.al., 2009). Once his social need
are satisfied, then he will seek for esteem needs, which can be fulfilled by giving them
prestige position in the workplace, facilitating all other luxurious services, such as personal
cab, accommodation establishments, tour packages, flight tickets and other facilities. Lastly,
after acquiring all facilities and benefits, employees reach to the self-satisfaction level, in
which he attained great level of achievements, recognition and identification, now they are
satisfied and reach to the level of self-actualization.

3.2 Key elements involved in the job evaluation process
Job evaluation can be defined as a procedure to examine and evaluate the worth of
particular job assigned to employees, along with its effectiveness. The job evaluation process
of Posh Nosh Limited is particularly concerned to convert the skills and strengths of
manpower into effective set competencies. The HR manager of the company is responsible to
rank and evaluate the performance of employees according to which their pay structure has
been designed. Initially, the employees of the firm must be concerned about this job
evaluation process, the importance of this process should be communicated to employees, in
order to acquire the acceptance of their approval and acceptance (Regis, 2008). Then , an
effective team need to be build by the HR professionals and managers who will be
responsible for evaluation of work performance of employees along with assignment of
particular job position. Now, employees are assigned with particular designations with
specific job descriptions. Then employee's performance will be examined according to
overall productivity and optimum outcome obtained by the organisation. There are certain
elements which need to be followed by the company in an effective manner. There are two
methods of job evaluation process, which can be used by Posh Nosh Limited in order to
evaluate the performance of employees: By setting parameter: The Posh Nosh Limited need to set a definite parameter, on the
grounds of which employee's performance will be evaluated (Randhawa, 2007). The
company need to set a time limit for its workers to accomplish the project within
standard time frame, by maintaining its quality and work structure. The workers are
required to maintain the standard of its customer service while delivering event
catering services to customers.
 Techniques: There can be various techniques used by the company to evaluate the
performance, it can be 360 degree feedback appraisal and review method.
3.3 Effectiveness of reward systems if different contexts of Posh Nosh Limited
The Posh Nosh Limited is required to implement effective and fascinating reward and
appraisal system within its workplace to increase motivational level and confidence of
employees. Employee work and accomplish their tasks, in order to seek for more
opportunities and satisfy their needs (Pettit and Sykes, 2015). So, it is very essential to satisfy
their needs and demands. Rewards can be given mainly in two forms; the following below are
kinds of reward system which can be implement by Posh Nosh Limited in its work place:

 Intrinsic Reward System: These are kind of reward system in which employee's work
is bee recognised, according to which they will be given more responsibilities, they
are allow to participate in decision making process, greater job opportunities, freedom
and discretion is provides, along with wide range of diversity of work activities and
opportunities for personal development and growth. So, employees will be highly
motivated which will influence their productivity and efficiency in significant
manner.
 Extrinsic Reward System: These rewards are provided to employees in intangible
forms. It comprises of two parts; Financial and Non-financial. Financial rewards are
provided on the basis of performance and their implied and explicit membership
within the organisation (Morley, Heraty and Michailova, eds., 2016). The Posh Nosh
Limited can provided performance bonuses, merit pay plans, incentives, commissions
and can share profitable part of the organisation. Apart from this, there are also many
other benefits which are availed to them, so that their confidence and motivational
level can reach to higher extent. However, non-financial rewards can also be availed
to them, by offering them secretary, impressive titles, work assignments, parking
spaces, lunch hours and office furnishings.
3.4 Ways to monitor employee's performance in the organisation
There are many effective measures are evolved to monitor the performance of
employees of Posh Nosh Limited. The following techniques and methods can be used by the
firm in an effective manner: By setting Benchmarks: In this technique, an appropriate standard and benchmarks
will be set by the HR team of the company, according to employee's performance and
their behaviour will be monitored in the workplace (Mendenhall and Osland, 2012).
If the performance of employees matches with the set standard then they will be
rewarded and appraised. However, the gap between organisational objectives and
employee's performance will also be evaluated. Observation: Activities, behaviour pattern in team and employee's work will be
observed in the office premises without letting them informed about this. So, by
proper observation method also, they be judged and evaluated (Tulgan, 2010). Performance Reviews: The Posh Nosh Limited can make use of many effective
performance tools, like checklists, self-evaluating sheets and many more, with the

help of these techniques employees will e able to record their work and rank
themselves. 360 degree feedbacks: By undertaking 360 degree feedbacks approach, the Posh
Nosh Limited will be able to take feedbacks, reviews and view point of an employee
by his team leader, colleagues, peers and other staff member (McDonnell, Scullion
and Lavelle, 2013). He will be judged at 360 degree, that's why this technique is
called 360 degree feedback.
 Report back: It is an effective process, in which employees themselves report back to
their team leaders about any issues and challenges they are facing in the organisation.
Moreover, they will be responsible for their own performance.
TASK 4
4.1 Identification of ways to reduce employee turnover
Cessation process can be described as an act of dismissing or firing employees from
the workplace. There are many reasons behind the large number of turnover of employees in
the organisation. The Posh Nosh Limited is required to identify these reasons, some of
reasons are stated below:
 Unsatisfactory working conditions, employees may not find comfortable zone there
and many feel unsecured, which will become the reason of their cessation from job
(Brookins, 2016).
 Loss and damage of firm's assets or property, there are various attractive items
available, like fascinating décor items, utensils and other expensive items which can
be stole by any of the caterer. So, he will be terminated because of this nuisance.
 Violation of company's norms and policies during the employment course
 Family issues or health problems (Jackson and Mathis, 2010).
 Misconduct or persistent complaints in the firm or due to presence of any incapability
of skills related to catering services among employees can also become big issue.
 Poor management and customer services will also let the company to fire their
employee.

So, there are various ways by which employee's turnover rate can be reduced. The
Posh Nosh Limited can adopt voluntary redundancy method, in which employees are given
many choices, they are provided with many retirement benefits, such as pension schemes and
lump-sum payout. By acquiring such benefits, employee turnover rate can be decreased.
Moreover, by conducting proper training and developing sessions fro employees who lack
sufficient knowledge, skills and talent, in order to improve their knowledge and confidence
level. In addition to this, they will also
4.2 Employment exit procedures of two organisations
The exit interview is an open and systematic opportunity for the employees who want
to leave the company to provide relevant reasons to HR manager of the company behind their
independent departure from office. The exit interview of Posh Nosh Limited and Squid and
Pear is mentioned below:
Posh Nosh Limited Spear and Pear
In the exit procedure of Posh Nosh Limited,
employees are required to serve 30 days prior
notice to the company about their leaving
process, along with the relevant reason. An
exit interview will be conducted by the
owner of the company to the reason behind
it. The HR manager of the company will
satisfy the needs and demands of employee
he asked for, in order to retain him. If an
employee found out to be indulged in any
illegal activity or violate the norms of the
firm, then he will be given last chance. If an
employee failed to adhere by all legal
compliances and legislations of the company
then will be given termination letter.
On the contrast, the exit procedure of Spear
and Pear is different from the Posh Nosh
Limited. Here, workers need to provide 15
days notice letter to the company before
leaving it. Then an interview will be
conducted by the HR manager of the
company to know the reasons for leaving. If
he get satisfied, the employee will be handed
over the termination letter along with his all
documents.

4.3 Impact of regulatory and legal framework on employee cessation arrangements
The Posh Nosh Limited is required to comply with all legal acts and employment
laws, in order to run the business operation in an effective manner. The following below are
legal frameworks which need to be complied in the workplace: Employee safety and health Act, 1992: This law provide all safety measures to
employees regarding any health and safety issues (Hughes and Ferrett, 2015).
Moreover, they are provided with all facilities order to protect them from any kind of
unfavourable situations in the workplace.
 Racial Discrimination Act, 1975: The Posh Nosh Limited can also minimize the act
of discrimination in the workplace related to their race, colour, age, gender and other
demographics. So, with the assistance of this law, their rights will be protected in the
workplace.
CONCLUSION
It can be inferred from the above study of aspects of human resources management,
that each organisation should effectively implement this approach in its workplace, in order
to gain sustainability and growth. It can also be concluded that, HRM also deal with all
activities of business and employee's engagement within the workplace. The Posh Nosh
Limited can also implement human resource planning, along with its functions to ensure
profitability and attain long-term success.

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