Practical Issues in HRM

This report delves into various aspects of Human Resource Management (HRM), contrasting it with traditional personnel management. It analyzes the functions of HRM, responsibilities of line managers, and relevant employment legislations. Case studies of McDonald's and KFC illustrate recruitment and selection processes, while a Virgin Media case study examines motivational theories, reward systems, and performance monitoring. Finally, a case study of 'The Chicken Master' explores reasons for employment cessation and relevant legal frameworks. The report emphasizes the importance of effective HRM practices for organizational success and employee well-being.

PRACTICAL ISSUES IN THE WORLD OF HUMAN RESOURCE
MANAGEMENT:
STUDENT NAME:
STUDENT ID:
UNIVERSITY:

Table of Contents
Introduction:...................................................................................................................................4
Task 1............................................................................................................................................4
1.1. The difference between personnel management and human resource management:..........4
1.2. Functions of the human resource management:....................................................................4
1.3. Responsibilities of line manager:............................................................................................5
1.4. Analysis of Employment legislations:.....................................................................................5
Task 2............................................................................................................................................6
2.1 Analysing Human resource planning:......................................................................................6
2.2 Stages involved in planning human resource management:...................................................6
2.4 Evaluating the effectiveness of the recruitment and selection techniques in McDonald and
KFC comparing with contextual organisation:...............................................................................7
Task 3: Case study of Virgin Media...............................................................................................8
3.1 The link between motivational theory and reward...................................................................8
3.2 Job evaluation and other factors determining pay in the context of Virgin media:..................8
3.3 Effectiveness of reward systems in attracting talent, retention and motivation.......................9
3.4 Examination of methods Virgin Media uses to monitor employee performance:....................9
Task 4: Case study......................................................................................................................10
4.1 Identification of the reasons for cessation of employment with The Chicken Master............10
4.2 The employment exit procedures used by The Chicken Master:..........................................10
4.3 The impact of the legal and regulatory framework on employment cessation arrangements:
.....................................................................................................................................................10
Conclusion:..................................................................................................................................10
Reference List:.............................................................................................................................11

Introduction:
This assignment is doing to deal with different human resource management duties starting
from recruitment and selection, through employee engagement, motivation determination of
payroll and supervision of the performance to employee cessation. For conferring the topic
helps from the given case studies are taken.
Task 1
1.1. The difference between personnel management and human resource management:
Organisations like McDonald and KFC switched to Human resource management in order to be
modernised with the fast pacing global economy. The main difference between human resource
management and personnel management is the former is a traditional approach and the later is
a contemporary approach to managing workforce within an organisation (Mondy and
Martocchio, 2016, p.87). In addition to it, human resource management is inclusive personnel
management. The key accountability of personnel management is maintaining the record of
employment, employee welfare, personnel administration and labour relation whereas the key
roles of human relation management is development, acquisition, maintenance and motivation
of human workforce within the organisation (Purce, 2014, p.67). In a case of personnel
management, the decision-making is mainly done by the top management while in human
resource management the same is taken after discussing with employees.
1.2. Functions of the human resource management:
The purpose of human resource management in McDonald is lowering the rate of employee
turnover and improvement of employee retention. In order to attend that objective, the human
resource department of McDonald employs different employee engagement policies. They also
conduct different job oriented training session with a view to enhancing the productivity of each
employee (Renwick et al. 2013, p.8). Apart from it, they also provide various benefits as for
example MAC card, regular increment system, reward and recognition strategy as such
employee of the month and service of the year declaration. They also provide their employees
flexible working hour so that they can augment their educational qualification. These help
McDonald to achieve the desired goal and also help it to recover from the infamy of “Mac Job”.
1.3. Responsibilities of line manager:
In the case of a small business organisation, there is no separate human resource department.
However, these small organisations have an alternative method to manage their human
workforce. They usually employ a human resource specialist who manages human resource

issues inside the organisation (Cleveland et al. 2015, p.146). This human resource specialist is
called line manager. The key responsibility of line manager is employment engagement,
performance appraisal, disciplining employees, managing performance-related pay, keeping
records of holidays and attendance of each and every employee of the organisation.
1.4. Analysis of Employment legislations:
The primary objective of employment legislation is to safeguard the rights of both employees as
well as employers. It also explicates the legislation that is essential for running an organisation.
It also grants proper ways to follow in case any of the fundamental rights of any party is
disordered or violated (Barnard, 2012, p.54). It ensures the equality in the work front and
intervenes is there is any mistreatment. The employment legislation comprises various acts
listed the table below in order to cover all the workplace related issues.
1. Sex Discrimination Act 1995/97
2. Race Relations Act 1992
3. Race Relations Amendment Act 2000
4. Equal Pay Act 1970
5. Disability Discrimination Acts 1995 & 2005
6. European Working Time Directive
7. Employment Act 2008
8. Employment Relations Act 2004
9. Work and Families Act 2006
10. the national minimum wage
11. Data Protection Act 1998
12. employment tribunals
Table 1: Employment legislation
(Source: Griffith and Macartney, 2014, p.135)

Task 2
2.1 Analysing Human resource planning:
Human resource planning is crucial for the gross productivity of the organisation; the main
objective of human resource planning is maximising the productivity with the existing human
workforce as well as other resources. HR acts as a link between the employer and employee
and also maintains a balance between their needs (Lăzăroiu, 2015, p.97). HR planning also
ensures the lesser conflicts, filling the gaps if any and evading of any shortcomings in the
organisational processes. The key elements of HR planning comprise anticipating labour
demand, evaluation of the labour supply in accordance with the total workload. Apart from that
projection of optimum labour force is also a part of Human resource planning.
2.2 Stages involved in planning human resource management:
Figure 1: Stages involved in planning human resource
(Source: Mondy and Martocchio, 2016, p.87)
Human resource management is actually a strategic process of managing human workforce
within the organisation. Planning of these starts with the projection of optimum human force for
attaining the strategic goal set by the management. The next stage is finding the right employee
with appropriate skill at the proper time (Graves et al. 2013, p.86). Maintaining the pace with fast
moving socioeconomic, legislative and industrial trends is also an important stage of human
resource planning. One thing must keep in the back of the mind while planning human resource

management is to make the whole planning process flexible enough to withstand in a sudden
change in the market.
2.3 Comparison the recruitment and selection process:
Recruitment is a process of attracting people with desired skills whereas selection comprises
elaborated steps to incorporate the applicants as employees (Skudiene and Auruskeviciene,
2012, p.49). In the case of McDonald and KFC, the recruitment process is more or less same.
In both cases, the recruitment is a decentralised process. However, McDonald follows batch
hiring and KFC put stress on attracting right applicant. In both organisations, recruitment is
further divided into internal and external recruitment process. On the other hand, there is a
significant difference in the selection process of both of the company. In McDonald, the
selection process includes initial screening and interviews which are structured and
unstructured as well as top level and lower level. Moreover, McDonald conduct personality,
cognitive ability tests as well as tests for motor and physical skills. In the contrast, KFC does not
have any interview process after initial selection though KFC also conducts physical.
Behavioural and skill test.
The recruitment and selection of McDonald are more intricate than KFC. In the given
organisation where there are no such HR policies for recruitment and selection process. It is
recommended that they can follow the footprints of either of the multinational company
mentioned earlier to mend the recruitment and selection process. Although, the recruitment and
selection process of McDonald is more strategic when compared to KFC.
2.4 Evaluating the effectiveness of the recruitment and selection techniques in McDonald
and KFC comparing with contextual organisation:
In both organisations, the external recruitment process includes advertisement in both online
and offline media. The internal recruitment consists of the promotion of an existing employee in
a new job. Recruitment follows the initial selection process which leads to an interview and
testing the skills of the applicant. By this, both KFC and McDonald determine whether the
applicants are suitable for the vacant post. With proper planning and appropriate efforts both the
company successfully accomplish the recruitment and selection process (Tzabbar et al. 2016,
p.54). They also carry out background check in order to ensure the safety of the organisation.

Task 3: Case study of Virgin Media
3.1 The link between motivational theory and reward
In order to improve the employee retention motivation is very important. In accordance with
Maslow's Hierarchy of need theory, there are different types of need such as fundamental
needs and growth needs. The needs of affiliation come under "growth need"s. If this needs of
affiliation are fulfilled the person attain both personal and professional growth; hence, it can be
said that the fulfilment of growth needs motivated an employee to give more in work front
(Sharma, 2013, p.2). One of the best ways to fulfil the growth needs is rewards and affiliation. It
is not always necessary that reward is in the forms of monetary reward. Simple thank you and
recognition of efforts can also effectively fulfil the growth needs and hence, motivate a person to
be more productive. The human resource management department of Virgin mobile also use
this theory to motivate their employees. They provide different increments and declare
employee of the month to motivate its employee.
Figure 2: Maslow’s hierarchy of needs pyramid
(Source: Wamuuru and Muchangi, 2016, p.8)
3.2 Job evaluation and other factors determining pay in the context of Virgin media:
Determination of the payroll of an employee depends on primarily on the job evaluation. Job
evaluation is a lengthy and intrinsic process which needs systemic and strategic approach.
Virgin Media basically follows two types process for evaluation of the job inside the organisation.

Those two processes are Analytical, which includes factor comparison, points rating,
proprietary brands; and the Non-analytical Job evaluation process consists of job classification,
job ranking, paired comparisons (Wamuuru and Muchangi, 2016, p.8). Apart from job
evaluation, there are few more factors which influence the payroll of an employee as for
example Seniority, Size of the organisation, Industry sector, Employee performance, Skills and
experience as well as Profitability of the organisation.
3.3 Effectiveness of reward systems in attracting talent, retention and motivation
While discussing reward system of Virgin Media, it is very much contextual to confer extrinsic
and intrinsic reward system that the organisation employs to attracting talent, retention and
motivation. Extrinsic rewards are defined as substantial rewards that an employee receives for
their performance as for example salary rise, bonuses, gifts, promotion, compensation and
commissions (Renwick et al. 2013, p.5). On the other hand, intrinsic rewards include tending to
give individual approval to an employee, such as feedback, information, recognition, trust as
well as the relationship with the company. These rewards have fulfilled the needs for growth of
an employee thus very much effective for attracting talent, retention and motivation.
3.4 Examination of methods Virgin Media uses to monitor employee performance:
The following processes are different ways that virgin media uses to monitor employee
performance.
1. The quality of work:
2. Observe personal habits:
3. Review personal presentation:
4. Carry out random checks:
5. Punctuality:
6. Check their attitude:
7. Carry out a client survey:
Table 2: Methods for monitoring employee performance
(Source: Townley, 2014, p.92)
These seven monitoring techniques virgin media evaluate the effectiveness and productivity of
their employee and determine the rearward and payroll in accordance with the performance.

Task 4: Case study
4.1 Identification of the reasons for cessation of employment with The Chicken Master
The basic grounds of the cessation of employment Needs of the Business, Poor employee
performance, Violation of Company Policies and Closing of the Business (Griffith and
Macartney, 2014, p.145). Apart from the first and last one all other grounds of employee
termination is valid for Faisal, the employee of The Chicken Master. He is continuously
neglecting his duty and using companies’ resources for a personal cause which is strictly
prohibited in the employment agreements of The Chicken Master stated in The Chicken
Master’s employee handbook. Faisal also acknowledged the acceptance of the handbook by a
receipt.
4.2 The employment exit procedures used by The Chicken Master:
The employee exits procedure can be through resignation, Exit Interview, Out-Processing
Procedures, Confidentiality and termination of service (Barnard, 2012, p.54). As Faisal is not at
productive and on he never paid attention to his employers and caught red handed while
severely violets the norms of the organisation. Hence, the employer terminates Faisal’s
employment.
4.3 The impact of the legal and regulatory framework on employment cessation
arrangements:
As the Bob Jones has enough evidence in his favour to prove the casualness as well as ill
behaviour and laziness in performing the designated duty. In the employee tribunal, the claims
of Faisal will be surely proved wrong. This is the way the legal and regulatory framework
impacted the employment cessation process.
Conclusion:
It can be concluded after reviewing the whole assignment that human resource management is
vital to the success of any organisation. With the specialised knowledge, the human resource
personnel can motivate an employee in such a way so as the productivity of the employee
increases which reflects in the overall profitability of the organisation. Moreover, it is very
crucial to employ a right person in order to maintain the brand image of any organisation.

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