Human Resource Management Report: Carnivore Restaurant Expansion in UK

This report examines Human Resource Management (HRM) principles within the context of Carnivore Restaurant's potential expansion into the UK. It begins by outlining the purpose and core functions of HRM, including job design, recruitment, selection, and employee development. The report then evaluates the strengths and weaknesses of internal and external recruitment methods, as well as the selection process, considering factors like employee morale and the introduction of fresh perspectives. Furthermore, it explores the benefits of various HRM practices for both employees and employers, such as creating a positive work environment, drafting employment policies, and promoting organizational culture. The report also analyzes the effectiveness of HRM practices in relation to organizational productivity and profitability, highlighting the importance of training, development, and good employee relations. Finally, the report includes an application form and concludes by emphasizing the importance of HRM in supporting the growth and success of a business.

Human Resource
Management

Table of Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1. The purpose and functions of HRM..................................................................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection...............................4
TASK 2.......................................................................................................................................................5
P3. Benefits of different HRM practices..................................................................................................5
P4. Effectiveness of HRM practices in terms of organisational productivity and profits.........................6
TASK 3.......................................................................................................................................................8
P5. Importance of employee’s relation that influences decision making.................................................8
P6. Employment legislations and its impact on decision making............................................................8
P7. Illustrate the application of HRM practices with the use of specific example...................................9
Complete an application form............................................................................................................11
CONCLUSION........................................................................................................................................12
REFERENCES........................................................................................................................................13
Books and journals:...............................................................................................................................13

INTRODUCTION
Managing employees and build relationship with clients is very imperative skill to
acquire in the organisation. Human resource Management is a term which defines systematic
approach to the management of resources such as employees in order to gain the competitive
benefit within the organisation. HR managers or professionals takes management decisions and
actions that affect the employer and employee relationship in such employee’s needs and
satisfaction are balanced, improves overall performance, optimum utilization of human capital,
comply with government obligations, to foster individual development. When an organisation
having HR department their chief aim is making organisational goals harmonious with the
employees goals (Anderson, D. A., 2019). This report is going to prepare on the Carnivore
restaurant which is the small business restaurant. The respective business desires to expand its
business operations in the UK where HR manager wants to examine how to hire new employees
who will make a best contribution to the success of new business. The report includes different
purpose and functions of HRM which can be applied to employees planning and resourcing
within the organisation. This report is also discussing the pros and cons of recruitment and
selection process as well as the advantages of different HRM practices for both employer and
employee within the organisation and so on.
MAIN BODY
TASK 1
P1. The purpose and functions of HRM.
The term human resource management defines a complete process of hiring, recruiting,
selecting, training, developing the employees within the organisation. The HR professionals use
their skills and proficiencies to identify the perfect talent, train employees, managing workplace
conflicts, managing pays and wages and many more. Their prime role is to maximize the
performance of employees within the organisation. In context to Carnivore restaurant, the
purpose of HR departments is to acknowledging the employees needs and managing effectively
and efficiently within the organization (Audenaert, M. and Et.al., 2019). The purpose of the
HRM practices is to first identify the issues in the organisation and improves the overall
performance of organisation by investing in the right employees who have right skills, talent and
knowledge. HR professionals must have right equipment, tools, proficient knowledge in order to
identify and recruit the upmost talent and help to succeed in their specific roles, along with this
they must ensuring good working and environment. It includes several functions like internal and
external recruitment, career development, employee compensation and many more.
Purpose and functions of human resource management:-
 Job design and job analysis: One of the major function which HR manager performs to
design job and analysis about the jobs. Job design comprises with the process of
describing roles, duties, operations of the work. Job analysis comprises with describing
the requirements of job such as qualification, skills, experience.

 Employee hiring and selection: A HR manager look for to retain the most qualified and
efficient workforce in the organisation which helps to accomplish the goals of the
organisation (Antonova, K., 2019). It is the key responsibility of HR manager to identify
the best employees to come and work for the organisation (Terziev, V., 2019). A HR
manager is allowed to utilize various types of selection tools to find the right candidate
which includes interviews, reference check, different assessments and many more.
 Learning and development: A HR manager helps employees about the adaptability of
changes in technologies, processes, legal shift with the help of learning and development.
In order to reskill and upskill the employees learning development plays a very important
role towards achieving the long term objective of the organisation.
 Succession planning: It is a process of planning contingencies such as if employees
leaving the organisation. A HR manager performs a very important role in order to
replace the vacancy and will assure about continuity and always focus on to save
organisational expenditures.
P2. Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment: Recruitment is a systematic process to identify and attract the right
candidate to the right job within the organisation (Boongaling, C. R., and Et.al., 2020). A HR
manager identify the job vacancies, analyzing the requirements of job, screening, reviewing
applications, shortlisting and choosing the right candidate in order to maximize the efficiencies
within the Carnivore organisation.
Internal Recruitment External Recruitment
Strengths: This method helps to boost the
morale of the employees and to
retain the top skilled employees
with the focus to reduce the
employee’s turnover in the
organisation (Stokes, P. and
Et.al., 2019). It is also a cost
effective method.
When new employees hired in
the organisation they will carry
with the new ideas and thoughts
which help business a lot. New
employees comes with good
energy and fresh enthusiasm
Weaknesses: It reduces the chances hiring of
new peoples who can get the
new thoughts and perspectives
for the organisation. Along
with this they create boundaries
for the best possible talent.
It is a time taking process.
When new employees hired to
the organisation they are not
friendly with the environment,
as it needs a higher engagement
by them.
Selection: Selection is the very vital process for the organisation in which a HR manager
looking for the right candidate who have right skills and knowledge as well as who can meet the
requirements of the job profiles (Bos-Nehles, A. C. and Veenendaal, A. A., 2019). In the
selection process, a HR manager evaluates several attributes of every candidate such as about his
skills, experience, qualifications, attitude and many more.
Strengths Weaknesses

 A comparison can be done in terms of
knowledge, experiences, capabilities,
skills, work attitude and many more.
 It helps to make an elimination of
those candidates who are lacking with
proficiencies, knowledge and abilities.
 It helps to reduce time and effort and
it is a cost effective method.
 It offers a guideline to evaluate the
candidates with further reference
checking and strict verification.
 In the selection process, there is a
chance that employees will not true
and honest at the test.
 As this is a process in which
employers needs to see candidates
who are not suitable for the position, it
will lead to demotivate the rest of
them because the vacancy is limited.
TASK 2
P3. Benefits of different HRM practices.
Benefits to employees:-
 Creates a positive environment: A HR manager creates some positive workplace for the
employees in order to increase productivity. When an organisation having positive work
environment it boost employees moral and their confidence level to speak up about their
problems and issues that are displeasing them. In context to Carnivore organisation, there
are some ways through which HR manager creates a positive work environment:
 Maintenance organisation b diversity: Organisation tries to follow modern work
culture such as involving different employees of different religions, physical abilities,
races, gender who are working together for a common goal. In such arrangements, a
manager tries to treat every employee equally but it is a legal mandate for
organizations as well.
 Conduct employee service: Employee survey helps to assess the level of employee
satisfaction and their expectations. This surveys helps the HR manager gather facts
about the stuff that displeases the employees such as their areas of improvement, pain
points and expectations.
 Drafts and revises employment policies: It is an important benefit to the employees that
is framing policies which help employees more than organisation with federal
employment or labor laws (Tobias, H. T., 2019). These policies are framed with the
guidelines which are set by laws, HR team and upper management. Following are the
employment policies which are framed to benefits the employees such as; office timing
policy, employment health and safety policy, benefits policy, anti-harassment policy,
employee conduct policy, discrimination policy and much more.
 Conduct induction sessions: A manager designs program for welcoming the new
employees in the organisation. Induction sessions are organized and conducted by the HR
manager in which they informs and introduces about the organization’s work culture and
values. It supports with onboarding activities such as team introduction, workstation
format, and documentation.

 Assists employees during personal emergencies: Most of the times employees have to
deal with their personal emergency kind of situations such as medical emergency or
family urgencies that needs an immediate presence which means immediate or planned
leave of absence that have a chance to be extended. In those situations, a HR manager
have to understand those concerns and response requests of employees.
Benefits to employers:-
 Organisational culture: Human resource management plays a very key role that
influences the work culture within the organisation. It involves company’s vision, values,
beliefs, traditions and the rules of functioning that have to be adopted by the organisation
over a period of time. With the help of establishment of company's standards, guidelines,
procedures enables the individuals to learn the behavior and practices during their work.
 Planning of Change: As the world is changing at very fast speed. Technology is
becoming advanced and updating very frequently, employees come and leave the
organisation finances of the organisation keep changing at a particular period of time. It
is the individual responsibility of HR department to stabilize the organisation with the
rapid change which involves planning for change such as makes to understand their
responsibilities and functions, filling the gap between managers and departments and
involve individuals to talk openly about their surroundings which helps to HR manager to
develop a plan for management regarding changes in disasters, workflow as well as for
reassuring the employees.
 Training and Development: Every employee no matters a new or existing ones, they all
are required to develop their skills and qualities at a particular point of time which makes
them differ from other individuals. A HR manager must be assure about convey the
policies and procedures to all the employees. A HR manager is responsible for the on-
going employee development program which helps to keep updating their skills of
employees with the modern and original ideas which can be productive to the
organisation.
 Developing good relations: The HR department also focuses on the assurance about
good working environment as well as good working relationships among the employees.
They possess the responsibilities of meetings, seminars and other official get-together for
the management. This is the department which interlinks with all the departments and
helps conscripting in the marketing as well as business plans.
 Health and Safety: Human resource department also plays the role of safety and health
in the organisation. It can be done through several policies and procedures, but HR
manager ensures that every individual in the organisation understand the risk of carrying
out certain activities. For example; heavy machines or equipment in the organisation, it is
the duty of HR manager to make a warning signs and posters or relevant instructions
about those equipment, so that it will minimize the chances of accident as well as the
legal action that might cause to the organisation.

P4. Effectiveness of HRM practices in terms of organisational productivity and profits.
Modern organizations are focusing to design human capital that is employees in the
organisation to be more measurable and strategic, with the help of their contribution an
organisation is able to make profits. With the help of having right tools and equipment, a
manager enables to determine as a superior position in which he can make decisions about
resources financial, customer resources, product that can be best allotted. HRM strategies and
procedures developed values for the employees in the organisation which helps to make them
particularly limited. Human capital that is employees can be cultivated and encouraged. When
human resource function is not observed as a cost activity the role of the human resources,
organisational strategy as well as HRM on the performance of the organisation are transformed
(Qian, J. and Et.al., 2019). It should be considered as an investment when human resource
management system supports the business plan in order to facilitate the strategies and to develop
value. In context to Carnivore organisation, there are different HRM practices which helps to
raise profits and productivity for the organisation, some of them are mentioned below:-
Specific human capital investment: Making an investment in the improvement of
specific skills and competencies for a particular job. This investment is less undefined in terms of
employees output as the utilization of particular knowledge is less expected to use in other
organizations.
Training: When the organisation invest in human capital that is employees in the
organisation which is a great investment and it helps to authorize the attainment of basic
knowledge can be used by organisation. This will support as future return of investment.
Better working conditions: It is very important to provide better and improved working
conditions to the employees which helps to raise profits and productivity in the organisation. It
can be improved by the using of various advanced and profession protective tools and aids.
Leadership development: It is very important when a leader plays an important role
towards his employees and facilitate the execution of strategies through building alignment,
growing the capability of other employees, winning mindshare. By the use of leadership skills
can help to improve the productivity of the entire team it will further help to raise the profit for
the organization’s strategies and decisions.
Talent Management: In order to increase the profits and productivity for the
organisation, talent management also works great to hold the current employees and improve
them with greater positions in the business this will help to reduce the cost and employees
turnover (Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019). It focused on enhance the
performance of organisation through several practices which helps to make employees more
profitable for the organisation as well as productive to reach the profits for the organisation.
Employer branding: Employer branding can be considered as a strategy in order to
attract the employees with talent, skills and knowledge and how to retain them. It makes a
special contribution in order to acquire the value that employers give to their staff members in
order to prove its worth to the organisation as well as to the employees (Liu, G., Rong, K. and

Ko, W. W., 2020). This process is very effective for the organizations in order to promote a
brand of organisation to desired target group of individuals.
It has been observed from the above study is that in order to recognize the importance of
different HRM practices is leading some managers to improve the value to their employees. In
order to increase the profits and productivity for the organizations HR professionals and leaders
will try to make more contribution in order to understand and invest more time, money and
attention into building high skilled team of HR that helps to organize effectively high impact
practices.
TASK 3
P5. Importance of employee’s relation that influences decision making.
It is important to understand a relationship between employer and employee which either
they can break or make the organisation (Michel, J. W., Tews, M. J. and Allen, D. G., 2019).
When employees and employers understand better each other can provide a significant help to
the reduction in disputes in industry. Involvement of employees provides and create a greater
opportunities in the organisation that influences decisions which are also affecting their
professional life. When they are getting involved in the organisation they improve the
performance in order to raise the productivities. Employee relations and opinions help a lot for
the organizations. In context to Carnivore Restaurant, when HR managers build strong
relationship with staff members it delivers several offers, some of them are mentioned
underneath:-
 Improves morale: When employees getting involved in the decisions of organisation, it
is a great way to make them feel involved, important as well as it improve their morale.
Higher management must concentrate in order to influence the high moral from the
employees that helps to give employees a good feel (Guerci, M. and Et.al., 2019). It
reduces the low productivity levels and high absenteeism.
 Teamwork: In order to improve the relationships between employee and employer it is
important to work together in teams and coming up with a great solution. When
employee work in a group or team it cannot blame for the higher authorities for the
results and they take a collective decisions towards a common goal.
 More responsibilities: Employees feel more answerable and responsible when they
involved in the decision making process. When employees in the organizations put extra
shifts or extra hours for the organisation they are likely to call as more responsible for it.
P6. Employment legislations and its impact on decision making.
In the organizations, employee legislations are designed to ensure about a good working
conditions and good working environment which help to boost productivity and necessary
response to social and demographic changes. It makes a positive contribution in the relationship
between employee and employer which helps to increase a sense of fairness and trust between
both of them (Carmeli, A. and Et.al., 2021). Employee’s legislations is very important in the
process of decision making in the organisation because they are directly linked with the HR
departments and employees in the organizations. This legislations is usually straight about the

employer and employee relationships. This legislations serves the numerous roles in the HR and
employers which relates to their employees. It helps to determine in the organisation what is
adequate and what is not adequate in decision making. Also these legislations law support the
HR to work ethically. In context to carnivore restaurant, some of these employment legislations
have to be considered in the practice:-
Wages and remuneration: It creates a lawful sense regarding the payments of salaries
or wages to the employees. It act as a remedy or support to the employees against the
unauthorized deductions or delay in payments.
Social securities: These laws provides several benefits to the employees such as
insurance, old age benefits, relief from medical expenses, securities to dependents that is mother
or children or spouse.
P7. Illustrate the application of HRM practices with the use of specific example.
Recruitment and selection is the most general and broadly used HRM practices in the
organisation (Bush, J. T. and Balven, R. M., 2021). In context to Carnivore organisation, there is
a vacancy for account manager:-
JOB SPECIFICATION
Job title: Account Manager
Report to: Branch Manager
Job summary: To build trusted and long-term client relationships. The role is create new
opportunities for the new business.
Responsibilities:
 Maintaining record with clients
 Develop new relationships with customers.
 Convey the note clearly
 Suggestions in new challenges and changes
Qualifications:
 Good interpersonal and managerial skills High school diploma or degree equivalent Negotiation abilities Proven work experience as a Key Account Manager, Sales Manager or relevant role.
PERSON SPECIFICATION
Essential skills:

 Good communication skills
 Basic knowledge of computer
Desired skills:
 Should be flexible and adaptive while working
 An understanding of importance of good confidentiality practice
Patience and caring attitude is must
JOB ADVERTISEMENT
We're HIRING !!
Account Manager (Full-Time)
We are hiring for the candidate who wants to dedicate himself with Carnivore organization, We have a
hiring for full-time Account Manager for the restaurant.
6 days a week with additional benefits. Training and equipment will be delivered. Last date for applying
is 10th June, 2021.
Pay and Benefits
-London Living Wage
-26 Days Annual Leave
-Benevolent Pension Scheme
Contact us today
If you like to join or have any recommendations who is likely
to involved for the same please either:
send you CV to 99 Cliftorn Street, London, United Kingdom,
EC2A 4, GB
or email it to [e-mail]
Preparatory notes of interview:
For the hiring of Carnivore restaurant, here are some questions which are prepare for the
purpose of hiring the account manager:-
Q1. What you have done in your previous jobs?

Q2. What do you know about the role of account?
Q3. What is the process of closing an account?
OFFER LETTER
Carnivore Associations
15th June, 2021
LMN
Dear LMN,
We are happy to inform you that you have been selected for the role of Account Manager
in our organization. Now there is need for cross verification of all documents to background
check and references. We are more mesmerized to propose you for the role.
CTC 16000
Gross 15496
In-Hand 15380
Security Deduction* 1250*12
PF Deduction No
ESIC deduction Yes
This is a full time role from 6 days working and around 8.5 hours a day. As per our
discussion, you can join from 17th June 2021, please admit this mail as a sign of your acceptance.
In case of quarries feel free to contact.
Sincerely,
HR Manager
Complete an application form
APPLICATION FORM
*Fill up the details for the job role with Carnivore organisation.
Full Name: Tony Williams
Current Address: 125, Muffin lane, London, UK
Email Address: William.tony @gmail.com
Phone Number: 6657343221
Applying for Position: Account Manager
Start Date: 17/07/2021
William Tony
Signature

CONCLUSION
It has been concluded from the above report is that human resource management is a very
significant tool which is used to practice in order to the maximum utilization of human resources
who will help to achieve the organisational goals within the organisation. Every organisation has
a department of HRM in which HR professionals plays a role of managing the relationship
between employer and employees in which and shows the best HR practices such as recruitment
and selection, training and development, rewards, compensation, safety and security, employee
satisfaction, managing conflicts and many more. HRM helps to resolve the conflicts between
employees and employers, assures fair working environment, improve communication. Overall
HR manager is responsible for creating a positive environment along with the a positive attitude
towards organisational goals.

REFERENCES
Books and journals:
Anderson, D. A., 2019. Environmental economics and natural resource management. Routledge.
Antonova, K., 2019. Model For Sustainable Management Of Human Resources In
Organizations. SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN THE
CONTEMPORARY ECONOMIC REALITY, pp.48-59.
Audenaert, M. and Et.al., 2019. When employee performance management affects individual
innovation in public organizations: The role of consistency and LMX. The International Journal
of Human Resource Management, 30(5), pp.815-834.
Boongaling, C. R., and Et.al., 2020. Human Resource Training Program of a City Government
in CALABARZON. Asia Pacific Journal of Academic Research in Business
Administration, 6(1).
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International Journal of
Human Resource Management, 30(18), pp.2661-2683.
Bush, J. T. and Balven, R. M., 2021. Catering to the crowd: An HRM perspective on crowd
worker engagement. Human Resource Management Review, 31(1), p.100670.
Carmeli, A. and Et.al., 2021. Underlining micro socio-psychological mechanisms of buyer-
supplier relationships: Implications for inter-organizational learning agility. Human Resource
Management Review, 31(3), p.100577.
Guerci, M. and Et.al., 2019. Moving beyond the link between HRM and economic performance:
A study on the individual reactions of HR managers and professionals to sustainable
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Liu, G., Rong, K. and Ko, W. W., 2020. Promoting employee entrepreneurial attitudes: an
investigation of Chinese state-owned enterprises. The International Journal of Human Resource
Management, 31(21), pp.2695-2713.
Michel, J. W., Tews, M. J. and Allen, D. G., 2019. Fun in the workplace: A review and expanded
theoretical perspective. Human Resource Management Review, 29(1), pp.98-110.
Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource
Management, 17, p.11.
Qian, J. and Et.al., 2019. When workplace ostracism leads to burnout: The roles of job self-
determination and future time orientation. The International Journal of Human Resource
Management, 30(17), pp.2465-2481.

Stokes, P. and Et.al., 2019. Resilience and the (micro-) dynamics of organizational
ambidexterity: implications for strategic HRM. The International Journal of Human Resource
Management, 30(8), pp.1287-1322.
Terziev, V., 2019. Importance of human resources to social development. International E-
Journal of Advances in Social Sciences, 4(12), pp.708-716.
Tobias, H. T., 2019. An investigation into the effectiveness of the performance appraisal system
in the public sector in Namibia: A case of Ministry of Works and Transport Human Resource
department at Head Office in Windhoek (Doctoral dissertation, University of Namibia).