Human Resource Management Report: Analysis of Posh Nosh Ltd

This report provides a detailed analysis of Human Resource Management (HRM) practices at Posh Nosh Ltd, a Small and Medium Enterprise (SME) in the food industry. The report begins by contrasting traditional personal management with modern HRM, highlighting the need for Posh Nosh Ltd to adopt a systematic HRM approach to support its expansion goals. It then explores various HRM functions, including recruitment, employee relations, training and development, compliance, safety, and performance appraisal. The role of line managers in employee engagement and performance evaluation is also discussed. The report further addresses legal and regulatory issues within HRM, such as equal employment opportunities, employee relations, health and safety, and sexual harassment. The report then delves into HR planning, covering the importance of training, development, and effective resource utilization. It outlines the stages of HR planning, including assessing objectives, forecasting demand and supply, matching demand and supply, and developing an action plan. Finally, the report compares recruitment and selection processes, providing insights into how these processes are handled by Posh Nosh Ltd and a larger company like Tesco. The report aims to provide a comprehensive overview of key HRM concepts and their practical application within a business context, with a specific focus on Posh Nosh Ltd.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
Task 1.........................................................................................................................................3
1.1..........................................................................................................................................3
1.2..........................................................................................................................................4
1.3..........................................................................................................................................5
1.4..........................................................................................................................................5
TASK 2.......................................................................................................................................6
2.1..........................................................................................................................................6
2.2..........................................................................................................................................7
2.3..........................................................................................................................................8
2.4..........................................................................................................................................9
TASK 3.....................................................................................................................................10
3.1 .......................................................................................................................................10
3.2........................................................................................................................................10
3.3........................................................................................................................................11
3.4........................................................................................................................................12
TASK 4.....................................................................................................................................12
4.1........................................................................................................................................12
4.2........................................................................................................................................13
4.3........................................................................................................................................14
CONCLUSION........................................................................................................................14
REFERENCES.........................................................................................................................16

INTRODUCTION
Human Resource management is that concept where the company manages their
resources in order to achieve the business objectives with in time period. It is an effective
function of HR manager that focus on the resources of the organisation. Human resource
manager has to perform some roles and duties in organisation which are related with the
selection and recruitment of employees, provide incentives and many more (Jabbour and et.
al., 2013). The present report is based on Posh Nosh company which provides the varieties of
food to customers. Further various techniques of recruitment and selection has been
discussed. Moreover, reward and motivational theories are explained with the context of the
organisation.
Task 1
1.1
In the ancient time people who were engaged in business activities having traditional
approach into their organisation. They were hardly manage the things when company went to
the expansion mode. Here, Posh Nosh Ltd is a SMEs and having the traditional approach as
its CEO is controlling all HR issues. Now they realised the need of systematic human
resource management policy in their business so that the owner can concentrate on the core
thing of the business. PM works on traditional approach. It is quite different from HRM as it
is totally depends on traditional approach. PM covers functional tasks like manpower
planning, recruitment, job analysis, filing the need of talented candidates,payroll
administrations, training to newly employed candidates for enhancing the skills of such
candidates and existing employees as well when they need (Jiang and et. al., 2012). While
human resource management is a modern approach as it focuses on the most efficient
implementation of manpower in the organisation. Therefore the organisational goals or
targets could be achieved. HRM classified manpower as the valued assets of the organisation
while in personal management people treats manpower as a cost to the company. HRM is a
huge approach than PM as later deals with checking the availability of skilled taskforce. As
the Posh Nosh limited wants to expand its business so that it need to have qualified staffs for
managing the work. Therefore it needs to convert its policy from personal management to
human resource management for improving the work culture of the organisation.

1.2
To successfully operate an organisation, company's key individuals have to focus on
human resource management department so that it can give the organisation power to fulfil
the business needs (Kakuma and et. al., 2011). Human resources management includes
personal management activities and other activities like leadership, motivation,creating
organisational culture,co-ordinating,staffing etc. There are various human resource areas. But
in small business,without having dedicated human resource team it is easy to achieve the
same kind of effectiveness via outsourcing human resource functions. There are some
functions which are explained herewith:
RECRUITMENT: Posh Nosh's HR department key function is to recruit the most
eligible candidate on the vacant positions. Company's HR team advertise job positing,
eligible candidates,screening of applicants,conducting interviews at primary stage and
coordinating with the shortlisted candidates so that they could hire the most talented
candidate.
EMPLOYEE RELATIONS: Posh Nosh Ltd's HR manager is liable to manage
effective employee relationship with the help of nourishing the employer employee
association via quantifying job satisfaction, employee participation and redressing employees
disputes (Knowles, Holton III and Swanson, 2014).
TRAINING AND DEVALOPMENT: HR professional of the restaurant chain has to
organise trainings to give required knowledge to the employees for their development. By
conducting T&D programme for the newly appointed employees for the enhancement of their
work skills.
COMPLIANCE: It is the legal requirements which will have to comply with labour
and various employment laws by Posh Nosh Ltd's human resource management team.
In the Posh Nosh Limited HR team will contribute value to the organisation via short listing
the appropriate candidates so that such employees participate in the company's success.
SAFETY: . As per industrial norms, Posh Nosh Ltd's HR must have to generate a
protective working atmosphere to the employees. So that employee can feel good in the
safety workplace.

APPRAISAL AND MOTIVATION: Posh Nosh Ltd's HR is to create appraisal and
motivation to the employees to feel them enthusiastic towards their work (Kraaijenbrink,
Spender and Groen, 2010).
1.3
Line manager are the persons who have responsibilities for making link between
employees and superior level of management. They have to report to the supreme managers
about the work done by the employees. They manages the employees of the company. Small
size organisations with less employees usually do not have appropriate HR team in their
organisations. Recruitment and handling of employees are carried out by line managers. Line
managers are the person who are responsible for routine responsibilities for adopting HR
initiatives. Line managers are usually appointed in the small size organisations. They are
having the roles and responsibilities of the Posh Nosh Ltd. Which are mentioned herewith:
EMPLOYEE ENGAGEMENT: line managers are generally have supervising their
employees . This is the severe factor in employee engagement. Line managers urge the
strength of the employees so that they can contribute to the organisation in a batter manner in
the meanwhile they also have manage the negative aspects of employees level of work
(Meredith Belbin, 2011). Posh Nosh Ltd's HR team evaluate employee engagement via
conducting surveys,but engagement is created through line mangers.
PERFORMANCE APPRAISAL: It is designed by the Posh Nosh Ltd's HR team but
such is used by the line manager. Employee performance and behaviour are evaluated by the
line managers. Review is given in a one to one meeting between line manager and employee.
For having it efficient, it must be communicated in a intelligible way.
Posh Nosh limited is a Small and Medium size Enterprise. So that it can have quality staff to
implement the work in an appropriate manner appointed by the line manager of the Posh
Nosh Ltd.
1.4
There are many issues in human resource management in terms of legal and regulatory
framework. Human resource team have the key responsibilities of comply with all
employment related, health and safety related and other laws which are are applicable to the
organisation where it operate (Messersmith and et. al., 2011). Posh Nosh Ltd is required to

follow all the below mentioned legislations and policies for effectively manage their
workforce,described underneath:
These are to confirm that company's process is transparent and fair. There are some legal and
regulatory issues which are mentioned here:
 Equal employment opportunities: Company have to give same opportunities to all the
employee so that discrimination in the work can be avoided.
 Employee relations: HR team tries to improve the relations among the employee so
that union can be generated. Therefore they can be able to raise any issues and submit
it to employer for the redressing such issue (Ployhart and Moliterno, 2011).
 Health and Safety at workplace: It is the company's responsibility to generate such
kind of environment where employee safety provided.
 Sexual harassment: Adequate environment must be the foremost priority of the
employer so that sexual abuses with women can be prevented at the workplace.
Sexual harassment fall out when an employee is being treated as an unfairly due to
sexual abuse. It is occurred when undesired sexual act is done by one person to
another.
TASK 2
2.1
Human resource planning helps the organisation to identify their current and future
needs for the achievement of business objectives. It also help the organisation to make proper
strategy to target objectives (Adeniji, Osibanjo and Abiodun, 2013). The importance of
human resource planning is considered as important in Posh Nosh limited and these are as
follows:
 Training and development – The human resource manager have to make proper
planning to provide the training and development programme to new employees. This
is a essential step to make a strong relationship between the employees and
employers. Through this the employees can easily understand their roles and duties
which they have to perform in organisation.
 Development of human resource – Human resource planning helps the manager to
identify the skills of employees at different levels of organisation. They have to also

identify the job at different levels and should organise various training and
development campaign to new employees so that they can perform their task in
efficiently and effectively (Armstrong and Taylor, 2014).
 Proper utilization of human resources – This planning measures the utilization of
manpower to achieve the objectives in efficient manner. Through this the manager can
provide the optimum utilization of resources so that they can maximize the overall
cost of production.
 Future Manpower needs – Human resource planning ensures the smooth functioning
of organisation objectives. As it determines the manpower of future needs in terms of
the number and kind. While analysing the future manpower needs the manager also
identify the current needs of their.
 Recruitment of Talented personnel – The most essential purpose of human resource
planning is to recruit and select the most potential candidate to fill the job vacancy in
organisation. Through this planning it helps to determine the human resource
inventory level and recruit the new employees to perform their task properly.
2.2
Human resource planning assess the manpower requirement Posh Nosh Limited
company for a future period of time (Avey and et. al., 2011). HR planning is a continuous for
identification of human resource objectives for achieving the best results in future. The
following are the stages of human resource planning:
Assessing the objectives of human resource planning in organisation – The HR
manager have to analyse internal and external factors which affect the goals of Posh Nosh
company. Through this the company will able to determine their strength and weaknesses to
cope with competitive market. The opportunities will help the company to make more strong
position in the market.
Demand and supply forecasting – The company have to forecast the future needs of
HR in terms of quality and quantity. Through this the company can meet with the desires of
personnel requirements to achieve organisation results. The company can estimate the future
human resource needs with the help of current situation of organisation needs. Through this
they can analyse the plans and procedures in appropriate manner (Bloom and Van Reenen,

2011). On the other side, with the help of supply man power the manager can analyse the
current resources with the availability of future resources in organisation.
Matching demand and supply – In this step the manager have to forecast the future
demand and supply in organisation. The manager have to maintain the equilibrium point of
demand and supply so that shortage and over staffing of issues will be solved in proper way.
If there is more that requirement of staff then it will reduce the level of existing employment.
Action Plan – In last stage, the manager is concerned about surplus and shortage of
human resources. More activities are included in this step which help the manager of Posh
Nosh to execute the HR plan. These activities are related with recruitment and selection,
training and development and so on.
2.3
Recruitment and selection is the process of to identify the potential candidates for the
job vacancy in organisation. The manager have to identify the applicants form large number
of applications to fill the post (Brewster and Mayrhofer, 2012). The following is the
comparison of recruitment and selection process of TESCO and Posh Nosh limited.
Posh Nosh Limited TESCO
 Firstly, the manager find out that in
which post job vacancy has been
arisen and post and announce the
vacancies through the newspapers or
online services.
 After this manager gives the job
description along with the person
specification in notice of the
organisation.
 Then manager will select the
appropriate and best candidates from
large number of applications and they
will be called for the interview with
the HR person (CHUANG and Liao,
 The manager are identified the
candidates through the online
websites like naukri.com and so on.
 In this the manager collects the
various applications form and select
the suitable candidate and then
applicants are required to pass the
online test before moving further.
 Then those candidates will be selected
who has successfully pass the first
round.
 Now the manager will conduct an test
which is based their abilities and
provide various choice to select the

2010).
 Now the manager will conduct the
some test to check their abilities
whether they are able to perform there
duties properly or not.
 Then the selected candidate will have
an interview with high authority and
HR manager will provide the training
session to new employees for their
job profile.
answer properly.
 The manager will called the
candidates or the second interview
and hire the those employees who are
suitable for the job.
2.4
The effectiveness of recruitment and selection process in both organisation is quite
good. In Posh Nosh company the managers are using the better techniques to select the
suitable candidates for the company. On other side, the managers are able to identified the
candidates from the online post. While selecting the employees in Posh Nosh company it
sometimes waste the time of managers to select the best suitable candidates for the job.
Through the managers sometimes did not identified the potential candidates (Daley, 2012). In
addition to TESCO company the managers are able to select best candidates which ensures
about the effectiveness results of the company. The selection and recruitment procedure of
both the companies are different and it depends upon their budget that what kind of
techniques they are using to select the best candidates.
For the selection of best employees the manager have to conduct the proper test which
shows the ability. Through this the organisation can achieve the best results with in stipulated
time period. Without using techniques of recruitment and selection both organisation will not
able to select and recruit the potential candidate for company. Posh Nosh is an large
organisation and the recruitment and selection of employees is easy for them. TESCO is also
a large company then they have to select the employees according to the requirement and
which does not damage the reputation. Both the organisation manager are doing their work
properly and using the best tools and techniques to select the best and appropriate candidate
for the company (What Is Human Resource Management?, 2017).

TASK 3
3.1
Motivation refers to get affected individuals by the other individuals so that they can
create a great sense understanding in terms of their work. Money is to be considered the most
effective motivator. Employee who has been given some money for their task are more
committed and motivated to their work. Reward is the benefit which may either monetary or
in kind given by the supervisor or manager to the someone for doing something. These are
con-firmly correlate to each other. As per mash-low views, employee is going to be
motivated to their task if their five stage of want fulfilled. Therefore company must have a
clause to give reward for the perpetuity of their need. Manager usually follow two different
theories. i.e. theory X and theory Y. According to theory X, normal employee do not usually
like work and ignore work whether they know the work or not (Purce, 2014). Because theory
X is mainly focused on penalty instead of reward. Therefore company urges theory Y which
motivates them to do great work. Manager may implement positive motivation tools to urge
employee to generate better work while some manager uses negative motivation tools to urge
employee. As per general view,money urge employee to motivate and it gives its impacts.
Therefore it must motivate the employee for the development of the organisation. Meanwhile
there are other amenities which is also facilitating employee for development of the
organisation.
3.2
There are various elements which are used as a key element at the time of job
evaluation process. The person must be well educated and have a proper knowledge about the
job. The candidate should also have some special skills which are related to that process.
Following are the key terms for a candidate necessary for a job:
Knowledge: The candidate should have the adequate learning and minimum
specialized training for a particular field and also it has to be well enquiry about the work
which he has to be done.
Skills: The person should have a proper and efficient skills so the person can do his
duty according to the work (Shuck and Wollard, 2010). Candidate should has some manual
skills so all the work can be managed effectively.

The candidate should take decision according to will if the work is so complex all the
decision have to take by the candidate.
The candidate have a ability to don work with others in any situation and always do
the work on time with more efficiency.
The person have the capability to supervise the work of a team, so they can work
properly with wasting the resources.
The candidate should be innovative and also have to develop ideas so the firm can
earn maximum profit. The payment to the employee is nominal at the initial stage and get
increment at the end of each year (Vörösmarty and et. al., 2010). And also the incentives are
also related with the salary.
3.3
An effective reward system helps and motivates the employees to do the work in a
manner and without wasting the resources. And it not only motivates or encourages the
employees but also helps to maintain a goodwill of the company in the eyes of shareholders.
None of the employee remains in the organisation for long time but this reward system helps
them to remain longer with the firm. Some of the reward system are written as follow:
MONETARY: Monetary reward system means that the reward are given in the form
of money. Money helps the employees financial and it motivates more than the other
strategies. These can be in the form of salary increment or bonus and many others.
NON MONETARY: These are not in the financial form but it affects and encourages
the employees. These type of incentives are giving gifts, honour, prizes in the offices. Like
employ of the month is the best example for this type of reward (Wright and McMahan,
2011).
EXTRINCIS: These rewards are giving according to the worker happiness. If the
employee is getting satisfied by perks so company gave perks to him or if they are getting
satisfied with prize then firm gave that to them. These can be in both the terms monetary or
non monetary.
INTRINSIC: These rewards are totally depends upon the performance of an
employee. It can also be in both the terms financial or non financial. These reward can be like
promotion of an employee and also the salary increment. Both the things are going to work

together and it helps them to get encourage at every level (Recruitment & Selection Hiring
Process, 2015).
3.4
No matter what type of things or services Posh Nosh Ltd offers to its clients, it is always
necessary to determine the employee productivity. Measuring productivity in the workplace
is a tough task. There are certain points which are undermentioned by which performance can
be measured:
 Having high expectations: To measure the performance of the employee,always create
high expectations from the employee.
 What is business goals: Whatever is the company's goal. It is necessary to know the
employee. It is also necessary to know the method of measurement of performance of
employee.
 The manager have to check the quality of work of employees in organisation to
measure their efficiency in company (Recruitment and Selection Policy, 2016).
 The employees should submit their work on time which help the managers to
measures the attributes of their towards the work.
TASK 4
4.1
The employees sometimes face few circumstances through which they will leave the
company or on some days company terminate their workers. So the termination of an employ
take place when their any fraud activity found against the worker or any other case (Farndale,
Scullion and Sparrow, 2010). Posh Nosh company can dismissal their employees, if their
working style is not good. Posh nosh is a catering based firm in which many activities are
done by the chef. So, if their chefs are going to make bad quality food they are going to
terminate him as soon as possible.
They are also organising events like wedding etc. So if their event managers will
going to fail to manage the events they can cease him. And if the managers have better
opportunity for future, a manager can also resign from the organisation. If their cookers also
have a better growth task then they can also leave the entity.