Human Resource Management Report: Recruitment and Cessation

This report provides a comprehensive overview of Human Resource Management (HRM), differentiating it from personnel management and outlining its core functions. It explores the importance of HRM planning, the stages involved, and compares recruitment and selection processes in different organizations. The report delves into motivational theories, reward systems, and performance evaluation methods. It also examines reasons for employment cessation, exit procedures, and the impact of legal frameworks on HRM practices. The analysis includes case studies of Posh Nosh Limited and Debenhams UK, offering practical insights into real-world applications of HRM principles. The report emphasizes the strategic role of HRM in achieving organizational goals and ensuring effective employee management. Additionally, it includes a detailed look at the impact of legal and regulatory frameworks on various aspects of HRM, including recruitment, compensation, and termination.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between personnel management and human resource management...................3
1.2 The functions of human resource management....................................................................4
1.3 Role and responsibility of line manger in human resource management.............................6
1.4 Impact of legal and regulatory framework on human resources management.....................6
TASK 2............................................................................................................................................7
2.1 The reasons for human resource planning in Posh Nosh Limited........................................7
2.2 Stages involved in planning human resource requirements..................................................8
2.3 Comparison of recruitment and selection process of two organisation................................8
2.4 Evaluation of effectiveness of recruitment and selection techniques in Debenhams UK and
Posh Nosh Limited ..................................................................................................................9
TASK 3 .....................................................................................................................................10
3.1 The link between motivational theory and reward..............................................................10
3.2 Process of job evaluation and the other factors determining the pay ...............................11
3.3 The effectiveness of reward system in various context......................................................12
3.4 Methods used by the Posh Nosh Limited to monitor the employees performance ............12
TASK 4.........................................................................................................................................13
4.1 The reasons for cessation of employment in Posh Nosh Limited.......................................13
4.2 The employment exit procedures used by Debenhams UK and Posh Nosh Limited .......14
4.3 The impact of legal and regulatory framework on employment cessation ........................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
Books and Journals...................................................................................................................16
Online .......................................................................................................................................17

INTRODUCTION
Human resource management is the management of human resources. It is important part
for the every organisation and it is important for the effective management of human resources
that is available to the company. It is concerned with the management of people, focusing on
polices to achieve the target of the organisation. Human resources are the key element for every
organisation and when company effectively uses available human resources than it can succeed
to achieve their goal and objective and if company do not consider the effective use of human
resources than it will create hindrance to the company and company can not succeed to achieve
the goal and objective of their organisation. It is designed to enhance the employees performance
in the company with the service of employers strategic objective (Zheng Yang and McLean,
2010).
TASK 1
1.1 Difference between personnel management and human resource management
Following are the differences between personnel management and human resource management
Personnel management Human resource management
Personnel management is the traditional
approach to manage the people in the
organisation.
Human resource management is the modern
approach to manage the people as well as the
strength of the people in the organisation.
Personnel management focuses on personnel
administration, labour and employee welfare.
Human resource management focuses on
acquisition, development and maintenance of
human resource management.
Personnel management assume people as input
in the business (Armstrong and Taylor, 2014).
Human resource management consider people
as important resource in the business.
Personnel functions are undertaken for
employee satisfaction.
Administrative functions are undertaken for the
achievement of goal.
The main objective of personnel management
is to provide satisfaction the employees of the
organisation.
The main objective of Human resource
management is to achieve the goal and the
objectives of the organisation.

Job designing is done on the basis of labour. Human resource management, job designing is
done on the basis of team work.
Under personnel management, less training
and development opportunities are provided to
the employees.
Under Human resource management more
training and development opportunities are
provided to the employees.
Decision are made by the top management as
per the rules and regulations.
In human resource management, decisions are
made collectively.
Personnel management is concerned with
personnel manager.
Human resource management is concerned all
the managers from top to bottom.
It is a routine function (Boxall and Purcell,
2011).
It is a strategic function.
1.2 The functions of human resource management
Following are the functions of human resource management-
The functions of human resource management are dividend into three parts i.e. Managerial,
Operative and Advisory functions.
1. Managerial Function
Human resource manager perform the function of planning, organising, directing and controlling.
 Planning
planning is the important that every organisation must make to ficus on the planning because the
overall goal and the objective of the organisation depends upon the planning. It is the duty of the
human resource manager to make the effective plan so the goal can be achieved (Clark and et.
al., 2016).
 Organising
Organising means to organise all the activities of the organisation per the planning so the timely
result can be achieved by the organisation. It consider to mange all the things and resource that is
available to the organisation to the achievement of the objective.
 Directing
Human resource manger guide to their sub ordinates when they face any issue while performing
their task so that they can execute their plan to achieve the target.

 Controlling
It is very important for every organisation to have effective controlling strategy to the
management so that they can better achieve their target.
2. Operative Function
All the task that is concerned with the employment, development, compensation, integration and
maintenance of the personnel of the organisation are covered in operation function (Daley,
2012).
 Employment-
It is important for the company to hire those employees who have good skills and experience to
work. It is important to hire those candidates who can work with the company to achieve the
target and the goal.
 Development-
Human resource manger must make focus to the development of the company to the next step. It
is very important to develop their plans so that the necessary development can be made to the
company.
 Compensation and maintenance-
Compensation is made to the employees who face any loss due the working of the company then
it is required to have specific measures in the company to compensate.
3. Advisory function
Human resource manager provides advice to the various level people who work for the
development of the company (Farndale, Scullion and Sparrow, 2010).
 Advice to the top management
Human resource manager provides advice to the top management in formulation of personnel
programme, policy and procedures so that such can be more effective to achieve the goal of the
organisation.
 Advise to departmental heads
Human resource manager provide advice to the department head as to the finance department,
manufacturing department so that they can better work with the available resources. It helps in
planning, job designing, recruitment of effective personnel, selection, placement and training etc.

1.3 Role and responsibility of line manger in human resource management
Following are the roles and responsibility of the line manager in human resource management
1. Employee engagement
It is important for the line manager to engage all the employees of the organisation while
performing the task so that they can better work with the achievement of the goals and the
objective of the organisation. Consideration of all the employees is most importune to build the
skills of the employees (Fine, 2012).
2. Performance appraisal
It is important for the line manager to give the appraisal to the employees who are working the
company sop that they can motivated to work more in the organisation and help to achieve the
goal and the objective of the organisation.
3. Discipling employees
It is the key part to the success of the employees to make the discipling plans in the organisation
and make the rules and regulations in the company so that every employees of the organisation
required to follow and it sets the standard to the organisation to achieve the goal and the
objective of the organisation.
4. Performance related pay
When any of the employee perform well in the company then it is require to pay more or give
any other incentives like appraisal bonus by the company so that they get motivated to work
more and devote their skills to the work of the company (Fulton and et. al., 2011).
1.4 Impact of legal and regulatory framework on human resources management
The legal and regulatory framework help the organisation to run their business more
efficiently and effectively. It eliminates the frame that create legal issues and hindrance to the
working of the company. It is required to follow the legal norms so that their performance can
not be judged on the legal parameter. When any legal issue arise in the company then it places
impact on the goodwill of the company in the market so it is important to follow all the
regulations and laws that is imposed on the company. Employment legislation helps to maintain
smooth relationship among the employer and the employees. The issue that company may face
related to discrimination, working age and working conditions are covered in many act.
There are few laws that an organisation required to follow:

 Equal pay act 1970- It considers the discrimination issues that arise in the company and
no discrimination whether financial issue or on gender basis made in the company.
 National Minimum wage act 1998- It considers that every employee must get minimum
wages. Wages rate for adult in 2003 is £4.50 per hour and for age of 18-21 is £3.80 per
hour (Guest, 2011).
 Employment right act 1996- It considers that anything said during the recruitment is
actually followed or not.
TASK 2
2.1 The reasons for human resource planning in Posh Nosh Limited
Human resource planning is the important part of the organisation. It is required for every
organisation to have effective human resource planning for the success of the organisation. It
helps to achieve the goal and objective of the organisation.
The importance and reason for human resource planing are as follows:
1. Human resource planning is important because due to the rise in unemployment, it is
important to have required skills, qualification, capabilities to carry out the work.
2. HRP ensures smooth supply of worker in the organisation because there are large number
of employee who retire, die, leave or become incapable to work in the company.
3. HRP is essential in face of marked rise in workforce turnover. Rise in workforce turnover
covers marriage, promotion, seasonal fluctuations etc.
4. HRP enables the organisation to adopt the changes due to the technological and
globalisation changes.
5. HRP is needed to meet the needs of expansion and diversification programmes of
organisation (Jiang and et. al., 2012).
6. HRP helps to identify the area where is the surplus personnel and the area where is the
shortage of personnel.
7. It meets the need of the company for right number of people at right time at right place.
8. It makes the balance between demand and supply of human resources and make optimum
use of resources.
9. It helps in careful consideration of likely future events in planning.

2.2 Stages involved in planning human resource requirements
There are six steps that are involved in planning human resource requirements as:
1. Analysing organisational objectives
It is required to analyse the objective of every department as production, marketing, finance,
sales etc. It gives idea to take the steps to do the work of the organisation.
2. Inventory of present human resources
It is required to analyse the capacity, performance and potential of current employees. To make
the recruitment internal and external sources are estimated.
Internal sources are employees from within the organisation and external sources are candidates
from out side the organisation (Meredith Belbin, 2011).
3. Forecasting demand and supply of human resources
The requirement of human resources are estimated according to different position. It is required
to forecast the need of human resources and make supply according to the need to various
departments.
4. Estimate manpower gap
The comparison of demand and supply of human resources provides the data of surplus and
deficit. It is required to estimate the power of the employees so that adequate training can be
provided, if needed.
5. Formulating human resource action plan
It depends upon surplus and deficit data and according to the data the plans are formulated either
to recruit, training, transfer or not. When the powers are estimated then plan can be formulated to
complete the task.
6. Monitoring, control and feedback
It is required to monitor the plan so that the deficiencies can be find out. The control is necessary
to execute to the organisation for the success and timely achievement of the objective (Snyder
and Deaux, 2012).
2.3 Comparison of recruitment and selection process of two organisation
The two organisation that is considered for the comparison of recruitment and selection process
is Debenhams UK and Posh Nosh Limited.
Following is the procedure that is followed by both the companies-

1. Vacancy identification.
2. Developing recruitment plan
3. Implement the plan toward recruitment
4. Re-evaluation of candidates
5. carrying out interview
6. Select the candidates
Debenhams UK
When the application is received, the company selects the candidates out of the number
of applications (Tarique and Schuler, 2010). The recruitment and selection team choose
appropriate candidate. Selected candidates appear for the interview, generally company take first
written exam of the candidates and group discussion, HR interview and interview by the person
who is expert in the field where the vacancy arise. The officials and HR manger of the company
discuss the remuneration with the candidate who got selected. At final stage the company offers
appointment letter to the candidate who got selected in the interview to initiate the job in the
company.
Posh Nosh Limited
The company uses the similar recruitment and selection process. The distinguish in
recruitment and selection process between both the company is that latter company recommends
3 weeks induction phase for the new recruit employees another distinguish is that the latter
company not send any e-mail or message to the unselected candidates during the screening stage.
2.4 Evaluation of effectiveness of recruitment and selection techniques in Debenhams UK and
Posh Nosh Limited
It is important for every organisation to have effective recruitment and selection process
so that deserving candidates can be selected (Wang and Noe, 2010). The recruitment process
must be effective because it considers the selection of the best candidate who has good
subjective as well as practical knowledge in their field and also to judge the skills of the
candidate. It is done to judge the capabilities and skills of the candidate and it is required to
judge whether the candidate is suitable to the post that is vacancy in the organisation.
Debenhams UK and Posh Nosh Limited both the companies have very effective
recruitment and selection process but there is little distinguish related to the recruitment process

between the both the companies. Both the company groom the candidates on different different
parameter as per their demand and as per the ability of the candidate to select the best candidate
for the vacancy. Effective recruitment process considers look at the internal as well as external
sources for the recruitment. Both the company considers the internal and external sources for the
recruitment of the deserving candidate (Wright and McMahan, 2011). The companies have very
effective recruitment and selection process and both the companies organise five round for the
selection of the candidate and they judge the candidate on different different basis so that the
skills of the candidate can be determined and to judge that the candidate is best suitable to the
company's working or not.
TASK 3
3.1 The link between motivational theory and reward
Motivation and rewards are correlated with each other. Motivation is the process that
influence the behaviour of the others through the power to offer or fulfil the needs of
individual's. On the other part, reward means that the benefit that the worker achieve during the
performance of their job. There is a strong relationship between motivational theory and reward.
Maslow says that the employees get motivated only when their five stages needs are fulfilled and
it is important for every organisation to give some benefits by the way of reward to the
employees so that they get motivated to work in the company.
The manager of the organisation can follow two strategy as X theory and Y theory. X
theory consist that manager more focuses on the punishment, not on rewards. It is very important
to motivate the employees to attain the growth of the company. Manager can create positive
environment and employees feel motivated toward the objective of the organisation. There is
many non financial rewards that also motivate the employees (Zheng, Yang and McLean, 2010).
Reward may be health benefits, flexibility in working time, discount coupon, offering shares of
the company etc. Financial compensation and no financial compensation make long effect on the
mind of the employees. It is the duty of the organisation to have adequate measures to motivate
the employees so that employees can be retained in the company for the long run.

3.2 Process of job evaluation and the other factors determining the pay
Job evaluation is the process to evaluate the worth of the job within an organisation. An analysis
of position's tasks, responsibilities, knowledge, skills is used to assess the value to the employer
and give ranking of the job.
Following steps are involved in the job evaluation-
1. Preliminary stage:
Information about the present arrangement are collected and decisions for the need of new
programme or revision of existing programme are taken.
2. Planning stage:
At this stage, the evaluation programmes are drawn up. Arrangements are made for joint working
party and the sample of jobs is selected.
3. Analysis stage:
At this stage, the information related to sample of jobs are collected and the collected
information is served for internal and external evaluation of job.
4. Internal evaluation stage:
The sample of bench mark jobs are ranked by mean of evaluation scheme that is considered at
planning stage. The rank to the job is given on the basis of market rate data. The worth of the job
is evaluated by the comparison of grades between the job (Armstrong and Taylor, 2014).
5. External evaluation stage:
At this stage, information is collected on the basis of market rates.
6. Design stage:
Grades for the job, salary structure are designed at this level.
7. Grading stage:
Jobs are placed into the salary structure and grade is assigned to the job.
8. Developing and Maintenance stage:
It is the final stage. At this stage, the procedure to maintain the salary structure are developed,
grading new jobs, change in the responsibility and market rates of existing job are considered.
Following are the other factors that determine the pay-
There are several factors that determine the worth and pay. These are as follows:
→ Size of the organisation.
→ Seniority and experience of work.

→ Skills of an individual.
→ Industry sector.
→ Employees performance.
→ Profitability of the organisation.
3.3 The effectiveness of reward system in various context
Reward consists of intrinsic and extrinsic that is offered by the employer to the employee.
Different companies have different reward system and it various from company to company.
There are some reward system under varying context.
Employee bonus system the good strategy for giving the reward to the employees and it
motivates the employees of the organisation. In relation to financial reward the bonus system is
most effective method that can be adopted to give reward to the employees. Bonus can be give
on the basis of customer service, attendance, performance, quality etc. Bonus system enhances
the employees morale.
Salary raise system is also another important reward that many organisation offers to
their employees. It is the most effective method to motivate the employees. It helps to enhance
the performance of the worker in the organisation and employees devote their skills in the best
manner to the growth of the company (Fine, 2012).
Promotion also considered in the reward system. In this the employee who is working
very effectively in the organisation and performing well from the long time gets the promotion in
the post. It motivates the employees to work more harder and devote their skills to the work.
Effectiveness of reward system can be judged on the basis of improvement in the
performance. It motivates the employee to work more harder in the organisation to get the
reward. It builds honesty of the worker to the company and increase the profit of the company. It
helps the company to retain the good and talented employees in the company for long period in
the company and create good working environment in the company (Zheng, Yang and McLean,
2010).
3.4 Methods used by the Posh Nosh Limited to monitor the employees performance
Every organisation uses many methods to monitor the performance of their worker. It is
important for every organisation to monitor the performance of their employees and worker so it
it can judge whether the employees are performing as per the standards of the organisation or

not. If not then measures can be taken by the organisation to address the factor that affect the
performance of the company.
The method that is used by the Posh Nosh Limited to monitor the performance as:
1. Observation and feedback method to monitor the performance of the employees. In this
system, company can hire personnel to monitor the performance of their employees and
worker. A company can be able to provide information regarding the expectation from
the employees (Jiang and et. al., 2012).
2. Use of performance standards, in this company compare the performance of their
employees with the standards and able to make adequate recommendation. Performance
needs to be realistic and expressed in form of time, quality and cost.
3. Performance assessment is the approach that is used to know the actual performance
against the performance standards. Company can identify the strength and weakness of
their employees and make plan to improve their weaknesses.
TASK 4
4.1 The reasons for cessation of employment in Posh Nosh Limited
Employee can leave the company at any time this is the main factor that may affect the
company adversely. This is the situation where company need to deal very carefully. There are
many reasons when employee can leave the company as relationship with co-worker, lack of
opportunity in the company to use skills and ability, bored and unchallenged by the work itself,
autonomy and independence, meaningfulness of job, financial instability of organisation, culture
where the organisation operates does not suit to the employee, no effective motivation, bad
relationship with the boss (Boxall and Purcell, 2011).
There are other reasons when employer can fire the employees also. If the employee
violate the code of conducts or ethical policy of the company, make violence or threatened
violence, harassment and watching unethical things in the working hour. If the working of the
company is not in favour of the employee than the employee affected adversely and do not want
to work in the company. So it required for the company to follow the adequate policy so that
their employees can not affected adversely and retained in the company for long run.

4.2 The employment exit procedures used by Debenhams UK and Posh Nosh Limited
Employment exit procedure is used by the both the organisation to terminate the
employee contracts in effective manner. It applies to both the situation where the employees
leave the organisation and where the employees are terminated by the company. When a
employee leave the company then several questions arise like company need to make effective
relationship with their employees and use specific measures to retain the employees in the
organisation for a long term (Guest, 2011). The primary focus of exit plan of both the company
is that the company is a separate legal entity and responsible to the employees. In term of
computer security, the process must ensure that recovery of equipment, keys and credit cards to
ensure that security integrity is maintained by the company.
Employee may terminate the employment by giving resignation letter to the company and
employer may terminate the contract by dismissing the employee from the company.
There are different type of dismissal as-
1. Fair dismissal: It is based on the process of dismissal and reason.
2. Unfair dismissal: It is not based on the specific reason.
3. Constructive dismissal: When serious cause is addressed and that is why employee need
to resign in response to employer's conduct.
4. Wrongful dismissal: It is the situation when the terms of contract is break as dismissing
someone without giving them proper notice (Tarique and Schuler, 2010).
4.3 The impact of legal and regulatory framework on employment cessation
Legal and regulatory framework has wider impact over the business of the company and
it is required by the company to follow such legal laws and regulations so that employees of the
organisation get security at the work place. There are many laws that provide specific guideline
that the employer can not fire an employee at any time. If the employee's performance is not
satisfactory then it is required by the company to give training to the employee so that such
employee can develop its skills according to the demand of the work. If in case where the
company do not want to continue the employee than it is required to give prior notice to the
employees so that such person can make arrangements accordingly.
Laws and regulatory framework affect the organisation at every aspect and such laws
ensure that the rules and regulations as per the laws are fulfilled by the company. It provides

adequate job security to the employee and give power to the employee. Such laws are beneficial
in the hand of employee as well as employer. It helps to regulate the business of the company as
efficient as they can. Rules and regulations help to run the business more efficiently so that the
objective of the organisation can be achieved (Farndale, Scullion and Sparrow, 2010).
CONCLUSION
From the above report it can be concluded that human resource management is the
important part of the organisation and if the company has effective human resource management
then it can achieve its goal and objective. Human resource management helps to provide greater
efficiency to the working of the company and enhance the productivity and profitability of the
company. The legal and regulatory framework have greater impact over the business and it
enhance the working of the company. Posh Nosh Limited follows all the legal formalities in their
company so that such factors can not affect their business.

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Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
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Hendry, C., 2012. Human resource management. Routledge.
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Tarique, I and Schuler, R.S., 2010. Global talent management: Literature review, integrative
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Wang, S and Noe, R.A., 2010. Knowledge sharing: A review and directions for future research.
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