Human Resource Management Report - Unit 21 Assignment

This report provides a detailed analysis of Human Resource Management (HRM) principles, focusing on various aspects such as human resource planning, recruitment, and selection processes within organizations like Primark and Tesco. It explores the stages involved in planning human resource requirements, compares recruitment and selection techniques, and evaluates their effectiveness. The report also delves into motivational theories, particularly Maslow's theory, and links them to reward systems, discussing the process of job evaluation and the effectiveness of different reward strategies. Furthermore, it examines methods organizations use to monitor employee performance and the reasons for employment cessation, including exit procedures and the impact of legal frameworks. The report concludes with a comprehensive overview of HRM practices, providing insights into how these strategies contribute to organizational goals.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Covered in PPT...........................................................................................................................1
TASK 2............................................................................................................................................1
2.1 Human resource planning in organization............................................................................1
2.2 Stage involved in planning human resource requirements...................................................2
2.3 Compare the recruitment and selection process....................................................................3
2.4 Effectiveness of the recruitment and selection techniques...................................................3
TASK 3............................................................................................................................................3
3.1 Link between motivational theory and reward......................................................................3
3.2 Process of job evaluation......................................................................................................4
3.3 Effectiveness of reward system.............................................................................................4
3.4 Organization used various methods to monitor employee performance...............................4
TASK 4............................................................................................................................................4
4.1 Reason for cessation of employment with an organization..................................................4
4.2 Employment exit procedures.................................................................................................4
4.3 Impact of the legal and regulatory framework on employment cessation arrangements......4
CONCLUSION................................................................................................................................4
REFERENCES ...............................................................................................................................6

INTRODUCTION
Human resource management has been designed in order to maximize performance or
work quality of employees and try to motivate them for complete task in timely and effective
manner. This department is main focuses on the growth and development of workers. It is
modern techniques which is effectively opted by every business organizations. Cited department
assumes that employees are the best and valuable resources for company which are able to attain
target and objective of firm (Armstrong and Taylor, 2014). The present report is based on
Primark which largest international supermarket and offer varieties of goods and services to its
targeted customers. Managers play important role in recruitment and selection process also try to
motivate them towards their work. Staff members have to frame proper plan and try to operate
functions of company accordingly.
TASK 1
Covered in PPT
TASK 2
2.1 Human resource planning in organization
Human resource planning is systematic process of organization which manage the
employees and evaluate their skills and knowledge. In every organization human resources
department complete all the tasks which is related to its workers. This tasks include recruiting,
training, development and retirement service (Kehoe and Wright, 2013). Human resource
planning is one of the most important process because it assist in hiring and recruiting capable
employees in their process to achieve the all over task in appropriate manner. Basically human
resources planning is a process of collecting the useful information which is creative objectives,
goals and making effective process in order to achieve the overall goals and objectives of
business (Bloom and Van Reenen, 2011). The main purpose of human resource planning is to
define and find that how many employees are work in company and how organization use their
resources in effective manner. It define best maintenance of the workers at workplace to achieve
maximum results by them. This planning is assist in making best decision which is taken by the
manager of the Primark. It make effective shape of organization in order to attain success at
marketplace. Best human resource planning also assist in reducing the uncertainty in the
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organization process. It also provide better training and development process to its workers so
that they are able to done all the work with efficiency and achieve best results in appropriate time
period. It define workers needs and demands and then provide better salary and promotion to
fulfil their demand in best way so that they are motivate by them (Boxalland Purcell, 2011).
These all activities define in the human resource management planing to encourage its workers
in order to increase productivity at the marketplace. It also assist in improve the human resource
which also increase the sales and income of the company.
2.2 Stage involved in planning human resource requirements
Human resource planning is effective and systematic process to develop the overall
performance of the workers which assist in achieving the organizational goals and objectives in
appropriate time period. There are some steps which is involve in human resource planning in
order to maintain the overall performance of the company:
 Collecting data: The first step in collecting data which id define by the manager of
Primark. They define the organization goals and objectives and what the company wants
in future time to get success.
 Define current workers information: Next step define workers information those are
working in the organization to achieve maximum results in appropriate time period
(CHUANG and Liao, 2010). It include useful data like age, location and skills of the
employees.
 Auditing all the activities: In next step the manager go to investigate the all information
which is define in above steps. In this they define the demand and supply of the works.
They analysis the all strategies which is define in the past and current time in order to
achieve maximum results.
 HR resource plan: In this the organization make a plan on the basis of their future needs.
Accordion to this they define their goals and objectives which is achievable by the
organization in future time and use their resources in optimum level (Jiang and et. al.,
2012).
 Monitoring and control: It is the last step the HR manager define and follow all the
views to attain best results and also monitor all the steps to increase the performance of
the company at marketplace.
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2.3 Compare the recruitment and selection process
Selection process of Primark:
The Primarke having own selection process, firstly they define their vacant vacancy after
that they develop their position description in front of candidates so that interested applicants
give their resume (Crook and et. al., 2011). Manager of Primark Develop recruitment plan and
that select the committee to take interview for applicants. After that they hire capable candidates
to their job and give appointment letter to the final candidate.
Selection process of Tesco:
Tesco define their selection process by selecting the best one to their process. They
advertise their job in order to collect application and after that they take screening which is more
important to select more candidates for the interview phase. After that they invite all the
candidates to take interview to identify the skills and communication style (Daley, 2012). They
select some candidates which are clear the interview section after that they give condition to
check their response about that finally they select the best and capable candidates to perform the
job.
2.4 Effectiveness of the recruitment and selection techniques
Recruitment and selection process is very important to the organization to determining
the effective performance of the employees. The manager of Primark use various stage to define
the recruitment process in effective manner. Firstly they define the vacancies to the employees
and that they making job description and specification to invite more employees in the company
to perform their work effectively. After that they have option to selecting recruitment methods
which is internal and external method (Gruman and Saks, 2011). As a large company Primark
select the internal method to recruit the final candidates for performing the job is accurate
manner.
So that it is a important process to define the best employees in their organization in order
to achieve best goals and objectives in effective manner.
TASK 3
3.1 Link between motivational theory and reward
Motivation is a process which define the individual behaviours which is influence by the
others. It define the effective process which assist in achieving the goals and objectives. On other
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hand reward is another factor to motivate the employees which can be financial incentives and it
also can be non financial rewards which is promotion and recognition which helps in motivating
the employees to do their best in workplace (Guest, 2011). There are many motivational theories
which define by the human resource experts. In these theory the Maslow's motivational theory is
follow by the manager of Primark which define in tree level of motivation to the people. In this
theory they try to make their employee to motivated by giving then attractive and interesting
work in evaluate the self actualization.
In this we can say that motivational theory and reward is directly link. In this the reward
system is very good process to the organization in order to motivate their employees which assist
in achieving the goals and objectives in appropriate time period (Huselid and Becker, 2011).
3.2 Process of job evaluation
Job evaluation is the systematic process for defining size and worth of jobs in the
organisation which is help to formulate internal relations. This process is includes collecting all
the information related with a specific job, identify them and make records for future use.
Process of job evaluation are given below:
There are two type of methods includes in job evaluation such as:
Non analytical method: This method is includes ranking and classification method which are
based in the jobs as a whole.
Analytical method: According to this method two factors are includes such as comparison and
point method which are includes elements and requirements of the job.
There are many factors which are determining the pay. This is the compensation for work which
can be influenced by many factors. Those factors are mentioned below:
 Organisation size
 Experience and skill
 profit level of the company
 performance of employees
 Industry sector
3.3 Effectiveness of reward system
Reward is provide by employer to employees according to the performance of them. It
also includes internal policies, procedures and practices for execution of system according to the
human resource policies. There are two type of reward such as extrinsic and intrinsic.
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Extrinsic reward: These kind of rewards are the financial which includes bonus, perks,
incentives and commissions.
Intrinsic rewards: This is non financial rewards which includes positive feedback, promotion,
authority, trust and praise.
Rewards are influence performance of employees because they increase motivation level of
workforce of the company. These are not only give only for good performance but also for
attendance, confidence, leadership and loyalty. It also includes increment in salary which is very
effective reward because for this performance can be improved in company.
3.4 Methods organisations use to
monitor employee performance
It is very important to evaluate employees performance so management can take
corrective decisions according to their performance. Monitoring of performance is play
important role in rewarding system in the company. They are interconnected with each other and
evaluation of performance have to be accurate so that correct actions may be taken. Enterprise
can use various tools and techniques for evaluation of employee performance. Those tools are
given below:
Self evaluation: It includes when a employee is asked to evaluate his own performance. For this
purpose a form is given to employee to fill with most of questions. This will helps to
management to identify knowledge level of employees. It also includes identify training needs of
the employee so management can take effective training process.
360 Evaluation: This kind of method are include out side parties such as customers,peers, direct
reports and supervisors. Theses outside parties are monitor performance of the employees and
give feedback. This is very conmen method used in most of the companies. This is very reliable
because different parties are evaluate one employee and considering as the best method for
evaluation.
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TASK 4
4.1 Reason for cessation of employment with an organization
cessation means when a employee leaving a organisation because of his personal reason
or company terminate their employees for some reasons. Demotivation is the reason when
employees is resign from their job. There are some reasons for people leave the company are
mentioned below:
◦ Relationship with employer
◦ Bored from work
◦ Bad relation with other workers
◦ Corporate culture
◦ Compensation issue
◦ meaningfulness of job
There are some reasons for the company to terminate the employees are given below:
 Decreased performance level of employee.
 Unethical behave of employees
 Worker fails to achieve the target.
An employee lacks integrity.
4.2 Employment exit procedures
Exit procedure is used by national health services are given below:
 Processing resignation
 Exit barriers
 References requests
 Review
When resignation is submitted than organisation is treated as last working day of
employee and if work is unfinished by a employee than line manager will be responsible for that
work. In exist interview asked to employee to give reason for leaving the organisation. It also
includes that line managers give personal references to the employees. After that manager are
review and identify policies of exit and if any change is required will be made.
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4.3 Impact of the legal and regulatory framework on employment cessation arrangements
According to legal frame work it really affect employee exit policy in the organisation.
The job security is assured by laws so they are influence this concept. According to the law that
non employee will be terminated without any reason. There should be reason behind that for
leaving organisation. On the other hand there should be no discrimination based on gender, race
and caste. If any organisation do so than employees can sue against the company. It also includes
that employees can be terminated owning to any physical conditions like pregnancy and
disability or other kind of reason. There are many laws and legislations which support to
employees when they retired from the company.
CONCLUSION
In above mentioned report can be concluded that human resources management is
essentials for every organization to manage all the activities which is perform in the organization
in order to active best goals and objectives. It assist in developing the performance of the
employees by providing best training and development process to enhance the skills and
knowledge in appropriate manner. Human resource planning is also systematic process to
maintain the employees performance which also define the best target of the company which is
define and achieve by the staff member in order to attain higher success at marketplace.
REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
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Crook, T. R and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R. E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Vörösmarty, C. J and et. al., 2010. Global threats to human water security and river
biodiversity. Nature. 467(7315). pp.555-561.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
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