Human Resource Management: Recruitment, Motivation, and Rewards

This report provides a detailed analysis of Human Resource Management (HRM), contrasting personnel management with modern HRM practices, using Vodafone and Standard Chartered Bank as examples. It explores the benefits of HRM to organizations, including administrative functions, recruitment, employee development, and relationship management. The report evaluates the roles of line managers in HRM, emphasizing their responsibilities in employee supervision, training, and performance assessment, as well as the impact of legal and regulatory frameworks on HRM. It further examines the reasons for human resource planning, outlining the stages involved in planning human resource requirements, and evaluating recruitment and selection processes in Vodafone and McDonald's, including the effectiveness of various techniques. The report also delves into motivational theories and reward systems at Vodafone, analyzing job evaluation processes, factors determining pay, and the effectiveness of reward systems in different contexts. Finally, it examines methods organizations use to monitor employee performance and reasons for employment termination, such as in the case of Faisal at The Chicken Master, and other reasons for cessation of employment.

1
HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name
Course
College
Date

HUMAN RESOURCE MANAGEMNT 2
Task 1
1.1 Differentiate between personnel management and human resource management giving
examples in two suitable organisations
Human resource management is one of the currently used techniques and is an improvement of
the personnel management and the inclusion of current improved strategic techniques. The
human resource management is a traditional method and usually perceives human resources like
intellectual property of human capital of a company. On the other personnel management does
not distinguish human resources from other company resources such as machines and materials
and is in this case task oriented (Noe 2012: 34). For example, the human resource department of
Vodafone recruits and manages the valuable human resources in an effective and efficient way.
This has helped the company enhance its performance and productivity.
Another example is the Standard Chartered Bank. Looking at its organization there is not much
difference between human resource management and personnel management. The function of the
HR of the bank is to ensure the firms and people's policies align. Its main objective is to focus on

HUMAN RESOURCE MANAGEMNT 3
all levels such as recruitment, selection of the right workforce, training and helping in the career
growth. It also helps in remuneration process and recognition of employees. On the other hand,
the bank's personnel management helps in dealing with issues relating to payment of staff.
1.2 Benefits of human resource management to the organizations.
Administrative Function: This HRM role is focused on processing employee data and record
keeping. It also maintains employee databases and is responsible for the retrieval process. With
the development of technologies and outsourcing methods, the human resources process of
Vodafone have been computerized, and this has helped in cost reduction and minimized
workforce. There is also enhanced efficiency, time and the size of the workforce (Lunenburg
2012:3).
Recruitment and Selection of Employees: This function helps Vodafone in the identification and
analyzing the requirements of the human resources. By doing this, the company can fulfill the
job positions by ensuring that the right person is placed at the right time.
Human Resource Development: This function aids the organization and improvement of
employee performance, enhancement of productivity and employee ability improvement through
the provision of the appropriate training (Anonymous 2014).
Employee Relationship: This activity ensures and maintains a good and effective relationship
between and among the high-level and low-level staff. This helps the Vodafone Company
update, communicate and develop various organization policies, rules, and appropriate
procedures (Noe 2012: 45).

HUMAN RESOURCE MANAGEMNT 4
1.3 Evaluation of the roles and responsibilities of line managers in human resource
management
A line manager is that person in an organization whose function is to manage other employees.
They are obligated with the roles of and responsibilities of preparing the plan of business
operations, regulation, and control of a firm's workflow. It is also their responsibility to overlook
staff training and development. They ensure that the employees are appropriately trained and
motivated. The responsibilities of line managers on management include employee's
administrator-ship, supervision of work expenses and procedures and ensuring that appropriate
technical skills are applied. They also deal with the customer requirements and consideration of
the operations and employees working performance workforce (Lunenburg 2012:7).
Line managers are essential and especially in aiding in the human resource management roles. In
many companies, they work on behalf of the HRM in performing various tasks such as carrying
out interviews for potential employees and ensuring that assessment forms are filled. They also
provide suggestions to the department on the requirements of increasing employees and the
provision of training and assess the performance of various employees. Lines managers can also
enforce regulations and complaints from employees and unhappy customers concerning products
and services. These roles and responsibilities are mostly in those organizations that do not have
designated expert human resource manager. Their other roles in the human resource management
include involvement of employees where they are evaluated through interviews, but their
engagement is through their line managers. It is also their responsibilities to assess the work of
the employees and their behavior. After the evaluation of various parameters the line managers
provide feedback to employees and set various regulation for employees to follow the company
rules workforce (Lunenburg 2012:10).

HUMAN RESOURCE MANAGEMNT 5
1.4 Analyses of the impact of legal and regulatory framework on the HRM
In an organization, the legal and regulatory framework is a description of the laws and
regulations to be followed. To formulate the framework, the organization can use strategies,
principles, and procedures. Concerning the HRM, employment legislation is of utmost
importance. There are various areas that impact the HRM, and they include:
Data Protection Act: This act ensures that information about workers in an organization is well
handled. It provides that each employee has the right to knowledge of what the company has to
them.
Health and Safety: This part is of most importance due to the safety of employees and the
organization in general. Such are in relation is HR employees dealing with issues such as stress.
It is crucial for the organization to fulfill the conditions of this act to avoid accidents and injuries
in the workplace (Anonymous 2014).
Task 2
2.1 The Reasons for Human Resources Planning in Organization
This is the evaluation of the human resource needs to ensure that organization has the right mix
of employees with appropriate skills. Various functions of HR include recruitment, training,
growth and development of careers and retirements services. The reasons for HR planning is to
ensure that the organization has data of some employees and the utilization of available human
resources. Planning also helps on how the organization retains its workforce (Noe 2012: 54). It

HUMAN RESOURCE MANAGEMNT 6
ensures organization progress by ensuring that the employees are well trained. Other reasons for
planning is to ensure that employees are appropriately promoted, remunerated and improved.
2.2 Outline the stages involved in planning human resource requirements
There are various steps used by the HR planning. These steps include:
A collection of Data: This involves the collection of information in concerning the aims and
goals. This ensures that an evaluation is made of the direction and aims of the company and the
sets of actions to be one to attain those aims.
Take Stock of Current Workers: These includes records concerning numbers, ages, locations and
the evaluation of employee skills.
Auditing: This step involves evaluation of the organization's strategic environment in line with
the strategic objectives. This type looks at the past and current trends and training costs. Through
this, the HR can envision the future trends.
Anticipate: This step is about the assessment of the requirements such as demand and supply
quality employees.
HR Resource Plan: The Company looks at the career plans and human resource plans. This is to
ensure that organization goals align in the provision of possibilities for the growth of employees.
Monitoring and Control: After the acceptance of the plan, it is essential to monitor and control.
2.3 Evaluation of the recruitment and selection process in two contrasting organizations
Recruitment

HUMAN RESOURCE MANAGEMNT 7
Vodafone and McDonalds
The recruitment process is supposed to interest the right potential individuals for companies.
Vodafone uses a variety of ways such as looking at the internal employees to fill available
vacancies. This means the look at the appropriate employees for same level or promotion. If
there is no one who fills the criteria, they use intranet websites. For external recruitment, the
company uses its website or other means such as media and newspapers. They are always using
the most affordable approach. Vodafone Company makes it easier for potential applicants to find
information.
On the other hand, MacDonald's recruitment process gives each store the responsibility to make
recruitments. The restaurant advertises in the store or uses local job centers, career fair, and other
available local facilities. It also directs online application and recruitment line.
Selection
Vodafone selection process includes the pinpointing the appropriate candidate for the job. The
first process involves the evaluation of the applicant's CV which helps is deciding the applicant
is suitable for the job. They are also taken through the rigorous assessment process (Mundy
2012).
The selection process for MacDonald involves the selection of individuals to be interviewed and
interviewed by the manager. The selection process begins with an online psychometric test
which provides the initial achieve. The selected applicant is invited for the first stage interview
and provided with an "On Job Experience."

HUMAN RESOURCE MANAGEMNT 8
2.4 The effectiveness of the recruitment and selection techniques in two organizations
The major effectiveness of the recruitment and selection for Vodafone and McDonald's is that it
aids the company decision making. It also helps the company have the appropriate applicant with
the right set of qualification and skills. The process can be beneficial but expensive. It also helps
in the management wishes such as transfer and other options.
Task 3
3.1 The link between Motivational theory and reward at Vodafone Company
Companies in today's market in positive and negative amplification to the motivation of
employees. Positive techniques are used to persuade staff in the creation of good quality work.
Other companies use negative motivational techniques to persuade employees to desist from
unfavorable behaviors (Mundy 2012).
Vodafone Company uses Maslow and Herzberg motivational theories. In Maslow theory, the
company knows if the achieve an objective, they can be motivated to achieve more. Also,
Vodafone seeks to motivate the employees through a focus on sanitation and enabling satisfiers.
For example, the company motivates its employees through good communication.
Vodafone Company uses rewards since it motivates the employees. The company uses monetary
rewards and also focuses on the pension plans. Other rewards used in motivation include benefits
such as car insurance and medical covers.
3.2 Evaluation of the process of job evaluation and other factors determining pay
The process of job evaluation

HUMAN RESOURCE MANAGEMNT 9
This is the process in which the company uses in the definition of the relative worth or size of
jobs. The organization first enlightens the staff of the reason for the job evaluation and its
essence. Then a team selected with the inclusion of various HR members. Then a job from each
department is selected from each department requiring evaluation. After selection of jobs to be
evaluated the HR chooses the methods to be used for evaluation (Henderson 2011: 45). These
methods include analytical methods such as points rating and factor comparison or Non-
analytical methods such as job ranking and classification.
Other factors determining pay:
 Organization size.
 Seniority
 Skills and experience of staff
 Sector of industry
 The profitability of the company and employee performance.
3.3 Effectiveness of reward system in various contexts
There are intrinsic and extrinsic methods of rewards. One of the methods of is employee bonus
system which helps in the provision of actual motivation. This system enhances employee
morale and self-esteem. Another thing is that carefully planned bonus can be used to reduce
turnover. Salary raise is another system but most essential in motivation and one of the reasons
before the workforce performance. Another systems used is promotion which helps in the
enhancement of employee morale and job satisfaction.

HUMAN RESOURCE MANAGEMNT 10
3.4 Examine the methods organizations utilize to monitor employee performance
One of the methods used by Vodafone is observation and feedback. The company pays for the
services of someone who monitors performance and provides honest feedback. The company
also uses performance standards in which the performance of employees is compared to the
desired standard. Vodafone Company also uses performance evaluation method in which the
actual job performance is compared to the chosen performance standard (Henderson 2011: 23).
Task 4
4.1 Identify the reasons for termination of Faisal employment contract with The Chicken
Master and explain other reasons for cessation of employment
There is usually voluntary and involuntary terminations. Involuntary, the employee, tenders a
resignation letter. Involuntary termination, the organization terminates the employee's contract.
In this case, Fiasal was fired due to poor performance even after being coached. He also found
with unacceptable behavior such as watching pornography and not supervising employees. There
was also frequent absence and use of company resources for personal use (Mundy 2012).
4.2 Describe the employment exit procedures used by The Chicken Master and another
organization of your choice
I am going to use Chicken Master and Tesco. The companies follow appropriate standard
procedures. For Tesco, if staff want to leave, they are asked to fill and submit a resignation letter.
After this, the company tries to retain the employee if they acknowledge the value of the
employee. If the employee insists on leaving, then they are provided with an exit interview and
then provides a reference letter.

HUMAN RESOURCE MANAGEMNT 11
On the other hand, The Chicken Master practices almost a similar process only that they do not
show their formal intention of retaining the employee.
4.3 Consider the impact of the legal and regulatory framework on employment cessation
arrangements
Various nations have varying legal and regulatory framework on employment arrangement. The
employers can terminate employment provided they give the appropriate notice or when the
contract is over. The implication of wrongful and unfair dismissal:
Wrongful Dismissal: This is dismissal through breaching of the contract of employment. The
employee can claim this in court, and therefore employers need to be careful.
Unfair Dismissal: For this to happen, there are six statutory grounds and include redundancy,
incapability, misconduct, planned retirement, illegality and other reasons. If the employment is
for more than a year, the employee cannot be wrongfully dismissed. If the employer decides to
use following above reasons fair procedures such as warning and consultation can be used
(Mundy 2012).
The employer needs to adhere to ACAS Code appropriately while dismissing an employee.
REFERENCES
Anonymous, (2014) Careers [Online] Available: http://www.j-sainsbury.co.uk/extras/careers
[Last accessed 10th Dec, 2016]

HUMAN RESOURCE MANAGEMNT 12
Henderson, L. (2011). People management: personnel management and human resource
management. In: Human Resource Management for MBA Students. 2nd ed. London: CIPD.
p131.
Lunenburg, F. (2012). Human Resource Planning: Forecasting Demand and Supply.
INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION.
15 (1), p1-10.
Mundy, J. (2012). Why HR Still Isn't a Strategic Partner. [Online] Available:
http://blogs.hbr.org/2012/07/why-hr-still-isnt-a-strategic-partner/. [Last accessed 10th Dec,
2016]
Noe, R. A. (2012). Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill.