Human Resource Management Report - SME Posh Nosh Analysis

This report provides a comprehensive analysis of human resource management (HRM) within the context of Posh Nosh, a small to medium-sized enterprise (SME) in the fast-food and catering industry. The report begins by differentiating between personnel management and HRM, outlining HRM functions such as recruitment and selection, training and development, and rewards and retention. It then evaluates the roles and responsibilities of line managers within the organization, emphasizing their impact on employee development and the creation of a positive work environment. The report also examines the influence of the legal framework on HRM, specifically addressing aspects such as equal pay, food safety, and labeling regulations. Furthermore, the report delves into human resource planning, including the reasons for and stages of planning, recruitment and selection processes, and the effectiveness of various techniques. It also explores the link between motivation theory and rewards, evaluates job evaluation processes, and assesses the effectiveness of reward systems and employee performance measurement methods. Finally, the report discusses the reasons for employee cessation, outlines exit procedures, and analyzes the impact of the legal framework on employment termination. The report concludes by summarizing the key findings and recommendations for Posh Nosh's HRM practices.

Human Resource Management

Table of Contents
Introduction..........................................................................................................................................3
Task 1 ...................................................................................................................................................4
1.1 Difference between personal management and human resource management. ......................4
1.2 Functions of human resource management...............................................................................4
1.3 Evaluate roles and responsibilities of line mangers..................................................................5
1.4 Impact of Legal framework on human resource management ...............................................6
TASK 2.................................................................................................................................................7
2.1 Reasons for Human resource planning.....................................................................................7
2.2 Stages of Human resource planning requirements...................................................................8
2.3 Compare recruitment and selection process in two organisation..............................................9
2.4 Effectiveness of the recruitment and selection techniques. .....................................................9
TASK 3...............................................................................................................................................10
3.1 Explain link between motivation theory and rewards............................................................10
3.2 Evaluate process of job evaluation. .......................................................................................10
3.3 Effectiveness of reward system..............................................................................................12
3.4 Methods of employee performance measurement..................................................................12
TASK 4 ..............................................................................................................................................13
4.1 Reasons of employee cessation...............................................................................................13
4.2 Describe the employment exit procedures ..............................................................................13
4.3 Impact of legal framework in employment cessation..............................................................14
Conclusion .........................................................................................................................................14
References .........................................................................................................................................15

Introduction
Human resource management is a effective way to provide variety of organisational
activities whereas human resource management is helpful to maintain employee relations and
personnel management. On the other hand HRM is a process of managing people in organisations
through some activities. Organisation focus on effectiveness of employee in human resource
management. This present report is based on human resource management in which various
functions and responsibilities of mentioned department. In this report Posh nosh has been chosen
for this study. Where in this study define various responsibilities of human resource management in
their concerning employees. This repost has been sated for discussion on small and medium size

enterprise where organisation is involved in fast food and catering business delivering . This entity
use to import their products from UK and Ireland. This report is based on difference between
personal management and human resource management and understand various recruitment
methods . Along with they discuss rewards strategies which may provide motivation and help to
retain employee in their concerning workplace.
Task 1
1.1 Difference between personal management and human resource management.
Human Resource management Personnel management
HRM is a process of managing people in
organisations through some activities.
Organisation focus on effectiveness of employee
in human resource management.
Human resource management is based on
handling employee relations in their concerning
workplace.
Human resource management is responsible of
the recruitment and selection procedure.
HRM make their policies and legal aspects
where employees where get feel comfortable.
In human resource management decision
making facilities in only laid on top
management.
HRM is a way to provide effective in employee
work performance .
Human resource management is based don all
human activities which may occur in
organisation.
HRM has build long tern objectives.
HRM has self control of over the all activities.
Personnel management is mainly connected
with executing routine and basic functions like
payroll, employment laws etc.
Personal management is a based on traditional
system of managing employees to accomplish
given tasks.
Personnel management aid to make desired
outcomes.
In an organisation personnel management used
some tools and techniques which is used to
provide some motivation, and some other
benefits.
Employees are curial part of the any
organisational to achieve successful
organisational goals .
Personnel management has create short term
objectives.
Personal management is based on people which
are work in their organisation.
Personnel management is treated as secondary
functions in their organisation.

Human resource manages has integrated into
line mangers.
Communication is flows directly.
In this procedure decision process are slow.
In this personal management task would be paid
as in monitory term.
1.2 Functions of human resource management
In an organisation there are various functions of human resource management where it help
to increasing working efficiency and work performance level in their Said organisation.
Organisations has various roles and responsibilities towards their employees where they provide
effective welfare activities which can helpful to build interpersonal relationship.
Recruitment and selection: In an organisation recruitment and selection process is plays a critical
role . Where HR manager focus on organisation working efficiency so that they hire more new
skilled employees for there organisation to attain higher objectives and tagetes. Recruitment process
is based on hiring procedure where in an organisation recruit effective man power. On the there
hand selection process is way to provide selection procedure where in an organisation HR manager
select one of the best employee from the pool of applicant. They will ensure selected employee is
suitable for the specific job in their organisation.
Training and development: Human resource management is focus on training and development
program where they ensure provide training to new employees to introduce their working practices.
on the other hand manager focus on development program to develop their working efficiency and
new product range in their organisation. Development is helpful to attaining sustainable needs and
current marketplace demand.
Rewards and retention: Human resource management is focus on rewards and retention policies
where they ensure to provide some effective benefits and incentives where employee get feel
motivated and encourage towards their work . With the help of rewards and benefits employee were
get motivated towards their work and has top improving their working performance level in their
organisation.
1.3 Evaluate roles and responsibilities of line mangers
In an organisation line mangers has various task and duties towards their existing
employees. Line managers is a person who operate all operational level activities and monitor all
controlling process. Line manger help to achieving successfully all goals and objectives where
organisation attain high profits. In Posh nosh organisation there are various roles and
responsibilities of line manager where they perform effectively to attain organisational objectives.

Feedback and counselling: In an organisation line manager focus on Feedback and counselling
programs where line manager focus on feedback procedure in an organisation to review and
controlling over the all department activities. If in case employee were need to counselling so in
that situation line manger provide effective counselling system to resolve their stress and any kind
of problem.
Developing good staff: Line manger ensure to develop their staff efficiency. Where in an
organisation line manger focus on staff performance and maintain their interpersonal relationship
with among all these employees.
Creating positive environment: Line manager focus on creating positive environment in their
organisation where manager ensure each one employee were feel comfortable and willingly perform
in their organisation to attain sustainable goals and objective. Because healthy workforce
environment is helpful to creating organisation working effective and aid to improving productivity.
on the other hand line manger has responsible for the placing the right person on the right
job. They focus on some orientation program where new employee were feel comfortable and
interacted with some other employees. Line manager focus on improving job performance activities
where employee get increasing their working efficiency and achieve sustainable objectives.

1.4 Impact of Legal framework on human resource management
Posh nosh organisation has sated various legal aspects where organisational environment is
being comfortable and problem free. Human resource management is supposed to fulfil various
legal formalities of a company in respect to employee benefits. There are various legal aspects
should be considered by said firm as follows:
Equal pay act 2010: This act is based on provide equality in their concerning workplace. This act is
refer employee in the company should be paid equally for equal kinds of work. There should not be
discriminating practices within workplace in term of paying wages on any basis like gemder,
disability or some other criteria. With the help of this act whole organisation environment were
sustainable and healthy .
Food safety act 1990: As stated earlier, the business entity is involved in fast food and catering
business, it is the main responsibilities of firm to maintain its food according to standards
mentioned in this act. The act expresses that food provided should be standard quality and not to be
damaging to customer's health in any way. With the help of this act company attract large number of
customers and attain higher profitability from respective customers.
Food labelling and packaging: The government of UK has announced laws and regulation for the
labelling and packaging where organisation must ensure true manufacturing and expiry date will
mention in those products. Organisation make sure product quality is high and product specification
is according to their customer needs. With the help of this act organisation focus on their quality
performance and develop their new effective product for the concerning customers.
TASK 2
2.1 Reasons for Human resource planning
Human resource planning is aims at fulfilling the objectives of manpower requirements.
Human resource planning is gather the recruitment. Human resource planning is helpful for the
future upcoming possibilities which may affect the whole organisation process. There are various
reasons of human resource planning
Future manpower needs: In an organisation majorly focus on planing efficiency where management
plan for their future upcoming possibilities which may help to concerning organisation. Human

resource planning is effective for the future needs and possibilities which can be create an impact on
the whole firm. Future manpower need determine future needs which can be fulfil by the company.
Development of human resources: In this point Posh nosh organisation must focus on human
resource planning for their need to developments in their products and working efficiency. Human
resource planning is based on developments where training and development programs are make
employee more efficient.
Proper utilisation of resources: In their organisation management plan for the human resource to
used optimum resources in concerning workplace which can be helpful to attain higher profits and
increasing working efficiency. In this point organisation must be hire more skilled people to used
proper utilisation of resources.
Recruitment of talented personnel : In their organisation human resource planning is for recruiting
high skilled people for their organisational sustainability. With the help of hiring well
knowledgeable skilled people organisation sated on higher production and effective working
efficiency which may aid to increasing profitability.
2.2 Stages of Human resource planning requirements.
The planning process for human resource requirements needs a detailed formulation of plan
so that a good strategy to meet various needs can be formed. Human resource planning is Human
resource planning is aims at fulfilling the objectives of manpower requirements. Human resource
planning is generate the recruitment. There care various step in human resource planning.
Step 1 - Assessing human resources: This is the first step in planning process where HR manger
identify current need of human resource. In this point human resource management will focus on
current need of existing man power and than will work on that such needs. So in that step manger
will design structure and plan will according to the current need and expectations.
Step 2 - Forecasting demand: This is the next step of the whole process where in this step
organisation focus on demand forecasting where they ensure to plan for future up coming
possibilities. So in that situation they focus on generating demand forecasting tools and techniques
which are helpful to achieving sustainable goals and objectives. On the other hand this process

should be performed by HR manager of said company by analysing each department requirement in
term of quality as per the work.
Step 3 - Supply forecasting: In this step human resource department is required staffing process
where they recruit people outside or inside the organisation. Staffing process is source of supply
forecasting. This source can be decided according to budget of cited venture.
Step 4 – Matching demand and supply: The further step in planning process is accomplished by
matching matching the demand forecasted with correct supply. This tool will help in attracting
candidates which are eligible for positions required in firm.
Step 5 – Action plan: In this point manager will evaluate an implemented all these process. This
step can be improved by making plans in observation of top management as per the situation.
2.3 Compare recruitment and selection process in two organisation
Recruitment process and selection process both are the process are inter connected with each
other. Recruitment process is help to collect all employees where they want to get job an d selection
process is based on to select one of the best candidates in application pool. Posh nosh organisation
is a small scale organisation. In this organisation recruitment an selection process in going through
internally . Where within the organisation recruitment process is going through the top management
of the company . In this firm internal methods of recruitments is like transfer, promotion,
recommendation and references is may help to recruit within the organisation. In Posh nosh
organisation recruitment and selection process is going through under the various steps first is
identify organisation needs and than check performance measurement in their organisation and than
provide promotion and job rotation with in the organisation.
On the other hand NHS is a one of the Public organisation . In this organisation top
management will decided recruitment is going internally and externally. This firm is large scale
entity which may provide internal and external both are the recruitment and selection procedure.
first is identify organisation objective and manpower need than according to this select applicant for
the interview and after this process conduct employment test and check mental ability and physical
ability , At the end management will decided and select one of the best suitable applicants which are
suitable for the specific job. recruit finally.
2.4 Effectiveness of the recruitment and selection techniques.
As per the above case Posh nosh adopt a internal recruitment methods which is helpful to
increasing organisational efficiency. This is a small scale company where they use only internal

recruitment method. Internal recruitment methods is some time more effective for the organisation
where as worker will familiar will existing workplace environment, no need of orientation an
training programs. No any falsenesses, promotions are help to increasing employee moral which
may affect to their organisational performance level.
On the other hand NHS, company is adopting both internal or external recruitment where it is
helpful to attain skilled people and updated with current market knowledge. In this firm also
motivation were help to create a efficiency in individual performance which are render on
organisational productivity. Moreover external source are helpful to gain efficient updated
knowledge and hire more new skilled people. With the help of external source business have access
of wide range of applicants who are skilled and efficient in their fields.
TASK 3
3.1 Explain link between motivation theory and rewards
The Posh nosh can assess its reward system to know the position of company ans its
employees. The company have top set their various rewards strategies to build some motivation in
their concerning employees. The effectiveness of motivation employee get increase their working
performance level an d help to improving organisational productivity. Motivation is an important
factors in an every organisation. Rewards practices an d motivations both the term are equally
interrelated with each others . Motivated employee were get to improving their working efficiency
and performance level in their organisation. On the other hand reward practices are help to
increasing motivation in individual employees. Some of the rewards may like monetary or non
monitory. The motivation tool were non financially like promotion and transfer and recognition in
their workplace it may increasing performance level in their concerning workplace. On the other
hand there is a direct relationship between motivation and reward system. Higher the rewards given
to employees more will be the improvements in their performance. The process of motivation is is
directly affected to lower level of management where management will provide monetary benefits
to get motivated towards their working performance. Like incentives , bonus or compensations. Top
management will motivated with their promotions and recognition towards their job. He manager
will provide membership of health clubs, discounting coupons types such thin to top management o
get provide motivations towards their working performance. ( Armstrong and Taylor, 2014.)

3.2 Evaluate process of job evaluation.
Job evaluation process is an attempt to make an organisation more effective and effcient. Job
evaluation may concern about the monitor on the specific job performance of individuals. Job
eveluation process will help to controlling and monitoring over the all process of the job. This
process will help to know the job's complexity and other characteristics that can be used to
determines the pay straucture according to job. The determination of pay can be done with the help
of various factors that can be used as a base. There are the various steps in job evaluation process. (
Brewster, Mayrhofer, and Morley, eds., 2016)
In this process firstly organisation focus on objective of job evaluation where they established and
set some objectives and goals which may fulfil in this process. Next is analysis the job in their
organisation where generate proper information about the concerning job in this process
management or candidate were properly analysis the job , in this step there is two sub part is
available in this process one is job description an second is join specification. Where job
specification is way to provide proper information of the required job specification in this point
organisation set some areas where they match with individual personal qualification according to
their job. On the other hand job description is based on general detailed about the specific job such
as what type of job , in their concerning duties , task and some other responsibilities. Next step is
job evaluation where organisation sated some different techniques to used in job evaluation
whereas, they use job comparison, grading, ranking system and many more methods which are used
in jon evaluation techniques. In this way organisation can evaluate jobs so that an efficient pay
structure can be fixed on the basis of their importance and complexities. ( Budhwar, and Debrah,
eds., 2013)
3.3 Effectiveness of reward system
In said organisation rewards are majorly impact of the whole process of the organisation.
Rewards system are helpful to increasing performance efficiency in concerning workplace .
Rewards are aid to improving individual performance level and their effectiveness. Reward system
may occur encouragement in each and every employee . In an any organisation rewards practices
are plays a vital role to provide motivations of their existing employees. Motivations are help to
increasing performance level and working efficiency in concerning workplace. Rewards system are

assistance to provide monitory or non monitory benefits where with the help of that employee get
motivated towards their working practices and generate high profits ans and achieve successful
objectives. On the other had reward system are helpful to increasing organisation as well as
individual performance level. Different motivational tools have varied impact on worker's
performance. After applying various rewards practices organisation check their employee turnover
ratio. The Posh nosh can assess its reward system to know the position of company ans its
employees. The company have top set their various rewards strategies to build some motivation in
their concerning employees. The effectiveness of motivation employee get increase their working
performance level an d help to improving organisational productivity. ( Kramar, 2014.)
3.4 Methods of employee performance measurement
As per the above sated case the posh nosh Ltd. Company can be introduce different system
of supervising there employee performance. In there organisation there are various methods which
are used in effectively performance measurement.
Direct observation: This method can be implemented directly with the help of line managers. Line
managers are closest to the employees who work in their organisation. Line manager has to
responsible for the observing work of employee and measure their performance level. In this
method line manager instructed to compare their performance with the previous presentation.
Performance standards: in this point, performance standards are very effective tool to measuring
performance level of each and individual employees. In this methods organisation set some
standards to comparing with the actual performance of each an d individual. in that situation
employee got to know their own performance level and than they will make improving itself. In an
organisation working standards are fixed and who should be match those standard company will
provide some rewards and performance appraisals. ( Storey, 2014.)
360 degree appraisal:In this method feedback is more important for the any organisation. In said
firm 360 degree appraisal is way to provide collected all information of individual performance
level from the peer group and other existing employees. All the feedback are collected and scores
are given which is used as base for determining performance level of employee. ( Kramar, 2014. )
TASK 4
4.1 Reasons of employee cessation
The resignation or firing of an employee from an organisation for a reason is Cessation. Main
reasons behind cessation of employment with organization are: