Human Resource Management Report: The Breakfast Club Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) within the context of The Breakfast Club, a small restaurant chain. The introduction highlights the significance of HRM in achieving organizational goals, especially in a globalized environment. Task 1 differentiates between HRM and personnel management, emphasizing the strategic role of HRM in workforce planning, training, and employee relations. The report also discusses the roles and responsibilities of line managers in small businesses, including employee engagement, performance appraisal, and work process monitoring. Furthermore, it addresses the impact of employment laws and legislation, such as the Equal Pay Act and National Minimum Wage Act, on HRM practices. Task 2 delves into HR planning, outlining its reasons and stages, including assessing human resources, demand and supply forecasting, and matching demand with supply. The report then examines the recruitment and selection processes of The Breakfast Club and The Ledbury, comparing their approaches and highlighting the importance of evaluating the effectiveness of these processes. The conclusion summarizes the key findings and emphasizes the importance of effective HRM for small businesses. The report is a valuable resource for students studying HRM, offering practical insights into real-world applications and challenges.

Human Resource
Management

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

INTRODUCTION
Human resource are the valuable asset for each and every business organization, Because
they help in achieving company goals and objective. HRM is related with managing employee
employer relationship, supporting and administrating firm's staff. It is become more important in
global village where economies are interrelated with each other (Brushett and et. al., 2010). The
scarcity talented employees and increasing complexities of human resource functions can
increase the role of HR department. Therefore, all business units are required to understand the
role of HR and give the important of policies and activities which is related to the staff of the
company. This report is based on The breakfast Club which a small business unit. It is restaurant
chain which provide high quality food for their customers. It operates their business across
London, United Kingdom approx 10 stores. In this report is explain about the role of human
resource management in the success of a small business unit (Abreu and et. al., 2011).
TASK 1
1.1
HRM is refers to managing firm's staff in a systematic manner which can support in to
attaining organisational goals and objectives. It includes staffing, recruitment, pay setting,
performance evaluation and so on within the corporation. On the other hand Personal
management is related with administration of employees in the organisation which can support
operational activities of the organisation. There are few differences between HRM and personal
management is given below:
Personal management Human Resource management
Meaning: This is a traditional concept which
concentrate to administrate in staff in the
business unit.
It is one of the modern approach where focused
on the various aspects such as staff company
relation, employees welfare and other aspects.
Function: It is a small function which is part of
regular activities of HR department.
Primary function is related with strategic man
power planning for current and future
requirement used human resource asset more
effectively (Moeinifar, Kokabi and Hosseini,
2010).

Communication: In this approach
communication between management and staff
is indirect.
In this concept higher authorities and
employees are communicate directly with each
other.
1.2
HR management having a great significance on the success for each business unit. There
are various function which is played by the HR department of the company. In the context of The
Breakfast Club which is a small business unit, it is more important that they identifying current
and future work force need, recruiting skilled personnel and provide training which can help to
attaining their long term goals and objectives (Abreu and et. al., 2012). There are following
function of HRM as given below:
Workforce planning: This is one of the important function of HR department which
focused on future work force planning for the company. This function is part of strategic
planning of business organisation. Therefore, The Breakfast Club is required to set their long
term objectives and plan their staff accordingly.
Training and development: It is another important function of HR which is related with
training and development of their employees, for a successful organisation is focus on the
customer satisfaction through provide best product and services to its customers (Iles, Chuai and
Preece, 2010). For this, they required to provide training over a period of time which can
improve customer satisfaction and increase their loyalty towards the company. It can help to
attain firm's long term objectives effectively.
Employee relation: Employees are one of the valuable and unique asset for each
business organisation. Because they can help to attain company's goals and objectives.
Therefore, it is the responsibilities of HR department is to provide all required facilities which
can increase their satisfaction level which can build a sound relationship between employee and
employer (Bastian and et. al., 2013).
1.3
Line manager played a significant role in the success of every small business unit.
Because in small organisation there are small number of employees which no need of HR
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department. In such small firm's line manager is responsible for all HR related activities. These
roles and responsibilities are given below:
Employee engagement: As a line manager of The Breakfast Club, they required to
supervise their employees. They are responsible to create organisational culture which is too
important for the discipline (Snape and Redman, 2010). Line manager can focus on the negative
aspects of of the employees and try to boos confidence level.
Performance Appraisal: Another role of line manager is to evaluation of employees
performance at work place. They can take feedback form its employees and analyses their
behaviour which is too important. On the basis of these performance and productivity thy can set
their pay system.
Monitoring work process: There are various operational activities which can monitoring
and supervised by the line manager. The breakfast Club is offer food and drinks to their customer
which required effective supervision over the food quality standards and services (Moeinifar,
Kokabi and Hosseini, 2011). Line manager make sure that their products are up to the standards
and matching with standards.
1.4
Employment laws and legislation deals with various issues such as discrimination, pay
related issues, safe and secure working environment. These issue having a large impact on the
human resource management. There are some legislation as given below:
Equal pay act 1970: This act passed by United Kingdom Parliament which is related
with the pay off issues of the employees. According to this act. Each and every business unit
should pay equal amount of their performance. There is no discrimination on the basis of age,
profession, gender or any other factors. The Breakfast Club is required to strictly follow this law
which can enhance their staff productivity and performance (Jhong and et. al., 2012).
National minimum wage rate act 1998: This is another legislation which is related with
the minimum pay of the employees. In this act each and every worker aged over 25 right to get
7.20 Euro for per hour, worker aged between 21 to 25 should get 6.95 Euro per hour and 5.5
Euro for workers aged 18-20. This policy can increase the cost of operation and reducing
company's profitability.
Employment rights act 1996: In this legislation each and every business organisation is
required to provide safe and secure working environment according to government minimum
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standards (Katou and Budhwar, 2010). Apart from they they have to provide all promised
facilities which is essential for the employees.
TASK 2
2.1
Human resource planning is a systematic approach where business organisation analyses
employee needs and matching with skilled requirement for the future. It is part of strategic
planning which can provide competitive advantage over other companies (Guest, 2011). There
are following reasons of HR planning as given below:
Manpower planning: This is one of the main reason of HR planning where firm's can
set their long term objectives and determine their required or planned workforce for the future.
The breakfast Club is required to make their expansion plan and analyses their required staff for
the long term. It can help to attain their long term goals in a systematic manner.
Recruiting skilled workforce: It is one of the significant reason of HR planning. It is the
responsibilities of HR department id to recruit skilled and capable employees which can help to
achieve their goal effectively (Mathauer and Imhoff, 2006). Therefore, The Breakfast Club can
make a systematic recruitment system for the company. It can help to get talented staff which
can provide high quality services to its customers.
Coping with change: Today business environment is chaining over a period of time
which can increase more complexities in the human resource. Each and every company is try to
coping with change, so that they can sustain in the market. Therefore, The Breakfast Club is
required to provide training and development season to their employees over a period of time. It
can help to meet the future challenges and increase the customer satisfaction level.
2.2
Human resource is a process where business organisation is anticipate the future business
environment and its factors. It can assess the manpower requirement for the future which can
help to attain company's goals and objectives (Lengnick-Hall and et. al., 2009). There are
following stages involves in HR planning :
Assessing Human resource: HR planning start with assessment of environment analyses
through various approaches such as PESTEL and SWOT. It can help to determine current HR
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inventory with in the organisation. Once HR manager done with internal and external factor
analyses, they can know their strength and weakness and future market opportunities.
Demand forecasting: This is nest stage of HR planning which is related with the
estimation of future HR needs of the company (Lepak and et. al., 2006). Therefore, The
Breakfast Club can evaluate their future growth and determine future demand of their staff.
Supply forecasting: Once company is know that how much workforce they required in
the near future. In this stage can determine supply factors of current and future staff of business
organisation. According to their requirement firm's can use various sources of recruitment which
includes internal and external sources.
Matching demand and supply: This is forth stage of HR planning where company can
match their demand workforce with available supply. For example, if business unit having more
supply then demand that, they can rearrange them. On the other hand if they required more
human resources they can use different tool which can provide their skilled staff (Heijde and Van
Der Heijden, 2006).
Action plan: This is last stage of HR planning which is related with making
implementing all HR strategies which can help to attain their desirable goals.
2.3
Recruitment and selection process is significant for every business organisation. In order
to increase inficiency in the hiring process a systematic recruitemnt process is required. Each and
evry company can follow their own selection process according to their organisational culture.
There are following recruiting process of The Breakfast Club and The Ledbury as mentioned
below:
Recruitment and selection process of The Breakfast Club:
The Breakfast Club is small business unit which operate their operation in London.
Company size and scope is quite limited as compare to other firm. Due to its small size, they
don't have HR department, they outsourcing all HR activities from external recruitment agency
which can help to reducing their operational cost and increase profitability of the company (Chen
and Huang, 2009). Another reason of external recruitment is that this process is time consuming
and complex which requiores more expertise. Therefore, business organisation can use such kind
of process which is easy and cost effective.
Recruitment and selection process of The Ledbury:
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The Ledbury is one of the famous food restaurant in United kingdom. It size and scope is
quite large as compare to The breakfast Club, so that they having their own HR department
which can planning and implementing all HR related activities.
 First stage is related with the identifying and determining current staff of the company
which can help in the future employee planning.
 The second stage is related with the creating and development of HR plan for the future
workforce (Collings and Mellahi, 2009).
 Next stage is focused on the using various tools for sourcing skilled consolidates through
internal and external sources.
 In the next stage HR department can call selected candidates and call for the interview.
 Selecting skilled and talented workforce of the business organisation.
 Provide training and development to their selective candidates.
2.4
It is important for each and every business unit is to evaluate the effectiveness company's
recruitment and selection process. HR planning is a strategic process which can provide
competitive advantage. Therefore, organisation can check is effectiveness and improve for the
future challenges (Brushett and et. al., 2010).
Effectiveness for The Ledbury: This company is large as compare to other business
unit. Therefore, it is too important for the company is to evaluate their recruitment process. For
this, they can compare their past performance with current performance and make a conclusion.
If the there is any game between them, organisation required to improve its selection process. It
can help to increase their competitiveness in the market and they can attain their goals and
objectives effectively.
Effectiveness for The Breakfast Club: As a small business organisation it is essential
that analyses recruitment process. Because business environment is changing which can need to
improve such process for the future. The company is small which don't having HR department,
therefore the manager of the company should know about the effectiveness for attaining their
organisational goals and objectives (Abreu and et. al., 2011).
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TASK 3
3.1
Motivation is one of the important element which can help to influencing an individual
behaviour through various tools and techniques. It can help to motivate of the employees towards
the task which can leads to increase the productivity and efficiency. There are various
motivational theories which can be used by The Breakfast Club.
Maslow theroy of motivation is related with the five types of human needs which can
help to motivate of firm's staff in order to attain organisational goal and objective. Another
theory which is related with the motivation is Herzberg theory. According to this approach, there
are two types of need which can affects employees behaviour (Moeinifar, Kokabi and Hosseini,
2010). Manager of The Breakfast Club can use this theory to identifying motivational factors
such as seniority, experience, skills and capabilities which can increase firms sales and
profitability.
3.2
Job evaluation is a systematic process which is related to providing rating of various jobs
in the business organisation. It is one of the complex and time consuming process which can help
to make a appropriate structure of the job ranking.
 The first stage of this process id called job evaluation. In this stage The breakfast Club
can collecting various types of information and data of job aspect. There are two
elements of job analyses is Job description and Job specification.
 In the next stage manager of the company is to give ranking according to it roles and
responsibilities. For this, organisation can use various methods such as factor
comparison, point ranking and so on.
 Once rating is give, manager is required to make an effective pay structure and allot
money for each job according to its ranking (Abreu and et. al., 2012).
 In the last stage of job evaluation company can categorize all jobs, pay structure, task,
roles and responsibilities.
Job evaluation process
Job analyses
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Job rating
Money allocation
Job classification
3.3
Motivated employees having a significant role in the attaining organisational goals and
objectives. Therefore, each and every business unit is try to motivate their staff using various
tools. The Breakfast Club is required to make a effective reward system which can motivate their
staff which can leads to increase its performance and productivity. There are two types of reward
approaches which can be used by the company as given below:
Intrinsic reward: This is internation motivation which came from internally of an
individual. HR department of the company can make a conversation with it staff on a regular
basis and motivate them towards the work (Bastian and et. al., 2013). For example, firm's
manager can communicate and motivate them which can increase their confidence and
motivation level.
Extrinsic reward: This is another approach which is related with the monitory and
incentives of the employees. There are various employees which can motivate through hike in
salaries, extra pay, bonus, and other benefits. It can enhance staff motivation and leads to
increase output of the company.
3.4
It is essential for the business unit is to monitor employees performance over a period of
time. Because internal and external environment are change after some time which required to
improve company's performance. There are various tools and techniques which can be used by
The Breakfast club in order to supervise staff performance as given below:
360 evaluation: In this method HR department can take inputs form all departments and
interacting with their employees regarding its performance (Snape and Redman, 2010).
Past performance analyses: In this method company can compare its past performance
with their current performance. If any change is there, HR manager can provide training to its
employees and improve these performance effectively.
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TASK 4
4.1
There are various reasons in the company which can cease the employment of their staff
as given below:
 Sometimes employees is not sure about its job, so that he can left his job. The employees
need the surety of their job and protection from the unhealthy environment.
 If in the business organisation work load is more than it can leads to increase the turnover
ration of their staff (Moeinifar, Kokabi and Hosseini, 2011).
 In the organisation if a employee is working from a period of time and not getting
promotions, incentives etc.. then employee can leave the office.
Therefore, The breakfast Club make sure than they can make a positive environment which
can support employees and its growth and development in the company.
4.2
There are following exit procedure of The Breakfast Club:
First employees will initiate and request to the top management regarding their issues.
 In this next stage employee create a self evaluation and make sure the he/she going to
leave the organisation.
 The next stage where individual can fill the exit form and fill all details asked by the
management.
 This exit form submit to the concerned authorities (Jhong and et. al., 2012).
 In the last stage he/she can take approval for their leave form higher authorities.
The exit procedure of The Ledbury is: Resignation letter, MD’s content to proceeds, Acceptance
Letter to employee, liability position, Final settlement.
4.3
There are various regulatory frame work which having on employment cessation
arrangement. These policies are made by the government of United Kingdom. Company can
terminate any employees at any time with provide a proper notice. A company can not dismissal
an employee unfairly and wrongfully. They required a fair and practical reason for termination
such as redundancy, unethical practices, incapacity, misbehaviour, illegality and planned
retirement (Katou and Budhwar, 2010). Apart form that there are various laws and legislation
9

which should be followed by each business unit which operate their operation in UK. If any
company can not follow these roles and policies, they can be punished by the government.
Therefore, The Breakfast Club can strictly all laws and legislation which can help to create a
sound image of the company.
CONCLUSION
As per the above given report it has been concluded that the significance of human
resource in the success of each and every business unit. It explained about the difference between
personal management and HRM. Further it described recruitment and selection process at The
breakfast Club. It also explained concluded that motivational theories and effective reward
system. Employee exit procedures, and legal and regulatory framework of employment cessation
arrangement.
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